<![CDATA[Purpose – This study tests work engagement as the mechanism linking flexible work arrangements (FWA) to work-life balance (WLB) and organizational commitment (OC) among employees of pharmaceutical companies in Batam, Indonesia, motivated by two prior studies reporting non-significant results along this pathway. Design/methodology/approach – A quantitative, cross-sectional survey of 300 employees across production, quality control/quality assurance, regulatory affairs, and administrative roles was analyzed using partial least squares structural equation modeling (PLS-SEM) with Confirmatory Tetrad Analysis (CTA-PLS), the Cross-Validated Predictive Ability Test (CVPAT), and Importance-Performance Map Analysis (IPMA) as supplementary techniques. Finding/Results – Flexible work arrangements significantly predicted work engagement, and work engagement significantly predicted both work-life balance and organizational commitment. Flexible work arrangements had no significant direct effect on organizational commitment, which was instead fully mediated by work engagement. Flexible work arrangements had a significant direct effect on work-life balance, but in the opposite direction to that hypothesized, producing a competitive mediation pattern with the positive indirect effect through work engagement. Originality/Value – The study refines the application of the Job Demands-Resources model in a flexible work context by showing that work engagement mediates the flexibility-to-outcome pathway differently depending on the outcome, offering a more nuanced account than a uniform mediation story in an under-studied manufacturing/pharmaceutical setting.]]>
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