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<p>In today’s complex workplace environments, understanding the drivers of employee engagement and well-being is essential. This study draws on data from the 6th Korean Working Conditions Survey (<i>N</i> = 33,063) and applies Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine how key workplace dynamics shape these outcomes. The analysis focuses on the effects of work-life conflict, life-work conflict, supervisory coaching, gender diversity, and personal life factors. Results confirm the negative impact of work-life conflict on both engagement and well-being, while life-work conflict, although reducing engagement, unexpectedly enhances subjective well-being by providing meaning through personal responsibilities. Supervisory coaching emerged as a strong positive driver of both outcomes, and the proportion of women in the workplace was linked to improved well-being. Household size also showed a dual role, increasing conflict but contributing positively to well-being. These findings highlight the dual-edged nature of conflict and the resource-providing role of supportive leadership and family responsibilities, offering valuable insights for organizational policies and interventions.</p>

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Work–life conflict, coaching, and workplace harassment as determinants of employee well-being

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2026年4月30日

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  • Eun-Mi Baek,
  • Hyeon Jo

摘要

In today’s complex workplace environments, understanding the drivers of employee engagement and well-being is essential. This study draws on data from the 6th Korean Working Conditions Survey (N = 33,063) and applies Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine how key workplace dynamics shape these outcomes. The analysis focuses on the effects of work-life conflict, life-work conflict, supervisory coaching, gender diversity, and personal life factors. Results confirm the negative impact of work-life conflict on both engagement and well-being, while life-work conflict, although reducing engagement, unexpectedly enhances subjective well-being by providing meaning through personal responsibilities. Supervisory coaching emerged as a strong positive driver of both outcomes, and the proportion of women in the workplace was linked to improved well-being. Household size also showed a dual role, increasing conflict but contributing positively to well-being. These findings highlight the dual-edged nature of conflict and the resource-providing role of supportive leadership and family responsibilities, offering valuable insights for organizational policies and interventions.