Workplace Flexibility, Job Autonomy, and Career Development Opportunities as Predictors of Employee Engagement: The Mediating Role of Work–Life Balance

Abstract

This study examines how workplace flexibility, job autonomy, and career development opportunities influence employee engagement, with work–life balance serving as the mediating variable. A quantitative, cross-sectional survey was conducted among employees working in service-sector organizations. Structural equation modeling was used to test the proposed relationships. Findings are expected to demonstrate that all three independent variables significantly improve work–life balance, which in turn enhances employee engagement. The study contributes to human resource management literature by clarifying the indirect pathways through which supportive HR practices foster employee engagement. Practical implications highlight the importance of flexible scheduling, employee empowerment, and career advancement initiatives to strengthen engagement in modern workplaces. Additionally, the results are anticipated to offer evidence-based guidance for managers and policymakers in designing holistic HR strategies that align organizational performance goals with employee wellbeing. By empirically validating work–life balance as a key mechanism, the study also opens avenues for future research to explore sector-specific and longitudinal dynamics of employee engagement.