TITLE:
The Impact of Work-Life Balance on Organizational Commitment: Evidence from Employees of the Ministry of Human Resources and Social Development in Saudi Arabia
AUTHORS:
Aisha Mirghani Shibeika
KEYWORDS:
Work-Life Balance, Organizational Commitment, Affective Commitment, Normative Commitment, Continuance Commitment, Public Sector, Saudi Arabia
JOURNAL NAME:
Open Journal of Social Sciences,
Vol.14 No.3,
March
30,
2026
ABSTRACT: This study investigates the impact of work-life balance (WLB) on organizational commitment (OC) among employees of the Ministry of Human Resources and Social Development (MHRSD) in Saudi Arabia. Drawing on a multidimensional conceptualization of WLB—including work interference with personal life (WIPL), personal life interference with work (PLIW), positive spillover, and perceived organizational support—and Meyer and Allen’s three-component model of OC (affective, normative, and continuance commitment), the research examines how balance-oriented practices influence different forms of commitment within a public-sector context. A quantitative cross-sectional survey was administered to 300 employees, employing a structured questionnaire adapted from validated scales. Data were analyzed using descriptive statistics, correlation analysis, multiple regression, and structural equation modeling (SEM) to examine the relationships between WLB dimensions and OC components while controlling for demographic variables. The findings indicate that positive WLB dimensions, particularly organizational support and positive spillover, significantly enhance affective and normative commitment, whereas conflict-related dimensions (WIPL and PLIW) exert negative effects. Continuance commitment was less sensitive to WLB, suggesting that emotional and moral attachment responds more strongly to supportive organizational practices than do calculative considerations. These results are consistent with Social Exchange Theory and Spillover Theory, and they corroborate recent empirical findings in both Gulf-region and international contexts (Al-Hawary et al., 2023a; Casper et al., 2018). This study contributes to theory and practice by providing empirical evidence from a Middle Eastern public-sector context, highlighting the importance of supportive policies and positive spillover mechanisms in fostering employee commitment. The findings offer actionable insights for HR practitioners and policymakers aiming to enhance employee engagement, well-being, and retention, aligned with Saudi Vision 2030 strategic objectives.