Previous research on work engagement has sought to understand the drivers, as well as the consequences, of engaging people at work. The drivers of engagement have been found mainly within the work domain. However, working life is not detached from personal life, which has been demonstrated by research on work-life balance. The goal of this research is to understand the relation between life satisfaction and work engagement. Data were collected from a sample of 571 employees from major Portuguese companies using a questionnaire. The results confirmed the constructs used, and the regression model showed that life satisfaction is related to work engagement. The main conclusion was that work engagement can be explained by factors external to the organization, which are an integral part of employees’ lives. Being a psychological and emotional state, work engagement can be related to other aspects of employees’ lives besides their organizational and job roles.

The rapid growth of remote work, accelerated by the COVID-19 pandemic, has sparked increased interest in its effects on job quality and work-life balance. This study examines the role of job quality for work-life balance of European men and women when working remotely. While remote work offers benefits such as enhanced flexibility and autonomy, it also presents challenges including social isolation and stress management. Research indicates that these effects are not gender-neutral, with women often experiencing disproportionate challenges despite potential improvements in work-life balance. This study employs a quantitative approach, utilizing data from the 2021 European Working Conditions Survey, with a sample of over 70,000 European workers. Through multi-group analysis and Partial Least Square method, the research investigates gender differences in job quality and work-life balance in remote work settings. The study aims to contribute to the understanding of how remote work influences job quality and work-life balance, with a particular focus on gender disparities. Findings will provide insights for developing equitable remote work policies and practices.