<![CDATA[The adoption of hybrid work models forces corporate entities to focus on critical determinants of employee output, notably Work-Life Balance and Psychological Well-Being. This empirical study examines how Work-Life Balance and Psychological Well-Being influence Employee Performance under a hybrid working arrangement. Employing a quantitative methodology, data were collected via questionnaires distributed to 100 respondents selected through purposeful sampling. Structural relationship testing was conducted using Partial Least Squares-Structural Equation Modeling (PLS-SEM) executed on SmartPLS software. The empirical outcomes demonstrate that Work-Life Balance yields no statistically significant impact on Employee Performance. Conversely, Psychological Well-Being exhibits a positive and meaningful effect on Employee Performance. The coefficient of determination (R^2) stands at 0.621, indicating that Work-Life Balance and Psychological Well-Being jointly account for 62.1% of the variance observed in Employee Performance. These results underscore that Psychological Well-Being serves as a predominant driver for optimizing employee output in hybrid work structures. Consequently, management should prioritize interventions that cultivate psychological health to sustain long-term performance growth.]]>
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