Measuring Meaningful Work The Work and Meaning Inventory (WAMI)

Abstract: Purpose This study investigates the interrelationships among perceived organizational support, meaningful work, remote working and work–life balance, with particular emphasis on the mediating roles of meaningful work and remote working. Drawing on social exchange theory, we propose that when employees perceive strong organizational support, they are more likely to experience their work as meaningful and benefit from flexible work arrangements, which in turn contribute to improved work–life balance. Design/methodology/approach Survey data were collected from 317 employees across various sectors in South Korea and analyzed using structural equation modeling to test the proposed hypotheses and assess the relationships among the key constructs. Findings The findings revealed that perceived organizational support has a significant positive effect on employees’ experiences of meaningful work, remote working and work–life balance. Furthermore, both meaningful work and remote working directly enhance employees’ ability to manage their professional and personal lives and serve as mediators in the relationship between organizational support and work–life balance. Originality/value These findings provide empirical support for a novel conceptual model in which meaningful work and remote working act as key mechanisms through which organizational support exerts its influence. The study highlights the importance of employees’ subjective experiences in shaping work–life outcomes, particularly in the evolving context of flexible work environments. The implications underscore the need for organizations to foster supportive climates that promote both purposeful engagement and autonomy, ultimately enhancing employee well-being and performance.

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