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All Journal Journal Research of Social Science, Economics, and Management Enrichment: Journal of Multidisciplinary Research and Development
Drahen Soeling, Pantius
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Humanities Economics, Econometrics & Finance Engineering Environmental Science Health Professions Social Sciences

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The Influence of Perceived Organizational Support on Task Performance Post-Transfer: A Systematic Review Khoiroh, Muhimatul; Drahen Soeling, Pantius
Enrichment: Journal of Multidisciplinary Research and Development Vol. 3 No. 2 (2025): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v3i2.370

Abstract

Public sector employee transfers often present challenges that can hinder individual performance and organizational effectiveness. This study conducts a systematic literature review to examine how perceived organizational support (POS) affects task performance following such transfers. Employing a structured search and thematic content analysis, 15 peer-reviewed studies from 2010 to 2025 were selected based on inclusion criteria emphasizing public sector relevance, POS, and task performance. The findings consistently show that POS positively influences task performance by fostering affective organizational commitment, psychological empowerment, adaptability, and motivation, which buffer the disruptive effects of relocation. The study reveals key mediators including job satisfaction, relational energy, and training transfer, as well as moderators such as perceived organizational competence (POC), employee adaptability, and the alignment between expected and received support. Unlike previous research that focused broadly on POS across sectors, this review offers a comparative perspective that highlights contextual variations across cultures, organizational structures, and transfer scenarios. The implications are twofold: for researchers, it identifies unexplored areas such as digital HR systems and longitudinal effects of POS in hybrid environments; for practitioners, it emphasizes the importance of strategic, tailored support systems to ensure smooth transitions and sustained performance. This review advances the organizational support literature by deepening understanding of the mechanisms and boundary conditions that shape the effectiveness of POS in public sector mobility.
The Impact of Dual-Experience Flexible Work Arrangements on Employee Performance: The Moderating Role of E-Work Self-Efficacy Adi Luthfi, Bagus; Drahen Soeling, Pantius; Wijaya, Chandra
Journal Research of Social Science, Economics, and Management Vol. 4 No. 6 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v4i6.769

Abstract

The impact of flexible work arrangements (FWA) on employee performance remains inconclusive due to the tendency of prior research to analyze the phenomenon from a single perspective, either that of the employee or the organization. This study aims to address this gap by examining the influence of two forms of FWA—flexibility as a contribution and flexibility as an inducement—on employee performance, while also investigating the moderating role of e-work self-efficacy. Guided by social exchange theory and the Job Demands-Resources (JD-R) model, an online survey was conducted using a cross-sectional design, collecting 545 valid responses from employees in the ICT-based industry. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that flexibility as a contribution negatively impacts employee performance, whereas flexibility as an inducement has a positive effect. The moderation analysis further shows that e-work self-efficacy significantly moderates the relationship between flexibility as a contribution and both task and contextual performance but not adaptive performance. Similarly, e-work self-efficacy significantly moderates the relationship between flexibility as an inducement and task performance but not contextual or adaptive performance. This study concludes that the effects of FWA on employee performance are nuanced and depend on the form of flexibility offered and the level of employees’ e-work self-efficacy. These findings provide actionable insights for organizations to optimize FWA policies to enhance employee performance.
Co-Authors Adi Luthfi, Bagus Chandra Wijaya KHOIROH, MUHIMATUL