What does this research mean for the field?

Hybrid work does not directly drive employee retention, but rather improves intention to stay indirectly through a sequential pathway of enhanced work-life integration and employee engagement. Novelty: ClaimNovelty.INCREMENTAL. Consensus alignment: ConsensusAlignment.CHALLENGES_CONSENSUS.

What question did this study set out to answer?

To examine whether hybrid work directly improves employee retention or influences intention to stay indirectly through sequential psychological mechanisms involving work–life integration and employee engagement.

September 5, 2026Journal of Organizational Effectiveness People and Performance

Hybrid work and employee retention: unpacking a sequential motivational pathway through work–life integration and engagement

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Authors

RJReginold John JJJose John JMJoseph Mathew

Discussion

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Overview

Survey-based study reveals hybrid work improves retention in technology professionals through work–life integration and engagement, indicating flexible arrangements require psychological support.

Key Points

To examine whether hybrid work directly improves employee retention or influences intention to stay indirectly through sequential psychological mechanisms involving work–life integration and employee engagement.
Surveyed full-time professionals (N=258) working under hybrid arrangements in the Indian information technology sector.
Tested direct, indirect, and sequential mediation models using confirmatory factor analysis, structural equation modelling, and bootstrapped mediation analysis.
Hybrid work was positively associated with both work–life integration and employee engagement, but exhibited a comparatively weak direct relationship with intention to stay.
Employee engagement served as the strongest predictor of intention to stay among the evaluated variables.
Indirect motivational pathways, specifically through employee engagement alone and sequentially via work–life integration and engagement, were stronger than the direct effect of hybrid work on retention.

Cite This Study

John et al. (2026) studied this question.

synapsesocial.com/papers/6a9bd4436b95aff0620ebc3d https://doi.org/10.1108/joepp-04-2026-0395

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September 5, 2026Journal of Organizational Effectiveness People and Performance

Hybrid work and employee retention: unpacking a sequential motivational pathway through work–life integration and engagement

View Full Paper

Ask AI

Bookmark

Authors

RJReginold John JJJose John JMJoseph Mathew

Discussion

Member takes

Overview

Survey-based study reveals hybrid work improves retention in technology professionals through work–life integration and engagement, indicating flexible arrangements require psychological support.

Key Points

To examine whether hybrid work directly improves employee retention or influences intention to stay indirectly through sequential psychological mechanisms involving work–life integration and employee engagement.
Surveyed full-time professionals (N=258) working under hybrid arrangements in the Indian information technology sector.
Tested direct, indirect, and sequential mediation models using confirmatory factor analysis, structural equation modelling, and bootstrapped mediation analysis.
Hybrid work was positively associated with both work–life integration and employee engagement, but exhibited a comparatively weak direct relationship with intention to stay.
Employee engagement served as the strongest predictor of intention to stay among the evaluated variables.
Indirect motivational pathways, specifically through employee engagement alone and sequentially via work–life integration and engagement, were stronger than the direct effect of hybrid work on retention.

Cite This Study

John et al. (2026) studied this question.

synapsesocial.com/papers/6a9bd4436b95aff0620ebc3d https://doi.org/10.1108/joepp-04-2026-0395

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