ArticleScientific reports2026
Work-life conflict, coaching, and workplace harassment as determinants of employee well-being.
Article in Scientific reports, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
What it found
Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.
The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.
Who cites it
0 citing papers in PubMed.
No citing paper in PubMed yet.
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
2 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
In today's complex workplace environments, understanding the drivers of employee engagement and well-being is essential. This study draws on data from the 6th Korean Working Conditions Survey (N = 33,063) and applies Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine how key workplace dynamics shape these outcomes. The analysis focuses on the effects of work-life conflict, life-work conflict, supervisory coaching, gender diversity, and personal life factors. Results confirm the negative impact of work-life conflict on both engagement and well-being, while life-work conflict, although reducing engagement, unexpectedly enhances subjective well-being by providing meaning through personal responsibilities. Supervisory coaching emerged as a strong positive driver of both outcomes, and the proportion of women in the workplace was linked to improved well-being. Household size also showed a dual role, increasing conflict but contributing positively to well-being. These findings highlight the dual-edged nature of conflict and the resource-providing role of supportive leadership and family responsibilities, offering valuable insights for organizational policies and interventions.
Indexed as
Identifiers
What OpenQuestion holds
Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.