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Go Back       Himalayan Journal of Economics and Business Management | Volume:4 Issue:3 | May 10, 2023
153 Downloads268 Views

DOI : 10.47310/Hjebm.2023.v04i03.003       Download PDF       HTML       XML

The Relationship between Working Arrangement (Remote, Onsite and Hybrid) With Burnout among Employees in Indonesia

Hafidz Alhadi Luqmana1,2*, Achmad Fajar Hendarman2

1 Indonesia, Jakarta, Indonesia

2 School of Business Management, Bandung Institute of Technology, Bandung, Indonesia

*Corresponding Author

Hafidz Alhadi Luqmana

Article History

Received: 20.04.2023

Accepted: 25.04.2023

Published: 10.05.2023

Abstract: The rapid changes in work environments caused by the trend of remote and hybrid work arrangements and the increasing prevalence of burnout have raised concerns about their relationship and impact on employees. This study aimed to investigate the relationship between different working arrangements (fully onsite, hybrid, and fully remote) and the level of burnout among employees in Indonesia. A cross-sectional survey design was employed using the BAT-12 assessment for burnout. Data were obtained through an online survey with a total sample size of 1,355 employees. According to the study, remote employees have the lowest mean burnout score, 2.8387, while onsite employees have the highest mean burnout score, 3.1087. A one-way ANOVA reveals a statistically significant difference between the burnout scores of employees with different working arrangements. The Games-Howell test showed a significant difference (lower level) in burnout scores between fully remote and fully onsite workers (mean difference = 0.269999, p = 0.01). The regression coefficient of a working arrangement is -0.126, indicating a negative relationship. Gender and age were found to be significant predictors of burnout levels. Female workers were more susceptible to burnout than male employees. In conclusion, it was discovered that remote and hybrid working arrangements were associated with lower burnout levels than onsite work, indicating that flexible work options may be advantageous for reducing employee burnout risks. The analysis also revealed that demographic factors such as gender and age influenced burnout levels, highlighting the need for targeted interventions and support for specific employee groups.

Keywords: Burnout, Working Arrangement, Remote Work, Hybrid Work, onsite Work

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