Hybrid work, which combines remote and on-site working, has become a defining feature of the modern workplace, accelerated by the COVID-19 pandemic and sustained by changing employee expectations and advances in collaboration technology. As organisations adopt hybrid models, understanding their effect on employees has become a priority for human-resource management. This study examines the impact of hybrid work on two critical outcomes: employee engagement and organizational commitment. Adopting a descriptive and analytical research design supported by a structured questionnaire survey of employees, the study measures the extent and quality of hybrid work arrangements and relates them to dimensions of engagement, such as vigour, dedication, and absorption, and to dimensions of organizational commitment, such as affective, continuance, and normative commitment. The findings indicate that well-designed hybrid work is positively associated with employee engagement and organizational commitment, as flexibility, autonomy, and improved work-life balance enhance motivation and attachment. However, the findings also show that poorly managed hybrid work, marked by isolation, weak communication, blurred boundaries, and inequitable treatment, can weaken engagement and commitment.

Prachi Duryodhan Lahane, Prof. Kushal M. Dharmik, "Impact of Hybrid Work on Employee Engagement and Organizational Commitment" International Journal of Scientific Research and Engineering Development, V9(5): Page(1690-1694) September - October 2026. ISSN: 2581-7175. www.ijsred.com. Published by Scientific and Academic Research Publishing.