EMPLOYEE WELL-BEING AND JOB PERFORMANCE IN HYBRID WORK: THE MEDIATING ROLE OF WORK-LIFE BALANCE IN THE IT SECTOR
Abstract
Hybrid working has become a permanent operational change in the post-pandemic workforce, especially in the information technology sector. This study investigates whether employee well-being impacts job performance in hybrid work environments and whether work-life balance mediates this relationship. A total of 515 IT professionals participated in a quantitative survey. Standardized scales measured psychological well-being, work-life balance, and job performance. Data analysis was performed using descriptive statistics, Pearson correlation, multiple regression, and Hayes PROCESS Model-4 bootstrapped mediation (5,000 samples) in SPSS. Findings show that employee well-being has a strong positive effect on job performance (β = .463, p < .001). Work-life balance showed a weaker and non-significant relationship with job performance (β = .111, p > .05). Mediation analysis confirmed that employee well-being produced a significant indirect effect on performance (β = .302, 95% CI [0.209, 0.400]), while work-life balance did not mediate the relationship. Employees working in metro cities and multinational companies reported higher well-being and performance. The results demonstrate that psychological well-being—rather than flexibility alone—is the primary driver of productivity in hybrid digital environments.
Keyword : Hybrid work, employee well-being, job performance, work-life balance, mediation, IT sector, SPSS
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References
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