Die Work-Life-Balance 
 der Generation Y

Gemeinsamkeiten und Unterschiede des Verständnisses verschiedener Subgruppen innerhalb der Generation Y und die damit einhergehenden Auswirkungen auf Remote Work

Members of a generation are not only united by their age but also by common characteristics and attitudes that set them apart from other generations. According to trend studies, Generation Y, those born between 1980 and 1995/2000, no longer focus purely on money and status when it comes to the work they do. They strive for personal and professional development, a satisfying and fulfilling job environment, where they feel valued and contribute to something larger than themselves. Since this generation, the importance of the work-life balance issue has been steadily increasing. Especially in the remote work setting, the dissolution of boundaries between different areas of life creates negative effects on people's work-life balance, health and job satisfaction. The aim of this paper is to investigate Generation Y's understanding of work-life balance. For this purpose, the following object of research is discussed: "Generation Y's Work-Life Balance. Similarities and differences in the understanding of different subgroups within Generation Y and the implications this has for remote work." To discuss this two-part object, a quantitative data collection with descriptive and inferential statistical analyses is chosen to evaluate the relationships between subgroups of the Generation Y. An online survey was used to collect a total of 133 valid responses. The evaluation of the results shows that Generation Y has a largely common understanding of work-life balance, categorizes life spheres similarly and prefers the work-life integration model. Measurements of flexibility, training and development are particularly suitable for this generation. Genders and professional status have greater influence on job satisfaction and measurements for work-life balance than other factors like age. A high degree of individuality of needs and preferences within the generation could also be identified. The research further revealed that a comparison with the other generations represented in the workforce is necessary in order to identify potential generation- specific work-life balance requirements.

Autoren: John, Lea / Weißhaupt, Michael
Seiten: 96

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Lea John
Prof. Dr. Michael Weißhaupt  Elektronische Visitenkarte
New Work, Algorithmen & KI im Recruiting, Impression Management & Social Media
Studiendekan Medien- und Wirtschaftspsychologie (Bachelor, 7 Semester)
Professor für Human Resource Management. Schwerpunkte: Eignungsdiagnostik, Arbeits- u. Organisationspsychologie, Leadership & Professional Development
Medien- und Wirtschaftspsychologie (Bachelor, 7 Semester)
Fakultät Electronic Media
221, Nobelstraße 10 (Hörsaalbau)
0711 8923-2282
Michael Weißhaupt

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Prof. Dr. Michael Weißhaupt  Elektronische Visitenkarte

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