<![CDATA[Work–life balance (WLB) has increasingly been recognized as a critical driver of employee engagement (EE), yet empirical findings across sectors, occupations, and time periods remain fragmented and inconsistent. This meta-analysis synthesizes evidence from 125 empirical studies published between 2015 and 2025, representing a combined sample of 41,285 employees across diverse global contexts. Using a random-effects model, the overall pooled effect size indicates a moderate-to-strong positive relationship between WLB and EE (r = 0.448, 95% CI [0.393, 0.499], p < 0.001). Heterogeneity analysis revealed substantial variability (I² = 96.64%), prompting moderator tests. Sectoral differences were not statistically significant, demonstrating that the beneficial effects of WLB on engagement are broadly universal across public, private, service, and knowledge-intensive environments. However, occupational category emerged as a significant moderator, with stronger effects observed in manufacturing, healthcare, and education—fields characterized by high emotional, cognitive, or physical demands. Temporal analysis also showed significant moderation: the WLB–EE relationship was weakest pre-pandemic (r = 0.253) and strengthened markedly during (r = 0.456) and after the COVID-19 period (r = 0.463), reflecting shifting global expectations toward flexibility and employee well-being. Publication bias diagnostics (funnel plot asymmetry, Egger’s test, and trim-and-fill adjustments) suggested the presence of bias, although corrected estimates remained robust. Overall, this study reinforces WLB as a foundational psychological and organizational resource, offering theoretical insights and practical implications for HRM and future research in evolving work environments.]]>
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