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The aim of this research is to consider how job autonomy and supervisor support impact on employee retention, with mediating role of work life balance. A comparative quantitative approach was assumed for this study by using empirical data of 379 bank employees in Pakistan. SPSS and AMOS were used for data analysis to test the relationships proposed hypotheses. The findings indicate that both job autonomy and supervisor support have strong positive associations with employee retention. Work-life balance mediates these relationships, underscoring its centrality to the improvement of retention. The research adds to the literature by linking organizational support structures with outcomes on an individual level, enriching theory development in work-life balance. From a practical viewpoint, our results indicate organizations need to develop autonomy, supervisory support, and family-friendly policies when it comes to retaining their best employees. Such lessons have specific implications for managers and policy makers when it comes to sustainable workforce strategies in competitive service sectors. Moreover, the research has wider social significance in promoting employee well-being as a means of achieving sustainable economic development. Organizations that make supportive and flexible working environments are not only helping to retain their workers, but also build healthier, more productive societies.
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