<![CDATA[In the context of modern work system development, the implementation of flexible working patterns is increasingly being used by organizations as an effort to support employee productivity, although its effectiveness is highly dependent on job characteristics, organizational policies, and individual employee conditions. However, in the Operations Department of PT ABC, work productivity has not been optimal even though flexible work patterns have been implemented, as indicated by fluctuations in attendance and low levels of job satisfaction and employee trust. This study aims to analyze the influence of flexible work patterns and job satisfaction on work productivity with self-efficacy as an intermediary variable. This study uses a quantitative method with a descriptive, associative, and mediating approach. Data were obtained through questionnaires given to 30 employees and their immediate supervisors, then analyzed using multiple linear regression and Sobel’s test. The results show that flexible work patterns do not affect self-efficacy, while job satisfaction does. Furthermore, neither flexible work arrangements nor job satisfaction directly affect work productivity, but self-efficacy can affect work productivity. However, self-efficacy cannot mediate the effect of flexible work arrangements or job satisfaction on work productivity. Based on these findings, managers should focus on strengthening employees’ self-efficacy through targeted training, clear performance feedback, and supportive supervision as a strategic approach to improving productivity rather than relying solely on flexible work policies.]]>
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