THE RELATIONSHIP BETWEEN WORKING ARRANGEMENTS (REMOTE, ONSITE, AND HYBRID) AND BURNOUT AMONG EMPLOYEES IN INDONESIA

• Main Author: Alhadi Luqmana, Hafidz
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/73495
• Institution: Institut Teknologi Bandung

The rapid changes in work environments and the increasing prevalence of remote and hybrid work arrangements have raised concerns about their effects on employee well-being and burnout. This study aimed to investigate the relationship between different working arrangements (fully onsite, hybrid, and fully remote) and burnout level among employees in Indonesia. A cross-sectional survey design was employed, and data were collected from full-time employees using an online questionnaire. Participants' burnout levels were measured using the 12-item Burnout Assessment Tool (BAT-12). Demographic information and working arrangement types were also recorded. This study utilized data collected from a sample of 1,355 Indonesian employees. According to the study, The prevalence of burnout was 55.5% (n=752) (red score), the other 28.9% (n=392) have no risk of burnout (Green score), and 15.6% (n=211) are at risk for burnout (orange score). The most common working arrangement was fully onsite (68.4%), followed by hybrid (26.2%) and fully remote (5.4%). Descriptive statistical analyses revealed that the mean burnout score was 3.06, indicating a high risk of burnout among participants on average. Remote employees have the lowest mean burnout score, 2.8387, while onsite employees have the highest mean burnout score, 3.1087. Inferential statistical analyses, including correlation and regression, were conducted to explore the relationship between working arrangements and burnout. Post-hoc analysis using the Games-Howell test showed a significant difference in burnout scores between fully remote and fully onsite workers (Mean Difference = 0.269999, p = 0.01). The results indicated that remote workers experienced significantly lower burnout levels than onsite workers. Further analysis using multiple regression models examined the influence of demographic factors, such as gender, age, and relationship status, on burnout scores. The models also revealed that females and younger employees were more susceptible to experiencing burnout. Based on the analysis, the study concluded that remote work arrangements could effectively contribute to reducing employee burnout. It emphasized the importance of considering various employee demographics when addressing burnout in the workplace. The proposed business solutions, which include promoting remote and hybrid work arrangements, providing targeted support for at-risk employees, fostering a supportive organizational culture, and offering alternative strategies when remote work is not feasible, can serve as a foundation for organizations in Indonesia to develop and implement effective strategies that prioritize employee well-being and reduce burnout rates.