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Impact of work arrangement factors on work-life balance via self-compassion
Author(s)
Date Issued
2026
Publisher
Hong Kong: Hong Kong Shue Yan University
Citation
Wong, C. W., & Cheung, W. L. (2026). Impact of work arrangement factors on work-life balance via self-compassion. In Hong Kong Shue Yan University (Ed.). Conference proceeding of international conference on human resilience: Navigating life changes & challenges (HRCONF2026). International Conference on Human Resilience: Navigating Life Changes & Challenges (HRCONF2026), Hong Kong Shue Yan University (pp. 23). Hong Kong Shue Yan University.
Type
Conference Paper
Abstract
Technological progress, dual-income households, and diversified working arrangements have prompted discussion on work flexibility (WF) and work permeability (WP) as vital factors for work-life balance (WLB). This study examines how WF and WP affect WLB and explores the roles of self-compassion (SC) and remote work (RW) enablement in Hong Kong, in order to inform empowerment of employees’ attitude and company arrangement in an actionable manner in the local Hong Kong context. Survey data from 184 local employees were analysed using two parallel moderated mediation models. Results show WF has a marginally positive direct effect on WLB, while WP has a significantly stronger negative direct effect. SC fully mediates the relationship between WF and WLB, but not between WP and WLB. RW does not moderate either relationship.
The study results emphasise the malleable protective role of employees’ flexible working arrangement and self-compassionate attitude in work-life balance, advocating the usefulness of relevant interventions and psychoeducation about mindfulness practices, mindset reframing and self-gratitude, etc. Employers should also note WP’s detrimental impact and avoid excessive boundary penetration that employees may hardly resist. Since SC does not explain WP’s effect, future research should explore other mediating mechanisms. Additional studies could also examine non-linear RW effects and other flexible arrangements to enhance employee autonomy—aspects beyond this study’s scope.
The study results emphasise the malleable protective role of employees’ flexible working arrangement and self-compassionate attitude in work-life balance, advocating the usefulness of relevant interventions and psychoeducation about mindfulness practices, mindset reframing and self-gratitude, etc. Employers should also note WP’s detrimental impact and avoid excessive boundary penetration that employees may hardly resist. Since SC does not explain WP’s effect, future research should explore other mediating mechanisms. Additional studies could also examine non-linear RW effects and other flexible arrangements to enhance employee autonomy—aspects beyond this study’s scope.
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