Abstract
This study delves into work life balance and employee well being within remote and hybrid work setups through the JD R model. Analyzing data from 257 employees, regression analysis reveals a negative correlation between job dem ands and both employee well being and work life balance. Conversely, job resources positively impact employee well being and work life balance. Individual coping strategies serve as crucial mediators, buffering the adverse effects of job demands on employe e well being and work life balance. The findings emphasize the significance of organizational support in managing job demands and enhancing job resources to foster employee well being and work life balance.Providing sufficient resources like autonomy and social support can mitigate the negative impact of job demands, while promoting effective coping strategies among employees can further bolster their well being and facilitate a healthier work life balance. Understanding these dynamics within the JD R model framework offers actionable insights for organizational policies and practices. By prioritizing supportive resource allocation and promoting adaptive coping strategies, organizations can create environments conducive to employee well being and the seam less integration of work and personal life in remote and hybrid work settings.
Keywords : Work life balance, Job demands, Job resources, Coping strategies, Employee Wel l being, Remote and hybrid work
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