EXPLORING DETERMINANTS AND OUTCOMES OF WORK–LIFE BALANCE: A CONCEPTUAL AND EMPIRICAL STUDY

Work–life balance (WLB) has emerged as a critical area of research in organizational behavior and human resource management due to its profound influence on employee well-being, productivity, and organizational performance. This study aims to develop and empirically test a conceptual model of work–life balance that integrates work-related, personal, organizational, and technological factors as determinants, with job stress, job satisfaction, and organizational culture as mediating variables. The model further explores individual and organizational outcomes, including well-being, productivity, commitment, and retention. A structured questionnaire was designed covering demographic details and multi-dimensional constructs of work–life balance. Data was collected from employees across diverse sectors such as IT, banking, education, and manufacturing. Statistical tools including reliability analysis, correlation, regression, and Structural Equation Modeling (SEM) were employed to validate the model and test hypotheses. The findings indicate that supportive organizational policies, flexible work arrangements, and family support positively influence work–life balance, while excessive workload and technology contribute to higher stress. Job satisfaction and organizational culture emerged as significant mediators, highlighting their role in translating work–life balance practices into improved employee outcomes. The study provides theoretical contributions by integrating multiple determinants and mediators into a holistic framework of work–life balance and offers practical insights for managers and policymakers to design effective work–life balance strategies.