Employee Well-Being and Job Satisfaction: The Influence of Work-Life Balance Policies

Abstract

This research examines the relationship between organizational work-life balance policies and employee outcomes, focusing specifically on well-being and job satisfaction. Using a mixed-methods approach, data were collected from 1,876 employees across 42 organizations representing diverse industries and sizes. Quantitative analysis through structural equation modeling revealed that comprehensive work-life balance policies were significantly associated with enhanced employee well-being (β = 0.41, p < 0.001) and job satisfaction (β = 0.38, p < 0.001). The relationship was partially mediated by perceived organizational support and work-related stress reduction. Qualitative analysis through semi-structured interviews (n=87) identified four critical dimensions of effective work-life balance implementation: policy accessibility, supervisor support, organizational culture alignment, and flexibility customization. Importantly, the study found significant differences in policy effectiveness based on demographic factors including gender, caregiving responsibilities, and career stage. The research demonstrates that while policy presence is important, implementation quality and cultural integration are critical determinants of effectiveness. Organizations seeking to enhance employee well-being and satisfaction should focus not only on establishing comprehensive work-life balance policies but also on creating supportive ecosystems that enable genuine utilization without career penalties. This research contributes to understanding the complex relationship between organizational policies and employee outcomes in contemporary work environments.