How Remote Work and Organizational Support Shape Work-Life Balance and Happiness Among Senior Leaders: Evidence from Structural Equation and Bayesian Moderation Modeling

Abstract

This study investigates the determinants of employee happiness (EH) among senior organizational leaders within hybrid work environments, with particular focus on Work-From-Home (WFH) practices, Work-Life Balance (WLB), and Organizational Support (OS). A cross-sectional survey was administered to N = 155 senior leaders, yielding data across four Likert-scaled constructs (WFH: 7 items; WLB: 6 items; OS: 7 items; EH: 7 items).
The WFH construct demonstrated excellent psychometric properties (KMO = 0.913, CR = 0.946, AVE = 0.715). SEM revealed a significant positive effect of WFH on EH (β = 0.712, p < 0.001). Bayesian moderation analysis confirmed a significant positive main effect of WFH (HDI: 0.590–0.925) and OS (HDI: 0.085–0.239) on EH. Notably, the WFH × WLB interaction yielded a significant negative moderation (HDI: −0.424 to −0.152), while WFH × OS interaction was positively significant (HDI: 0.191–0.427), suggesting differential moderation dynamics. Organizations should invest in OS infrastructure to amplify the positive effects of hybrid work on leader well-being. WLB interventions must be carefully calibrated, as high WLB may attenuate the positive WFH–EH link in senior leadership contexts.