An Empirical Study on the Relationship between Hybrid Work Satisfaction, Leadership, and Performance in Government Organizations: With a focus on the Mediating Effect of Job Characteristics

Government agencies are changing their working methods through COVID-19 and digital conversion. Through the structural equation model (SEM), this study investigated the relationship between hybrid work satisfaction, leadership's effect on performance, and performance through job characteristics. This study demonstrated that hybrid work satisfaction had a positive effect on both work performance and organizational performance. In the case of leadership, transactional leadership had a positive effect on organizational performance but a negative effect on individual job performance, and transformative leadership had a positive effect on both job performance and organizational performance. In addition, both leaderships had a positive effect on work autonomy. This study demonstrated that the higher the workload and work autonomy were recognized, the higher the job performance and organizational performance were recognized. In terms of the mediating effect of job characteristics, work autonomy had a mediating effect between 'hybrid work satisfaction - performance' and 'leadership - performance'. In the case of workload recognition, it had a mediating effect only between 'hybrid work satisfaction - performance'. This study will not only approach timely research topics theoretically and empirically but also provide policy and practical implications to personnel managers in the public sector based on the analysis results.