WORK–LIFE BALANCE AS A DRIVER OF EMPLOYEE WELL-BEING AMONG GENERATION Z

Abstract

The accelerating pace of technological, economic, and social change has increased the complexity of work environments and blurred the boundaries between professional and personal life, making work–life balance particularly important for Generation Z employees. Despite extensive research, prior studies have predominantly focused on narrow outcomes such as job satisfaction, leaving the multidimensional nature of well-being insufficiently explored.

This study examines the relationship between work–life balance and multiple dimensions of well-being among Generation Z employees. A quantitative research design was applied using a structured questionnaire (N = 413). Data were analyzed using descriptive statistics, correlation analysis, and multiple regression analysis.

The results reveal that work–life balance is a significant and multidimensional predictor of well-being, explaining between 36.1% and 56.7% of variance across outcomes. Work–life balance (compatibility) emerged as the strongest predictor across all dimensions, particularly for psychological and emotional well-being. In contrast, the impact of work on personal life showed weaker and less consistent effects. Generation Z reported consistently lower evaluations across all dimensions compared to older generations, indicating higher expectations and greater sensitivity to imbalance.

This study contributes to the literature by providing empirical evidence on the multidimensional structure of well-being and demonstrating the central role of work–life balance as a key resource shaping employee outcomes. The findings highlight the importance of work-personal life compatibility as a primary driver of well-being among Generation Z employees.