| Abstract: |
Work-life balance (WLB) has emerged as a critical determinant of employee well-being, influencing organizational outcomes such as job satisfaction and organizational commitment. This empirical study investigates the relationship between work-life balance, employee well-being, job satisfaction, and organizational commitment among 320 employees across diverse industries. Using a structured questionnaire and quantitative analytical methods including descriptive statistics, correlation analysis, and multiple regression, this study examines the extent to which work-life balance practices influence psychological well-being, thereby shaping employee attitudes toward their jobs and organizations. The findings reveal a statistically significant and positive relationship between work-life balance and employee well-being (r = 0.72, p < 0.01), job satisfaction (r = 0.68, p < 0.01), and organizational commitment (r = 0.65, p < 0.01). Furthermore, employee well-being was found to partially mediate the relationship between WLB and both job satisfaction and organizational commitment. Organizations with robust flexible working policies demonstrated significantly higher levels of employee retention and engagement. The regression model explained 61.4% of the variance in job satisfaction and 57.8% in organizational commitment, reinforcing the instrumental role of WLB initiatives. These results have significant implications for human resource management (HRM) professionals, policy-makers, and organizational leaders seeking to enhance workforce productivity and reduce turnover. This study contributes to the growing body of empirical evidence supporting holistic employee management strategies that integrate personal and professional well-being dimensions within organizational frameworks.
Keywords: Work-Life Balance1, Employee Well-Being2, Job Satisfaction3, Organizational Commitment4, Human Resource Management5, Flexible Work Arrangements6, Employee Retention7.
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