The impact of flexible work policies on 'shadow work' and gender equality advocacy among female academics

https://doi.org/10.35912/ahrmr.v5i3.3047
Published: Sep 12, 2025

Abstract:

Purpose: Flexible work policies remote work, flexible schedules, and compressed workweeks are intended to improve work-life balance for female academics with added responsibilities. In Indonesia, despite alignment with labor laws, implementation remains inconsistent and overlooks gender bias and shadow work such as mentoring and administration. This study examines their impact on shadow work and gender equality advocacy, stressing institutional support.

Methodology: This research employs a mixed-methods approach, integrating Structural Equation Modeling (SEM) Partial Least Squares (PLS) for quantitative analysis and thematic analysis using NVivo for qualitative insights. Data were collected through surveys from 450 female academics and in-depth interviews with 30 respondents from various universities.

Results: Findings show that flexible work policies reduce shadow work but only strengthen gender equality advocacy when backed by strong institutional support. Policy intensity, not mere availability, drives advocacy, while weak structures leave female academics burdened with shadow work and limited advocacy roles.

Conclusions: This study concludes that flexible work policies alone are insufficient to drive systemic change in gender equality within academia. Their effectiveness is highly dependent on institutional culture, leadership commitment, and policy integration into broader faculty development programs.

Limitations: Stronger institutional support, policy refinement, and awareness campaigns are recommended to ensure that flexible work arrangements not only improve work-life balance but also empower female academics in advocacy and leadership roles.

Contribution: Future research should explore the long-term effects of flexible work policies and the intersection of social, economic, and cultural factors in shaping gender equity in higher education.

Keywords:
1. Advocacy
2. Female Academics
3. Flexible Work Policies
4. Gender Equality
5. Shadow Work
6. Workload
Authors:
1 . Febrianty Febrianty
Malahayati University, Bandar Lampung, Lampung, Indonesia
2 . I Gede Eko Putra Sri Sentanu
Brawijaya University, Malang, Jawa Timur, Indonesia
3 . Rita Martini
Public Polytechnic of Sriwijaya, Palembang, Sumatera Selatan, Indonesia
4 . Divianto Divianto
Public Polytechnic of Sriwijaya, Palembang, Sumatera Selatan, Indonesia
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How to Cite
Febrianty, F., Sentanu, I. G. E. P. S., Martini, R., & Divianto, D. (2025). The impact of flexible work policies on ’shadow work’ and gender equality advocacy among female academics. Annals of Human Resource Management Research, 5(3), 619–635. https://doi.org/10.35912/ahrmr.v5i3.3047
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Issue & Section
Vol. 5 No. 3 (2025): September
Articles
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References

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    Lase, D., Absah, Y., Lumbanraja, P., Giawa, Y., & Gulo, Y. (2025). Model Kerja Hibrida: Kajian Teoretis dan Implikasinya terhadap Dinamika Kerja Modern. Tuhenori: Jurnal Ilmiah Multidisiplin, 3(1), 55-79. doi:https://doi.org/10.62138/tuhenori.v3i1.130

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    Likert, R. (1932). A Technique for the Measurement of Attitudes. Archives of psychology, 22(140).

    Liu, D., Bjaalid, G., Menichelli, E., & Sun, X. (2024). Empowering Women in Academia: Navigating Institutional Dynamics, Gender Roles, and Personal Pursuits among Female Researchers in Norwegian Higher Education. Journal of Asian Public Policy, 1-17. doi:https://doi.org/10.1080/17516234.2024.2386721

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    Muhamad, A. I., & Lubis, R. L. (2024). Organizational Transformation at Desa Berdaya Foundation (Lokadesa) through a Social Entrepreneurship Approach to Foster Local Entrepreneurs within the Framework of Achieving SDGs 8.3. Journal of Multidisciplinary Academic Business Studies, 2(1), 23-28. doi:http://dx.doi.org/10.35912/jomabs.v2i1.2452

    Nokhiz, P., Ruwanpathirana, A. K., Bhaskara, A., & Venkatasubramanian, S. (2025). Counting Hours, Counting Losses: The Toll of Unpredictable Work Schedules on Financial Security. Machine Learning, 1-17. doi:https://doi.org/10.48550/arXiv.2504.07719

    Odoom, R., & Mensah, P. (2019). Brand Orientation and Brand Performance in SMEs: The Moderating Effects of Social Media and Innovation Capabilities. Management Research Review, 42(1), 155-171. doi:https://doi.org/10.1108/MRR-12-2017-0441

    Padavic, I., Ely, R. J., & Reid, E. M. (2020). Explaining the Persistence of Gender Inequality: The Work–family Narrative as a Social Defense against the 24/7 Work Culture. Administrative Science Quarterly, 65(1), 61-111. doi:https://doi.org/10.1177/0001839219832310

    Pirsoul, T., Parmentier, M., Sovet, L., & Nils, F. (2023). Emotional Intelligence and Career-Related Outcomes: A Meta-Analysis. Human resource management review, 33(3). doi:https://doi.org/10.1016/j.hrmr.2023.100967

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    Sümer, S., & Eslen-Ziya, H. (2023). Academic Women’s Voices on Gendered Divisions of Work and Care:‘Working Till I Drop... Then Dropping’. European Journal of Women's Studies, 30(1), 49-65. doi:https://doi.org/10.1177/13505068221136494

    Tanha, M., Amin, M. R., Masum, M. Y., Bairagi, M., Rahman, M. H., & Hasan, M. Z. (2024). Cashless Mobile Financial Services: Rapid Growing Financial Sector in Bangladesh's Financial Industry. Annals of Management and Organization Research, 6(2), 107-125. doi:https://doi.org/10.35912/amor.v6i2.2108

    Thien, L. M., Lim, H. L., Ahmad Shabudin, A. F., Che Aman, R., Ismail, A., Zuharah, W. F., & Muftahu, M. (2025). Women Leadership in Higher Education: Exploring Enablers and Challenges from Middle-Level Academics’ Perspective. Humanities and social sciences communications, 12(1), 1-12. doi:https://doi.org/10.1057/s41599-024-04278-6

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    Wong, K., Chan, A. H., & Teh, P.-L. (2020). How is Work–Life Balance Arrangement Associated with Organisational Performance? A Meta-Analysis. International Journal of Environmental Research and Public Health, 17(12), 1-19. doi:https://doi.org/10.3390/ijerph17124446

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    Zappalà, S., Toscano, F., Bharti, D., & Pietrantoni, L. (2024). Unveiling the Relationship between Flextime and Job Performance: The Role of Family–Work Conflict and the Ability to Cope in a Moderated Mediation Model. Social Sciences, 13(6), 1-15. doi:https://doi.org/10.3390/socsci13060317

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  21. Lase, D., Absah, Y., Lumbanraja, P., Giawa, Y., & Gulo, Y. (2025). Model Kerja Hibrida: Kajian Teoretis dan Implikasinya terhadap Dinamika Kerja Modern. Tuhenori: Jurnal Ilmiah Multidisiplin, 3(1), 55-79. doi:https://doi.org/10.62138/tuhenori.v3i1.130
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  26. Muhamad, A. I., & Lubis, R. L. (2024). Organizational Transformation at Desa Berdaya Foundation (Lokadesa) through a Social Entrepreneurship Approach to Foster Local Entrepreneurs within the Framework of Achieving SDGs 8.3. Journal of Multidisciplinary Academic Business Studies, 2(1), 23-28. doi:http://dx.doi.org/10.35912/jomabs.v2i1.2452
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  30. Pirsoul, T., Parmentier, M., Sovet, L., & Nils, F. (2023). Emotional Intelligence and Career-Related Outcomes: A Meta-Analysis. Human resource management review, 33(3). doi:https://doi.org/10.1016/j.hrmr.2023.100967
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  36. Sümer, S., & Eslen-Ziya, H. (2023). Academic Women’s Voices on Gendered Divisions of Work and Care:‘Working Till I Drop... Then Dropping’. European Journal of Women's Studies, 30(1), 49-65. doi:https://doi.org/10.1177/13505068221136494
  37. Tanha, M., Amin, M. R., Masum, M. Y., Bairagi, M., Rahman, M. H., & Hasan, M. Z. (2024). Cashless Mobile Financial Services: Rapid Growing Financial Sector in Bangladesh's Financial Industry. Annals of Management and Organization Research, 6(2), 107-125. doi:https://doi.org/10.35912/amor.v6i2.2108
  38. Thien, L. M., Lim, H. L., Ahmad Shabudin, A. F., Che Aman, R., Ismail, A., Zuharah, W. F., & Muftahu, M. (2025). Women Leadership in Higher Education: Exploring Enablers and Challenges from Middle-Level Academics’ Perspective. Humanities and social sciences communications, 12(1), 1-12. doi:https://doi.org/10.1057/s41599-024-04278-6
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  42. Yucel, D., & Fan, W. (2023). Workplace Flexibility, Work–Family Interface, and Psychological Distress: Differences by Family Caregiving Obligations and Gender. Applied Research in Quality of Life, 18(4), 1825-1847. doi:https://doi.org/10.1007/s11482-023-10164-1
  43. Zappalà, S., Toscano, F., Bharti, D., & Pietrantoni, L. (2024). Unveiling the Relationship between Flextime and Job Performance: The Role of Family–Work Conflict and the Ability to Cope in a Moderated Mediation Model. Social Sciences, 13(6), 1-15. doi:https://doi.org/10.3390/socsci13060317