Exploring the Relationship Between Work-Life Balance and Organizational Commitment: Evidence from Working Professionals in Myanmar

Theingi Aung; Yin Hlaing Min; Sui Reng Liana

doi:10.64297/jmrsmet.v1i1.4

Authors

Theingi Aung Researcher, Lincoln University College, 47301 Petaling Jaya, Selangor D. E., Malaysia. Author https://orcid.org/0009-0003-5063-575X
Yin Hlaing Min Researcher, International School of Management, Myanmar. Author
Sui Reng Liana Associated Professor, Lincoln University College, 47301 Petaling Jaya, Selangor D. E., Malaysia. Author https://orcid.org/0000-0001-6053-6120

DOI:

https://doi.org/10.64297/jmrsmet.v1i1.4

Keywords:

Work-Life Balance, Organizational Commitment, Human Resource Management, Myanmar, Employee Retention

Abstract

This study investigates the relationship between work-life balance (WLB) and organizational commitment (OC) among working professionals in Myanmar. With increasing emphasis on employee well-being in Southeast Asia's evolving labor markets, understanding how WLB impacts organizational loyalty is both timely and necessary. A total of 386 responses were collected via an online survey distributed through Google Forms. The WLB construct was measured using Fisher et al.'s (2009) multi-dimensional scale, and OC was evaluated using Meyer and Allen’s (1991) three-component model. Descriptive statistics, reliability analysis, Pearson correlations, multiple regression, and independent samples t-tests were conducted using SPSS. The results indicated that two dimensions of WLB work interference with personal life (WIPL) and personal life interference with work (PLIW) significantly predicted levels of organizational commitment, while the enrichment component (WPLE) did not. No significant differences were found in WLB scores across gender. The findings suggest that organizations in Myanmar should prioritize flexible policies and workload balance to foster stronger employee commitment.