The Impact of the Hybrid Work System on Employees’ Organizational Commitment: An Analytical Study of the Opinions of a Sample of Employees at Asiacell Telecommunications Company
DOI:
https://doi.org/10.71285/icpt.v3i2.42Keywords:
Hybrid Work, Organizational Commitment, Asiacell Telecommunications CompanyAbstract
This research was intended to study and analyze the effect of hybrid working models on organizational commitment of a sample of employees of Asiacell Telecommunications Company. Specifically, the study aimed to gain insight into the meaning of the dimensions of spatial and temporal flexibility and how they can influence the affective attachment and ethical commitment of employees.
A descriptive-analytical method was used in the study. Data collection was purposive sampling with number of respondents (100) employees of the company. The data were statistically analyzed through the statistical programs (SPSS, JASP, and SmartPLS) to check the direct relationship between the independent variable (hybrid work) and the dependent variable (organizational commitment).
The findings indicated that hybrid work positively and directly influenced work organizational commitment and statistically significantly. The study also revealed that affective commitment was greater among employees working in the hybrid model than among their counterparts, suggesting that increasing employees' autonomy in their work increases employee value of organizational identity.
The study suggests that evaluating employees with solely work-based criteria rather than tracking time in the office. This would boost the self-confidence of the employees and have an impact on their commitment to the organization that appreciates their real contribution.
References
Santillan, E. G., Santillan, E. T., & Mesina, V. F. C. (2023). Assessing the impact of a hybrid work model on job execution, work-life balance, and employee satisfaction in a technology company. Journal of Business and Management Studies, 5(6), 33 42.
Abou-Moghli, A. (2015). The role of organizational support in improving employees’ performance. International Business Research, 8(2), 198.
Aledeinat, M., Alkhazali, Z., Sharari, H., & Alsoud, M. (2021). Towards a new model for work-life balance: A factors-review approach. Journal of Management Information and Decision Sciences, 24(6), 1 12.
AlHazemi, A. A., & Ali, W. (2016). The notion of work-life balance, determining factors, antecedents and consequences: A comprehensive literature survey. International Journal of Academic Research and Reflection, 4(8), 74 85.
Al-Jabari, B., & Ghazzawi, I. (2019). Organizational commitment: A review of the conceptual and empirical literature and a research agenda. International Leadership Journal, 11(1), 78 119.
Alrowwad, A. A., Almajali, D. A., Masa’deh, R. E., Obeidat, B., & Aqqad, N. (2019, April). The role of organizational commitment in enhancing organizational effectiveness. In Proceedings of the 33rd International Business Information Management Association Conference (IBIMA) (pp. 9133 9154).
Aprilina, R., & Martdianty, F. (2023). The role of hybrid-working in improving employees’ satisfaction, perceived productivity, and organizations’ capabilities. Jurnal Manajemen Teori dan Terapan, 16(2).
Assessing the impact of a hybrid work model on job execution, work-life balance, and employee satisfaction in a technology company. (n.d.). Journal of Business and Management Studies, 5(6), 13 38.
Ateeq, K. (2022, February). Hybrid working method: An integrative review. In 2022 International Conference on Business Analytics for Technology and Security (ICBATS) (pp. 1 8). IEEE.
Bharath, T. S., & Srinivasa, C. (2024). Exploring the benefits of hybrid work models: A literature review. International Journal of Creative Research Thoughts, 12(12). https://ijcrt.org/papers/IJCRT2412357.pdf
Bucoy, J., Faldas, R., & Rosano, R. V. (2026). Employees’ organizational commitment and performance toward a sustainable commitment model. Asian Research Journal of Education, 3(1), 29 57.
Charles, W. P., Mobara, A., Beretu, T., & Mhembere, L. Y. (2025). Corrigendum: How hybrid work and organisational support shape an IT company’s employee engagement. SA Journal of Human Resource Management, 23, a3481. https://doi.org/10.4102/sajhrm.v23i0.3481
Chen, T., Hao, S., Ding, K., Feng, X., Li, G., & Liang, X. (2020). The impact of organizational support on employee performance. Employee Relations: The International Journal, 42(1), 166 179. https://doi.org/10.1108/ER-01-2019-0079
Chen, K. S. (2023). A study on organizational commitment, work motivation, and job performance after the COVID-19 epidemic in Taiwan: The mediating effects of work motivation and organizational communication. Management Studies, 11(1), 65 74.
Corral, R. J. P. (2024). Impact of hybrid and on-site work arrangements on employee motivation and job satisfaction in the BPO industry: A cross-sectional study. Open Journal of Social Sciences, 12, 205 230. https://doi.org/10.4236/jss.2024.122013
Daly, A. (2019). A study investigating the impact of work-life balance on job satisfaction and levels of perceived stress in full-time employees [Doctoral dissertation, National College of Ireland].
Dilshan, M., & Iddagoda, A. (n.d.). Organizational commitment and its drivers: A study of a selected organization.
Drucker, P. (2005). Organizational commitment. American Society for Quality.
Firdaus, A., Noor, M. A., Safkaur, T. L., Suprayitno, D., & Setiawan, A. (2025). Job satisfaction as a mediation of transformational leadership on organizational commitment and employee performance. Journal of Lifestyle and SDGs Review, 5(2), e03140.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2 24.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115 135.
Hossain, M. Z., Islam, H., & Purnima, F. H. (2024). The flexibility paradox: Does remote work improve or blur work-life balance? European Journal of Management, Economics and Business, 1(2), 41 55.
Inthiyaz, K. (2025). Influence of hybrid work model on employee performance and organisational development. IJSAT—International Journal on Science and Technology, 16(3).
Kamp, L.-M., Tirrel, H., & Winnen, L. (2024). The paradox of flexibility: Unraveling the impact of flexible work arrangements on affective commitment during the COVID-19 pandemic. Economics and Sociology, 17(2), 151 172. https://doi.org/10.14254/2071-789X.2024/17-2/7
Kell, H. J., & Motowidlo, S. J. (2013). Deconstructing organizational commitment: Associations among its affective and cognitive components, personality antecedents, and behavioral outcomes. Journal of Applied Social Psychology, 42(1), 213 251.
Khalid, B. O. U. R. R. O. U. K., & Adiba, B. O. U. S. F. I. H. A. (2022). Organizational commitment dimensions as predictors of employee communication behavior in Moroccan private organizations. African Scientific Journal, 3(10).
Kohont, A. (2025). Organisational support of sustainable hybrid work: Between homely workspace and the need for live cooperation. Sustainability, 17, 2494. https://doi.org/10.3390/su17062494
Krajcik, M., Schmidt, D. A., & Baráth, M. (2023). Hybrid work model: An approach to work life flexibility in a changing environment. Administrative Sciences, 13(6), 150. https://doi.org/10.3390/admsci13060150
Kumari, S. (2026). Strategic talent management in a hybrid work environment: Balancing talent acquisition and development for organizational success. Phoenix: International Multidisciplinary Research Journal, (1), 44.
Kusumawati, B. (2024). The effect of hybrid working on employee productivity and life balance: A human resource management perspective. Maneggio, 1(6), 24 32.
Lauring, J., & Jonasson, C. (2025). What is hybrid work? Towards greater conceptual clarity of a common term and understanding its consequences. Human Resource Management Review, 35(1), 101044.
Maity, R., & Lee, K. L. (2025). The impact of remote and hybrid work models on small and medium-sized enterprises’ productivity: A systematic literature review. SN Business & Economics, 5(10), 158.
Lena, M. N., & Ellitan, L. (2022). Organizational commitment and organizational sustainability. International Journal of Trend in Scientific Research and Development, 6(4), 604 609. http://www.ijtsrd.com/papers/ijtsrd50052.pdf
Moreno-Menéndez, F. M., Tapia-Silguera, R. D., González-Prida, V., Sánchez-Guzmán, C. R., Via-Rada-Vittes, J. F., Sánchez-Mattos, W. A., et al. (2026). Exploring organizational commitment as a driver of administrative management in local public institutions: Insights from a low- and middle-income country governance context. Administrative Sciences, 16(2), 94.
Mustajab, D. (2024). Exploring the effectiveness of remote and hybrid work policies: A literature review on workforce management practices. Jurnal Manajemen Bisnis, 11(2), 891 908.
Negara, A. P., & Padmalia, M. (2026). The influence of family business exposure on succession intention with affective commitment as a mediator. Journal of Accounting and Finance Management, 6(6), 3169 3178.
Osei, F., Amoa-Gyarteng, K., Kankam-Kwarteng, C., & Wilson-Wünsch, B. (2026). Entrepreneurial marketing and SME performance: The double-edged role of affective organizational commitment. Journal of Research in Marketing and Entrepreneurship, 28(1 2), 63 92.
Otuya, W., & Andeyo, L. M. (2020). Work-life balance: A literature review. The Strategic Journal of Business & Change Management, 7(2), 249 258.
Parveen, M., & Rizq, A. T. (2024). Striking the balance: How workplace flexibility enhances engagement and performance of employees working in public and private settings. Management, 28(2), 35 48. https://doi.org/10.58691/man/192788
Prajadiredja, M. D. R., & Cahyadi, A. (2026). Examining the impact of work engagement and job satisfaction on employee performance through organizational commitment in regional government. At-Tadbir: Jurnal Ilmiah Manajemen, 10(1), 1 23.
Ranganatha, Y. (2025). Conceptual framework of hybrid work models and their impact on human resource. IJSAT—International Journal on Science and Technology, 16(3).
Ray, T. K., & Pana-Cryan, R. (2021). Work flexibility and work-related well-being. International Journal of Environmental Research and Public Health, 18, 3254. https://doi.org/10.3390/ijerph18063254
Revy, F., Suharto, & Hari, M. (2026). Hybrid work systems, work flexibility on employees’ work-life balance mediated by organizational support in research and innovation agencies. Indonesian Journal Economic Review, 6(1), 66 78. https://doi.org/10.59431/ijer.v6i1.731
Shah, M. S., & Gawande, R. P. (2024). Work-life balance and its impact on employees: Navigating strategies for better work-life balance at workplace. International Journal of Cultural Studies and Social Sciences, 20(1), 1.
Vartiainen, M. A., & Vanharanta, O. (2023). Hybrid work: Definition, origins, debates and outlook.
Widyanto, W., & Yandi, A. (2020). Factors affecting organizational commitment: A human resource management literature study. Dinasti International Journal of Management Science, 2(2), 320 335.
Wziątek-Staśko, A., Michalik, I., & Vveinhardt, J. (2023). Organizational commitment in the assessment of employees of different generations: A research study.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Innovative Construction and Petrochemical Technologies
This work is licensed under a Creative Commons Attribution 4.0 International License.
