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All Journal International Journal of Health Sciences
Syamsulbari Syamsulbari
St. Fatimah Institute of Health and Business, Mamuju
Dentistry Health Professions Medicine & Pharmacology Nursing Public Health

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Effectiveness Of Remote Working And Hybrid Working On Employee Productivity Syamsulbari Syamsulbari; Ikhsan Ibrahim; Puti Mandasari; Ansar Ansar; Ali Badarudin
International Journal of Health Sciences Vol. 4 No. 2 (2026): IJHS : International Journal of Health Sciences
Publisher : Asosiasi Guru dan Dosen Seluruh Indonesia

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Abstract

Changes in work patterns in recent years have encouraged organizations to adopt flexible work arrangements, including remote working and hybrid working. These systems provide employees with greater flexibility in completing their tasks; however, their effectiveness in improving employee productivity remains an important concern. Employee productivity is influenced by various factors, including work flexibility, communication, technological support, work environment, time management, and collaboration with colleagues. This study aimed to analyze the effectiveness of remote working and hybrid working on employee productivity. A quantitative analytical study with a cross-sectional design was conducted among employees working under remote and hybrid work arrangements. The study involved 60 respondents selected using purposive sampling. Data were collected through structured questionnaires assessing work system effectiveness and employee productivity. Data analysis included univariate and bivariate analyses using the Chi-square test. The findings showed that 32 respondents (53.3%) worked under a hybrid working system, while 28 respondents (46.7%) worked remotely. High employee productivity was reported by 38 respondents (63.3%), whereas 22 respondents (36.7%) demonstrated low productivity. Employees working under the hybrid system exhibited a higher proportion of high productivity than those working remotely. Statistical analysis indicated a significant relationship between work arrangement and employee productivity (p < 0.05). These findings suggest that both remote working and hybrid working can support employee productivity when accompanied by effective communication, adequate technological support, clear work targets, and efficient time management. Nevertheless, hybrid working demonstrated a stronger tendency to enhance employee productivity compared with remote working, indicating that combining workplace flexibility with periodic in-person collaboration may provide greater benefits for organizational performance
The Relationship Between Hr's Use Of Social Media And The Employer Branding Process Syamsulbari Syamsulbari; Ali Badarudin
International Journal of Health Sciences Vol. 4 No. 3 (2026): IJHS : International Journal of Health Sciences
Publisher : Asosiasi Guru dan Dosen Seluruh Indonesia

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Abstract

The rise of social media has changed the way organizations communicate with prospective employees, current employees, and the wider community. Human Resources (HR) departments are not only involved in personnel administration but are also increasingly involved in building the organization's image as a workplace through employer engagement activities. Branding on social media. HR's use of social media can be a means of conveying organizational values, work culture, work environment, career opportunities, and employee experiences. Objective: This study aims to analyze the relationship between HR's use of social media and the employer engagement process. branding .This study used a quantitative analytical design with a cross-sectional approach . The study population was employees and/or HR staff in organizations that use social media as a means of communication related to work and recruitment. The study sample consisted of 60 respondents selected using a purposive sampling technique. Data collection used a questionnaire that measured the intensity of social media use by HR and the employer process. branding . Data analysis was conducted univariately and bivariately using the Chi- Square test with a significance level of α = 0.05. Based on simulation data, 38 respondents (63.3%) assessed HR's use of social media as being in the active category, while 22 respondents (36.7%) assessed HR's use of social media as being in the less active category. Employer process Branding was in the good category for 40 respondents (66.7%) and poor for 20 respondents (33.3%). The analysis results showed a significant relationship between HR's use of social media and the employer engagement process. branding (p < 0.05). The use of social media by HR has a relationship with the employer process. Branding . The more optimal HR utilizes social media to convey information about the organization and work experience, the better the employer engagement process will be. branding that is formed.
Co-Authors Ali Badarudin Ansar Ansar Ikhsan Ibrahim Puti Mandasari