Enhancing Employee Performance through Remote Working, Workforce Diversity Management, and Hybrid Workplace: The Mediating Role of Task Innovativeness and the Moderating Role of Gender Diversity

Abstract

This study develops and empirically tests a model for improving employee performance through remote working, workforce diversity management, and hybrid workplace, with task innovativeness as a mediating variable and gender diversity as a moderating variable. Data were collected from 215 instructors of A-performing private course and training institutions in East Java, Indonesia, and analyzed using partial least squares structural equation modelling (PLS-SEM). The results show that remote working, workforce diversity management, and hybrid workplace significantly increase task innovativeness. Task innovativeness has the strongest direct effect on employee performance and significantly mediates the effects of all three antecedents on performance. However, Gender diversity does enhance task innovation--employee performance link considerably; but it does have a smaller moderation impact. From this study's perspective, work system factors influence employee’s performance indirectly via employee task innovation. This article makes contributions to Resource-Based View and Job Demands-Resources theories by taking work system as an Antecedents-Job innovation as Mediator Employee performance as A dependent model.