Flexibility in Hybrid Work and Employee Well-Being: The Mediating Role of Work-Life Balance
Keywords:
flexibility, hybrid work, work-life balance, employee well-beingAbstract
This study aimed to investigate whether work-life balance mediates the relationship between flexibility in hybrid work and employee well-being among Brazilian employees. A descriptive correlational research design was employed with a sample of 391 hybrid employees from various organizations in Brazil, selected based on the Morgan and Krejcie sampling table. Data were collected using three validated scales: the Work Design Questionnaire flexibility subscale, the Work-Life Balance Scale, and the Warwick-Edinburgh Mental Well-Being Scale. Pearson correlation coefficients were computed using SPSS-27 to assess the relationships between variables, while Structural Equation Modeling (SEM) was conducted in AMOS-21 to test the hypothesized mediation model and evaluate model fit using standard indices. Pearson correlation results revealed significant positive associations between flexibility in hybrid work and work-life balance (r = .54, p < .001), flexibility and employee well-being (r = .48, p < .001), and work-life balance and employee well-being (r = .63, p < .001). The structural model demonstrated good fit (χ² = 114.28, df = 48, χ²/df = 2.38, GFI = 0.94, CFI = 0.97, RMSEA = 0.058). SEM path analysis showed that flexibility had a significant direct effect on well-being (β = 0.21, p < .001) and an indirect effect through work-life balance (β = 0.31, p < .001), with a total effect of β = 0.52 (p < .001), confirming partial mediation. The findings suggest that flexibility in hybrid work positively influences employee well-being, both directly and indirectly through work-life balance. Enhancing flexible work practices alongside supportive policies for work-life integration can significantly contribute to employee psychological health and organizational sustainability in the hybrid era.
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