The Mediating Role of Employee Engagement in the Relationship Between Work-life Balance and Job Burnout Among Millennials Working Remotely

Abstract

This research paper investigates the dynamic relationship among work-life balance, job burnout, and employee engagement within a sample of 186 remote-working millennials. Survey responses were analyzed using Jamovi. Descriptive analyses revealed insights into demographic characteristics, while a mediation analysis, employing the GLM Mediation Model of the MEDMOD package, explored total, direct, and indirect effects. Bootstrapping with 1000 replications ensured result reliability. Utilizing the Utrecht Work Engagement Scale (UWES), Burnout Assessment Tool (BAT), and Work-Life Balance (WLB) scale, the study aimed to understand the mediating role of employee engagement in the relationship between work-life balance and job burnout. The results unveiled a direct correlation between work-life balance and job burnout, as well as between work-life balance and employee engagement. However, the third finding posed a challenge to the assumed mediation model by revealing no mediation among the three variables. Additionally, the study acknowledged potential unexplored factors not considered in the research design, contributing to the failure to establish the assumed causal relationship. Despite these limitations, the research offers valuable insights into the intricate dynamics of employee engagement within the context of work-life balance and job burnout among millennials. It emphasizes the necessity for future investigations to achieve a more comprehensive understanding of the intricacies surrounding remote work dynamics and the additional factors that might influence the nuanced relationship between work-life balance, job burnout, and employee engagement.