Work-Life Balance Vs Work-Life Integration: Which Predicts Higher Organizational Commitment Among Hybrid Women Employees

Abstract

The rapid adoption of hybrid work arrangements has transformed the way women employees manage their professional and personal responsibilities. While traditional work-life balance emphasizes maintaining clear boundaries between work and personal life, work-life integration advocates for a more flexible blending of these domains. This study examines the comparative influence of work-life balance and work-life integration on organizational commitment among women employees working in hybrid environments. The research aims to determine which approach serves as a stronger predictor of employees' emotional attachment, loyalty, and commitment to their organizations.

A quantitative research design was adopted, and data were collected from hybrid women employees across various industries through a structured questionnaire. The study measures work-life balance, work-life integration, and organizational commitment using validated scales. Statistical techniques such as correlation analysis, multiple regression analysis, and structural equation modeling were employed to examine the relationships among the variables.

The findings indicate that both work-life balance and work-life integration significantly contribute to organizational commitment; however, their relative influence varies depending on employees' work arrangements, family responsibilities, and organizational support systems. The study highlights that flexible work practices that align with women's personal and professional needs can enhance commitment, job satisfaction, and retention. Furthermore, the research provides valuable insights for organizations seeking to develop inclusive workplace policies that support hybrid working models and promote employee well-being.

The study contributes to the growing body of literature on hybrid work and women's employment by offering a comparative perspective on two prominent work-life management approaches. The findings are expected to assist policymakers, human resource professionals, and organizational leaders in designing strategies that foster higher organizational commitment and sustainable workforce engagement among women employees in the evolving world of work.