INVESTIGATING POSITIVE CONNECTIONS BETWEEN PSYCHOLOGICAL HEALTH AND WORK-LIFE BALANCE AS WELL AS EMPLOYEE ENGAGEMENT IN HYBRID WORKING SYSTEMS.

Abstract

Hybrid employment has changed the performance of the modern workers with both advantages as well as disadvantages of sustaining employee engagement. This essay will look into the effect of a mixed workplace on employee engagement focusing on the mediating effects of psychological wellbeing and work-life balance. The research rests on the Job Demands Resources (JD-R) paradigm and the Social Exchange Theory that are premised on the notion that job flexibility and autonomy may have a positive impact on employee engagement. Nevertheless, hybrid employment also has dangers like a lack of social interactions and working-life boundaries. Through a quantitative analysis, data on employees in various organizational settings and are employed in a hybrid work place were collected. The relationships between the constructs as well as the mediation effects are objectively ascertained using structural equation modeling (SEM). The results would prove that work-life balance and psychological well-being mediate successively between the hybrid work models and employee engagement that is essential in generating remarkable work outcomes. The research can be discussed as a contribution to the existing literature on the topic of hybrid work as it is one model that can be used, to establish a connection between a practice in organizations and the level of psychological conditions and employee engagement rates. Moreover, business leaders and human resource managers should take into account how operational such a hybrid work practice is, one that gradually enhances worker engagement and well-being. The paper moves the subject of strategic human resource management and future of work forward since it is concerned with one of the modern and evolving work organizations.