<![CDATA[Work-life balance (WLB) is increasingly recognized as an important aspect ofemployee well-being and work-related outcomes. This systematic literaturereview examines the association between managerial and supervisory practices,WLB, and employee outcomes. The review followed the PRISMA 2020reporting framework. Literature was identified from Google Scholar, PubMed,SINTA, ResearchGate, and relevant journal portals, with studies screened usingpredefined eligibility criteria and appraised using the Mixed Methods AppraisalTool (MMAT) 2018. A total of 21 empirical peer-reviewed studies publishedbetween 2018 and 2025 were included and synthesized narratively andthematically. The findings indicate that transformational and empoweringleadership, work autonomy and flexibility, emotional and psychological support,effective communication, and employee development are associated with WLB.WLB was also associated with job satisfaction, performance or productivity,engagement, psychological well-being, proactive or innovative behavior, andretention. The findings are consistent with Social Exchange Theory andConservation of Resources Theory, suggesting that managerial support mayfunction as a contextual resource that helps employees manage work andpersonal demands. However, the findings represent associations rather thanuniform causal effects because the reviewed studies varied in research design,context, measurement, and outcomes, with many using cross-sectional data.Future research should employ longitudinal, multi-source, and, whereappropriate, experimental designs to examine these relationships across diverseorganizational contexts.]]>
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