Purpose This study aims to explore the paradigm shift from work–life balance (WLB) to work–life fit (WLF) as a response to evolving employee expectations, digital transformation and hybrid work models. It aims to identify key differences between both paradigms, synthesize major influencing factors and propose an integrative framework for understanding sustainable work–life alignment. Design/methodology/approach A literature review was conducted in accordance with Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, covering 109 peer-reviewed studies published between 1985 and 2025 from the Web of Science and Scopus databases. Data extraction and synthesis followed the antecedents–decisions–outcomes framework to identify the determinants shaping the work–life interface. Conceptual insights were further integrated into the work–life fit alignment model (WLFAM), which connects individual, social and organizational dimensions. Findings The results demonstrate that WLF represents a dynamic and context-sensitive construct emphasizing personalized flexibility, organizational trust and inclusive culture rather than static equilibrium between work and non-work domains. The proposed WLFAM conceptualizes alignment as an adaptive process supported by leadership, digital tools and strategic human resource management practices. Originality/value This paper advances the theoretical understanding of work–life dynamics by reframing balance into adaptive fit and by introducing the WLFAM as a multidimensional framework for research and practice. It provides actionable guidance for organizations seeking to institutionalize sustainable flexibility, enhance well-being and strengthen long-term resilience.
Janka Vydrová (Tue,) studied this question.