This study examines the causal relationship between employee job performance and hybrid work models, with a particular emphasis on the advantages and obstacles of flexible work schedules. This study consolidates the results of a comprehensive body of research conducted between 2000 and 2025 on the effects of hybrid work, which encompasses both in-office and remote work, on productivity, job satisfaction, and professional and personal life integration. The analysis suggests that staff productivity can be significantly improved by hybrid models that provide autonomy, reduce stress levels, and increase motivation. However, it also highlights risks such as inadequate communication, social exclusion, and inequitable performance resulting from proximity bias and unequal access to leadership opportunities. Research also highlights how crucial clear communication, digital infrastructure, and managerial support are to reducing these problems. In order to maintain high performance, the review emphasizes the necessity for organizations to implement inclusive, well-structured hybrid strategies that align leadership, policy, and technology. The findings offer valuable insights for improving workforce performance in a digitally enabled era and contribute to our comprehension of the impact of hybrid models on modern work environments.