How Flexible Working Hubs and Psychological Safety Improve Employee Work Effectiveness: The Mediating Role of Organizational Commitment
Keywords:
Flexible Working Hubs, Psychological Safety, Organizational Commitment, Work Effectiveness, PLS-SEMAbstract
This study examines the impacts of Flexible Working Hubs (FWH) and Psychological Safety (PS) on Employee Work Effectiveness (EWE), while evaluating the mediating role of Organizational Commitment (OC) at the headquarters of PT Djabesmen, Alia Building (DAL), Central Jakarta. Adopting an explanatory quantitative design, data were collected via structured questionnaires from 145 employees and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The empirical results demonstrate that both FWH (β = 0.218, p = 0.001) and PS (β = 0.276, p < 0.001) significantly and directly drive work effectiveness. Furthermore, PS exerts the strongest direct influence on organizational commitment. Crucially, bootstrapping confirms that OC serves as a vital partial mediator, structurally linking physical workspace resources and psychosocial climate to operational efficiency (p < 0.001). Theoretically, this research bridges the Job Demands-Resources model and Social Exchange Theory within a conventional manufacturing corporate context. Practically, management must integrate spatial flexibility with an inclusive, non-punitive culture to cultivate a highly committed workforce capable of sustaining peak effectiveness.
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Copyright (c) 2026 Selvia Linggani, Wanda Nadzirotul Hamidah, Zainul Ulum, Mutiu Owolabi Adesola (Author)
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