Generation Z work-life preferences: Organizational, social, and arrangement effects

https://doi.org/10.35912/ahrmr.v5i3.3342
Published: Sep 24, 2025

Abstract:

Purpose: This study aims to examine the influence of organizational and social environmental factors on Generation Z's work-life balance (WLB) preferences in Semarang City, with work arrangements as a moderating variable.

Methodology: Using a quantitative explanatory design, data were collected from Generation Z employees in the creative, technology, and public service sectors through stratified purposive sampling. Moderated regression analysis (MRA) was employed to test the hypotheses.

Results: The research results indicate that organizational factors exert a positive influence on Generation Z's work-life balance preferences. Furthermore, the social environment is also shown to have a positive effect on these preferences. Additionally, work arrangements significantly moderate the relationship between organizational factors and work-life balance preferences, as well as the relationship between the social environment and work-life balance preferences.

Conclusion: The study highlights the critical role of work arrangements in shaping Generation Z’s WLB preferences. Organizations should develop adaptive HR policies and flexible work options to better align with their expectations.

Limitations: The study is limited to Semarang City and specific sectors, which may affect generalizability. Self-reported data could also introduce bias.

Contribution: This research extends WLB literature by integrating Social Exchange Theory and Boundary Theory while offering practical insights for organizations to enhance workforce strategies for Generation Z.

Keywords:
1. Generation Z
2. Organizational Factors
3. Social Environment
4. Work Arrangement
5. Work-Life Balance
Authors:
1 . Cheesya Siska Adhiati
Sekolah Tinggi Ilmu Ekonomi Pariwisata Indonesia, Semarang, Jawa Tengah, Indonesia
2 . Dyah Palupiningtyas
Sekolah Tinggi Ilmu Ekonomi Pariwisata Indonesia, Semarang, Jawa Tengah, Indonesia
3 . Samtono Samtono
Sekolah Tinggi Ilmu Ekonomi Pariwisata Indonesia, Semarang, Jawa Tengah, Indonesia
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How to Cite
Adhiati, C. S., Palupiningtyas, D., & Samtono, S. (2025). Generation Z work-life preferences: Organizational, social, and arrangement effects. Annals of Human Resource Management Research, 5(3), 227–239. https://doi.org/10.35912/ahrmr.v5i3.3342
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Issue & Section
Vol. 5 No. 3 (2025): September
Articles
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References

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    Chopra, A., & Bhilare, P. (2020). Future Of Work: An Empirical Study To Understand Expectations Of The Millennials From Organizations. Business Perspectives and Research, 8(2), 272-288. doi:https://doi.org/10.1177/2278533719887457

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    Erro-Garcés, A., Urien, B., ?yras, G., & Janušauskien?, V. M. (2022). Telework in Baltic Countries during the Pandemic: Effects on Wellbeing, Job Satisfaction, and Work-Life Balance. Sustainability, 14(10), 1-15. doi:https://doi.org/10.3390/su14105778

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    Mehmood, S., Aziz, A., & Husin, N. S. (2023). Does Work Stress & Workplace Incivility Influence Employee Turnover Intentions? Mediating Role Of Work-Family Conflict. Innovation Journal of Social Sciences and Economic Review, 5(1), 01-15. doi:https://doi.org/10.36923/ijsser.v5i2.177

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    Ngoc, T. N., Dung, M. V., Rowley, C., & Bach, M. P. (2022). Generation Z Job Seekers’ Expectations and Their Job Pursuit Intention: Evidence from Transition and Emerging Economy. International Journal of Engineering Business Management, 14. doi:https://doi.org/10.1177/18479790221112548

    Palupiningtyas, D., Octafian, R., Mistriani, N., Ayunda, K. N., & Putra, M. A. (2025). The Effect of GHRM on Young Employee Retention and Performance: Evidence from Indonesia. SA Journal of Human Resource Management, 23, 1-9. doi:https://doi.org/10.4102/sajhrm.v23i0.2886

    Qi, B., Razkenari, M., Li, J., Costin, A., Kibert, C., & Qian, S. (2020). Investigating U.S. Industry Practitioners’ Perspectives towards the Adoption of Emerging Technologies in Industrialized Construction. Buildings, 10(5), 1-21. doi:https://doi.org/10.3390/buildings10050085

    Rajput, B., Kore, S., & Agarwal, A. (2024). Competencies Of Civil Engineering Graduates: Indian Construction Professionals’ Perspective. International Journal of Construction Management, 24(11), 1240-1248. doi:https://doi.org/10.1080/15623599.2022.2152945

    Sánchez-Hernández, M. I., González-López, Ó. R., Buenadicha-Mateos, M., & Tato-Jiménez, J. L. (2019). Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work. International Journal of Environmental Research and Public Health, 16(24), 1-18. doi:https://doi.org/10.3390/ijerph16245122

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  2. Aliu, J., Aghimien, D., Aigbavboa, C., Oke, A., Ebekozien, A., & Temidayo, O. (2023). Empirical Investigation Of Discipline-Specific Skills Required For The Employability Of Built Environment Graduates. International Journal of Construction Education and Research, 19(4), 460-479. doi:https://doi.org/10.1080/15578771.2022.2159589
  3. Ashforth, B. E., Kreiner, G. E., & Fugate, M. (2000). All In A Day's Work: Boundaries And Micro Role Transitions. Academy of Management review, 25(3), 472-491. doi:https://doi.org/10.2307/259305
  4. Barhate, B., & Dirani, K. M. (2022). Career Aspirations Of Generation Z: A Systematic Literature Review. European Journal of Training and Development, 46(1-2), 139-157. doi:https://doi.org/10.1108/ejtd-07-2020-0124
  5. Blau, P. (2017). Exchange and Power in Social Life 2nd Edition. New York: Routledge.
  6. Bulut, S., & Maraba, D. (2021). Generation Z and its Perception of Work through Habits, Motivations, Expectations Preferences, and Work Ethics. Psychology and Psychotherapy Research Study, 4(4), 1-5. doi:http://dx.doi.org/10.31031/pprs.2020.04.000593
  7. Carmona-Cobo, I., Garrosa, E., & Lopez-Zafra, E. (2021). Workers’ Observation of Uncivil Leadership: Is Tolerance for Workplace Incivility a Gendered Issue? Sustainability, 13(11), 1-14. doi:https://doi.org/10.3390/su13116111
  8. Catan?, ?.-A., Toma, S.-G., Imbri?c?, C., & Burcea, M. (2022). Teleworking Impact on Wellbeing and Productivity: A Cluster Analysis of the Romanian Graduate Employees. Frontiers in Psychology, 13, 1-13. doi:https://doi.org/10.3389/fpsyg.2022.856196
  9. Chopra, A., & Bhilare, P. (2020). Future Of Work: An Empirical Study To Understand Expectations Of The Millennials From Organizations. Business Perspectives and Research, 8(2), 272-288. doi:https://doi.org/10.1177/2278533719887457
  10. Dima, A.-M., ?uclea, C.-E., Vrânceanu, D.-M., & ?igu, G. (2019). Sustainable Social and Individual Implications of Telework: A New Insight into the Romanian Labor Market. Sustainability, 11(13), 1-12. doi:https://doi.org/10.3390/su11133506
  11. Erro-Garcés, A., Urien, B., ?yras, G., & Janušauskien?, V. M. (2022). Telework in Baltic Countries during the Pandemic: Effects on Wellbeing, Job Satisfaction, and Work-Life Balance. Sustainability, 14(10), 1-15. doi:https://doi.org/10.3390/su14105778
  12. Fuchs, R. M. (2022). Links, Fit Or Sacrifice: Job Embeddedness And Intention To Quit Among Generation Y. European Journal of Management and Business Economics, 31(2), 160-175. doi:https://doi.org/10.1108/ejmbe-05-2021-0156
  13. Geng, L., Ma, M., Osei-Kyei, R., Jin, X., & Shrestha, S. (2025). A Review Of Employability Skills For Graduates In The Construction Sector. Higher Education, Skills and Work-Based Learning, 15(7), 153-170. doi:https://doi.org/10.1108/heswbl-08-2024-0242
  14. Herrera, J., Heras-Rosas, C. D. l., Rodríguez-Fernández, M., & Ciruela-Lorenzo, A. M. (2022). Teleworking: The Link between Worker, Family and Company. Systems, 10(5), 1-19. doi:https://doi.org/10.3390/systems10050134
  15. Husain, S. H., Che-Ani, A. I., Affandi, H. M., Nasri, N. M., & Musid, N. A. (2020). Mismatch In Supply And Demand Of Building Surveying Graduates' Skills: A Triangulation Perspective. Journal of Technical Education and Training, 12(4), 70-80. doi:https://doi.org/10.30880/jtet.2020.12.04.007
  16. Ivasciuc, I. S., Epuran, G., Vu??, D. R., & Tesca?iu, B. (2022). Telework Implications on Work-Life Balance, Productivity, and Health of Different Generations of Romanian Employees. Sustainability, 14(23), 1-24. doi:https://doi.org/10.3390/su142316108
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  24. Palupiningtyas, D., Octafian, R., Mistriani, N., Ayunda, K. N., & Putra, M. A. (2025). The Effect of GHRM on Young Employee Retention and Performance: Evidence from Indonesia. SA Journal of Human Resource Management, 23, 1-9. doi:https://doi.org/10.4102/sajhrm.v23i0.2886
  25. Qi, B., Razkenari, M., Li, J., Costin, A., Kibert, C., & Qian, S. (2020). Investigating U.S. Industry Practitioners’ Perspectives towards the Adoption of Emerging Technologies in Industrialized Construction. Buildings, 10(5), 1-21. doi:https://doi.org/10.3390/buildings10050085
  26. Rajput, B., Kore, S., & Agarwal, A. (2024). Competencies Of Civil Engineering Graduates: Indian Construction Professionals’ Perspective. International Journal of Construction Management, 24(11), 1240-1248. doi:https://doi.org/10.1080/15623599.2022.2152945
  27. Sánchez-Hernández, M. I., González-López, Ó. R., Buenadicha-Mateos, M., & Tato-Jiménez, J. L. (2019). Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work. International Journal of Environmental Research and Public Health, 16(24), 1-18. doi:https://doi.org/10.3390/ijerph16245122
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