An Analysis Of Work–Life Balance Practices And Their Impact On Employee Retention

The paper aims to provide an in-depth analysis of work-life balance (WLB) practices and their effects on employee retention, based on recent empirical research conducted in different organizational and geographical settings. The research aims to examine the effects of WLB practices on employee retention, job satisfaction, and organizational commitment through an in-depth analysis of WLB practices, such as flexible work arrangements, remote work, supervisor support, and empathy-based benefits. The research aims to develop an integrated work-life balance and retention framework (IWLBRF) that includes direct effects, mediators, and moderators of work-life balance practices on employee retention. The research indicates that effective implementation of work-life balance practices decreases turnover intentions and enhances productivity, particularly in Malaysia, Indonesia, and India. The research indicates that remote work arrangements are not significant in productivity, but they are highly effective in reducing turnover intentions. The research highlights that generation Z is an important factor in work-life balance, as 50% of generation Z consider work-life balance the most critical factor in accepting a job offer, except for salary. Ergonomic practices and empathy-based benefits such as increased bereavement leave and structured flexibility programs demonstrate strong positive relationships with retention, moderated by perceptions of organizational support for personal well-being. The comparative evaluation across the five analytical dimensions—flexible work arrangements, remote work policies, supervisor support, wellness benefits, and generational preferences—indicates that effective retention practices necessitate a holistic approach to WLB.