Effects of Flexible Work Models on Job Satisfaction and Employee Performance in Government Organizations

Abstract

This study examines the effects of flexible work models (FWMs) on job satisfaction and
employee performance in government organizations in Thailand. A quantitative, crosssectional design was employed, surveying 450 government employees engaged in flexible
work arrangements, including telecommuting, flexible hours, compressed workweeks, and
hybrid models. Data were collected through structured questionnaires and analyzed using
descriptive statistics, correlation analysis, and regression analysis, with job satisfaction tested
as a mediator. Results indicate that FWMs significantly enhance job satisfaction (β = 0.498, p
< 0.001) and employee performance (β = 0.377, p < 0.001). Furthermore, job satisfaction
partially mediates the relationship between FWMs and employee performance, suggesting that
flexibility improves performance both directly and indirectly. These findings highlight the
importance of adopting flexible work policies in government organizations to increase
employee engagement, satisfaction, and productivity. The study provides empirical evidence
for policymakers and human resource managers in the Thai public sector, emphasizing the
strategic value of FWMs for enhancing organizational effectiveness.