AHRMR
Article Details
Vol. 5 No. 2 (2025): June
Employee Performance in Hybrid Work: The Role of Virtual Training and Job Autonomy
01 Jun 2025
Abstract
Purpose: This study examines the effects of Virtual Training, Job Autonomy, Employee Engagement, Innovation Culture, and Work Well-being on Employee Performance in hybrid work settings in Indonesia.
Research Methodology: This research adopts a quantitative explanatory design using a cross-sectional survey of 150 hybrid employees across multiple industries. Data were analyzed using Partial Least Squares structural equation modeling (PLS-SEM) with SmartPLS 4.0 to test the structural relationships among variables.
Results: The findings revealed that only Innovation Culture had a significant effect on Employee Performance, but in a negative direction (? = ?0.204; p = 0.009). Virtual Training, Job Autonomy, Employee Engagement, and Work Well-being do not show direct significant effects. The model explains 6.5% of the variance in Employee Performance, indicating weak direct explanatory power and suggesting the presence of indirect or contextual influences.
Conclusions: Employee performance in hybrid work is influenced more by dynamic organizational contexts than by the direct effects of training, autonomy, engagement, or well-being. Innovation culture may temporarily reduce short-term performance owing to adjustment and experimentation demands.
Limitations: This study had a cross-sectional design, relied on self-reported data, and focused on the Indonesian context, limiting causal interpretation and generalizability.
Contributions: This study extends the Job Demands–resources framework by revealing the nonlinear role of innovation culture in hybrid work and provides empirical evidence from an emerging economy context.
Keywords
Employee Performance
Hybrid Work
Innovation Culture
Job Autonomy
Virtual Training
How to Cite
Sunarto , S. ., Sinaga, B. ., & Umar, M. . (2025). Employee Performance in Hybrid Work: The Role of Virtual Training and Job Autonomy. Annals of Human Resource Management Research, 5(2), 365–388. https://doi.org/10.35912/ahrmr.v5i2.3670
Download Citation
References
- Aditya, D. M. N., Kalanjati, V. P., Pamungkas, D. B. B., Syamhadi, M. R., Wibowo, J. A. S., & Soetanto, K. M. (2022). The use of telemedicine in COVID-19 pandemic era: a systematic review. Bali Medical Journal (Bali MedJ), 11(3), 1987-1995. doi:https://doi.org/10.15562/bmj.v11i3.3594
- Alghnimi, A. A. W. M., Habeeb, L. M., & Kadhim, R. I. (2020). The mediating effect of employee engagement between sustainable hrm practices and job performance. International Journal of Innovation, Creativity and Change, 13(6), 643-659.
- Aliyev, J. (2024). Strategic Human Resource Management (SHRM) and Competitive Advantage. SSRN Electronic Journal, 1-6. doi:https://dx.doi.org/10.2139/ssrn.4772231
- Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings. Psychological science in the public interest, 16(2), 40-68. doi:https://doi.org/10.1177/1529100615593273
- Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job Demands–Resources Theory: Ten Years Later. Annual Review of Organizational Psychology and Organizational Behavior, 10(1), 25-53. doi:https://doi.org/10.1146/annurev-orgpsych-120920-053933
- Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel psychology, 41(1), 63-105. doi:https://doi.org/10.1111/j.1744-6570.1988.tb00632.x
- Biron, M., Peretz, H., & Turgeman-Lupo, K. (2020). Trait Optimism and Work from Home Adjustment in the COVID-19 Pandemic: Considering the Mediating Role of Situational Optimism and the Moderating Role of Cultural Optimism. Sustainability, 12(22), 1-21. doi:https://doi.org/10.3390/su12229773
- Chanana, N., & Sangeeta. (2021). Employee Engagement Practices during COVID?19 Lockdown. Journal of Public Affairs, 21(4), 1-8. doi:https://doi.org/10.1002/pa.2508
- Chin, W. W. (1998). The partial least squares approach to structural equation modeling Modern methods for business research (1st ed., pp. 295-336). England: Psychology Press.
- Danna, K., & Griffin, R. W. (1999). Health and well-being in the workplace: A review and synthesis of the literature. Journal of management, 25(3), 357-384. doi:https://doi.org/10.1177/014920639902500305
- Dao, T. H. A., Sisavath, C., Bui, H. T. T., Bui, T. Q., & Le, T. H. (2025). Digital workforce training, employee motivation, job satisfaction, digital behavior as determinants of employee performance: Empirical research from Vietnam. Sage Open, 15(4), 1-20. doi:https://doi.org/10.1177/21582440251395698
- Dessler, G. (2020). Fundamentals of Human Resource Management, 5th Edition. New York: Pearson Education.
- Haar, J. M., Russo, M., Suñe, A., & Ollier-Malaterre, A. (2014). Outcomes of Work–Life Balance on Job Satisfaction, Life Satisfaction and Mental Health: A Study Across Seven Cultures. Journal of Vocational Behavior, 85(3), 361-373. doi:https://doi.org/10.1016/j.jvb.2014.08.010
- Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279. doi:https://doi.org/10.1016/0030-5073(76)90016-7
- Hair Jr, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) Second Edition. New York: Sage Publications.
- Kerdpitak, C., & Jermsittiparsert, K. (2020). The Influence of Organizational Culture, Employee Commitment and Organization Citizen Behaviour on the HRM Practices: Mediating Role of Perceived Organization Support. Systematic Reviews in Pharmacy, 11(1), 407-415. doi:https://doi.org/10.5530/srp.2020.1.52
- Khairunisa, N. A., & Muafi, M. (2022). The effect of workplace well-being and workplace incivility on turnover intention with job embeddedness as a moderating variable. International Journal of Business Ecosystem & Strategy (2687-2293), 4(1), 11-23. doi:https://doi.org/10.36096/ijbes.v4i1.303
- Langfred, C. W., & Moye, N. A. (2004). Effects of task autonomy on performance: an extended model considering motivational, informational, and structural mechanisms. Journal of Applied psychology, 89(6), 934-945. doi:https://psycnet.apa.org/doi/10.1037/0021-9010.89.6.934
- Lee, M. Y., & Edmondson, A. C. (2017). Self-Managing Organizations: Exploring the Limits of Less-Hierarchical Organizing. Research in organizational behavior, 37(1), 35-58. doi:https://doi.org/10.1016/j.riob.2017.10.002
- Leuhery, F. (2024). The role of technology in employee training and development: a systematic review of recent advances and future directions. Management Studies and Business Journal (PRODUCTIVITY), 1(3), 369-385. doi:https://doi.org/10.62207/jmnzaw55
- Li, Y., Li, X., & Liu, Y. (2021). How Does high-performance work system prompt job crafting through autonomous motivation: the moderating role of initiative climate. International journal of environmental research and public health, 18(2). doi:https://www.mdpi.com/journal/ijerph/special_issues/Work_Kaizen
- Martins, E.-C., & Terblanche, F. (2003). Building organisational culture that stimulates creativity and innovation. European Journal of Innovation Management, 6(1), 64-74. doi:https://doi.org/10.1108/14601060310456337
- Maulana, M. I., Khairudin, I. Z., & Sijabat, R. (2025). Strategi Adaptif Manajemen Sumber Daya Manusia Strategis (SHRM) Dalam Menghadapi Transformasi Digital Dan Implikasi GIG Economy. Jurnal Media Akademik (JMA), 3(12), 1-15. doi:https://doi.org/10.62281/091r7765
- Mendy, J., Rahman, M., & Bal, P. M. (2020). Using the “best?fit” approach to investigate the effects of politico?economic and social barriers on SMEs' internationalization in an emerging country context: Implications and future directions. Thunderbird International Business Review, 62(2), 199-211. doi:https://doi.org/10.1002/tie.22119
- Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making Things Happen: A Model of Proactive Motivation. Journal of management, 36(4), 827-856. doi:https://doi.org/10.1177/0149206310363732
- Priyanka, Khera, S. N., & Suri, P. K. (2024). Towards crafting a cure for employee turnover: a social exchange theory perspective. Industrial and Commercial Training, 56(4), 434-448. doi:https://doi.org/10.1108/ICT-03-2024-0020
- Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management journal, 53(3), 617-635. doi:https://doi.org/10.5465/amj.2010.51468988
- Ryan, R. M., & Deci, E. L. (2022). Self-determination theory Encyclopedia of quality of life and well-being research (pp. 6229-6235): Springer.
- Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13(2), 74-101. doi:https://doi.org/10.1177/1529100612436661
- Sari, A., & Wening, N. (2025). The Impact of Hybrid Work System Implementation on Employee Performance in the Digital Era. Journal of Social Work and Science Education, 6(2), 773-788. doi:https://doi.org/10.52690/jswse.v6i2.1217
- Schaufeli, W. (2021). The Burnout Enigma Solved? Scandinavian journal of work, environment & health, 47(3), 169-170. doi:https://doi.org/10.5271/sjweh.3950
- Syafitri, A. A. (2026). The Influence of Innovation Culture and Organizational Support on Employee Performance in Fostering Innovative Behavior within the X Department of West Java Province. Jurnal Ekonomi, Manajemen, Akuntansi Dan Keuangan, 7(1), 1-10. doi:https://doi.org/10.53697/emak.v7i1.3311
- Wu, C.-H., Parker, S. K., & Jong, J. P. J. d. (2014). Need for Cognition as an Antecedent of Individual Innovation Behavior. Journal of management, 40(6), 1511-1534. doi:https://doi.org/10.1177/0149206311429862
- Ye, L., Li, Y., & Zhang, N. (2025). The impact of autonomy-supportive organizational environments on employees’ emotions and creative performance: A self-determination theory perspective. PloS one, 20(5), 1-28. doi:https://doi.org/10.1371/journal.pone.0322184
- Yertas, M. (2024). The Role of Training and Continuous Development in Improving Employee Productivity and its Impact on Company Financial Performance. Atestasi: Jurnal Ilmiah Akuntansi, 7(2), 1362-1379. doi:https://doi.org/10.57178/atestasi.v7i2.1047
License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
