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Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work

Author

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  • M. Isabel Sánchez-Hernández

    (Business Organization and Sociology Department, School of Economics and Business Administration, University of Extremadura, 06006 Badajoz, Spain)

  • Óscar Rodrigo González-López

    (Business Organization and Sociology Department, School of Economics and Business Administration, University of Extremadura, 06006 Badajoz, Spain)

  • María Buenadicha-Mateos

    (Business Organization and Sociology Department, School of Economics and Business Administration, University of Extremadura, 06006 Badajoz, Spain)

  • Juan Luis Tato-Jiménez

    (Business Organization and Sociology Department, School of Economics and Business Administration, University of Extremadura, 06006 Badajoz, Spain)

Abstract

The changing nature of employment and work causes new demands in society, such as work-life balance, that has emerged in labor relations as an important aspect of a healthy work environment. In this context, Best Companies to Work for are a reference in caring for their staff, and it is well known that new generations—that frequently use the Internet to be informed—are making their decisions as job seekers by checking and comparing corporate websites. In order to learn from the best companies, but also to discover what could be improved by identifying the gaps, this study observes the current work-life balance practices in the last Best Companies to Work for awarded by Fortune. The main contribution of this work is the development of a weighted index for benchmarking purposes considering the preferences of new generations at work. The study demonstrates that the best companies still report low levels of work-life balance information. The main implication drawn from the study, due the requirements of new generations at work and the rapidly emerging field of e-recruiting, is the need for human resource departments to fit work and personal life in a fluid way, while maintaining a healthy balance. It is also recommended for companies to improve their disclosure of work-life practices on line for attracting talent from Millennials and Generation Z.

Suggested Citation

  • M. Isabel Sánchez-Hernández & Óscar Rodrigo González-López & María Buenadicha-Mateos & Juan Luis Tato-Jiménez, 2019. "Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work," IJERPH, MDPI, vol. 16(24), pages 1-18, December.
    • Handle: RePEc:gam:jijerp:v:16:y:2019:i:24:p:5122-:d:298174
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    References listed on IDEAS

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    5. Kuk-Kyoung Moon & Jaeyoung Lim & Jeong-Seo Kim, 2024. "Examining the Effect of Organizational Justice on Turnover Intention and the Moderating Role of Generational Differences: Evidence from Korean Public Employees," Sustainability, MDPI, vol. 16(6), pages 1-19, March.
    6. Vanja Pavluković & Adam B. Carmer & Miroslav D. Vujičić & Marija Cimbaljević & Uglješa Stankov, 2023. "Unveiling the Motivational Factors behind Generation Z’s Conference Attendance for Sustaining Future Participation," Sustainability, MDPI, vol. 15(18), pages 1-15, September.
    7. Kapo Wong & Alan H. S. Chan & Pei-Lee Teh, 2020. "How Is Work–Life Balance Arrangement Associated with Organisational Performance? A Meta-Analysis," IJERPH, MDPI, vol. 17(12), pages 1-19, June.
    8. Hamilton, Odessa S. & Jolles, Daniel & Lordan, Grace, 2023. "Does the Tendency for 'Quiet Quitting' Differ across Generations? Evidence from the UK," IZA Discussion Papers 16240, Institute of Labor Economics (IZA).
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