When Flexibility Meets Visibility Bias: Hybrid Work Flexibility and Career Satisfaction among Government Institution Staff

Abstract

This study examines the influence of Hybrid Work Flexibility on Work-Life Balance, Employee Engagement, and Career Satisfaction among ASN staff working in government institutions in Kalimantan. It also investigates the moderating role of Proximity Bias in the relationship between Hybrid Work Flexibility and Career Satisfaction. A quantitative approach was used, with data collected from 155 ASN staff through structured questionnaires. The data were analyzed using SPSS through validity, reliability, multicollinearity, normality, multiple regression, t-test, F-test, and Moderated Regression Analysis. The results show that Hybrid Work Flexibility has a positive and significant effect on Work-Life Balance and Career Satisfaction. Work-Life Balance also has a positive and significant effect on Career Satisfaction. However, Hybrid Work Flexibility does not significantly affect Employee Engagement, and Employee Engagement does not significantly affect Career Satisfaction. Furthermore, Proximity Bias significantly weakens the positive relationship between Hybrid Work Flexibility and Career Satisfaction. These findings indicate that hybrid work flexibility improves work-life balance and career satisfaction, but its career-related benefits may decline when physical office presence still influences recognition and career opportunities. Practically, government institutions should implement hybrid work policies with fair performance evaluation, transparent career criteria, and equal recognition for both office-based and hybrid-working ASN staff.