Achieving Work-Life Balance Among Millennial And Generation Z Employees: Challenges, Strategies, and Performance Implications

Evi Sulistiyani; Nuphanudin; Ainur Rifqi

doi:10.56741/IISTR.bei.001814

Authors

Evi Sulistiyani
25010845032@mhs.unesa.ac.id
Universitas Negeri Surabaya
Nuphanudin Universitas Negeri Surabaya https://orcid.org/0000-0003-0251-9941
Ainur Rifqi Universitas Negeri Surabaya https://orcid.org/0000-0003-2284-192X

DOI:

https://doi.org/10.56741/IISTR.bei.001814

Keywords:

Generation Z, Millennial Employees, Organizational Support, Performance Outcomes, Work-Life Balance

Abstract

Work-life balance has emerged as a critical concern in contemporary organizational management, particularly as Millennial and Generation Z employees increasingly constitute the dominant workforce demographic globally. Despite widespread recognition of work-life balance, younger workers continue struggling to achieve balance amid economic pressures, digital connectivity demands, and evolving workplace expectations. This research examines work-life balance dynamics among Millennial and Generation Z employees, investigating relationships between organizational support, work-life balance, and multiple performance outcomes, while exploring generational differences in these relationships and identifying specific challenges, strategies, and organizational factors influencing balance. This study employed a sequential explanatory mixed-methods design combining quantitative surveys and qualitative semi-structured interviews. The quantitative phase collected data from 478 employees (289 Millennials, 189 Generation Z) across five Indonesian cities using validated instruments measuring work-life balance, organizational support, job performance, satisfaction, and well-being. Structural equation modeling analyzed relationships and tested mediation effects, while multigroup analysis compared generational differences. The qualitative phase involved 32 in-depth interviews exploring lived experiences, challenges, and coping strategies, analyzed through thematic analysis using NVivo software. Organizational support significantly predicted work-life balance (β=0.61, p<0.001), which positively influenced task performance, contextual performance, job satisfaction, and well-being. Job satisfaction partially mediates work-life balance effects on performance outcomes. Generational differences emerged, with work-life balance more strongly predicting task performance (β=0.38 vs. β=0.22, p=0.032) and well-being (β=0.51 vs. β=0.36, p=0.041) for Generation Z compared to Millennials. Qualitative findings identified five major challenges: excessive workload, digital connectivity demands, financial pressures, organizational inflexibility, and career advancement tensions. Participants employed boundary management, technology limitations, prioritization skills, and social support mobilization as coping strategies. Work-life balance critically shapes performance outcomes among younger employees, with generational distinctiveness requiring nuanced organizational approaches. Organizations must move beyond symbolic policies to authentic cultural transformation supporting work-life balance, particularly addressing Generation Z's heightened needs while maintaining strong organizational support structures benefiting all employees.

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Author Biographies

Evi Sulistiyani, Universitas Negeri Surabaya

is a graduate student in the Recognition of Prior Learning (Rekognisi Pembelajaran Lampau or RPL) Master’s Program, Class of 2025, majoring in Educational Management at the Faculty of Education, Universitas Negeri Surabaya, Indonesia. Her academic interests focus on educational management, school administration, and the improvement of educational quality through effective leadership and policy implementation. She is actively engaged in advanced studies to strengthen her professional competencies in the field of education. (email: 25010845032@mhs.unesa.ac.id).

Nuphanudin, Universitas Negeri Surabaya

is an expert in strategic educational management, specializing in coordinating research projects to ensure that every stage runs smoothly and according to plan. He also has professional experience in web design, online marketing consulting, and technical support, enabling him to integrate managerial, technological, and strategic aspects in supporting educational development and digital-based research. (email: nuphanudinnuphanudin@unesa.ac.id).

Ainur Rifqi, Universitas Negeri Surabaya

is a lecture at educational management of Universitas Negeri Surabaya. He has Focus of research on pupil management and management of quality assurance on education. He has also experience in islamic boarding school management, especially at quality assurance and planning of islamic boarding school. (email: ainurrifqi@unesa.ac.id).

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