Expectations of generation Y connected with shaping the work-life balance. The case of Poland

Authors

  • Elżbieta Robak Czestochowa University of Technology

DOI:

https://doi.org/10.24136/oc.v8i4.35

Keywords:

generation, labour market, work-life balance, relationships in the workplace

Abstract

Research background: Entering of generation Y into the job market causes many interesting insights for both researchers, who analyze the specifics of this generation, as well as practitioners of modern organizations' management. Despite some differences in the charac-teristics of generation Y, the authors involved in this issue agree that generation Y is focused on education and development with simultaneous desire to maintain a balance between work and personal life. More often than older generations, they are willing to use the various programs, offered by their company, supporting reconciliation of professional and personal life.

Purpose of the article: The aim of the article is to present issues concerning the functioning of the representatives of generation Y in the labor market with particular emphasis on the issue of balancing professional work and personal life.

Methods: The conducted research aimed to analyze the opinion of representatives of gener-ation Y about the expectations associated with their professional work with special emphasis on creating a balance between work and personal life. In order to obtain answers to the research questions, the methods of diagnostic survey and questionnaire technique were used. To complement the obtained data, the additional qualitative research unstructured interviews were conducted. The researches were conducted in Poland, at one of the technical universities in the Silesian voivodeship.

Findings & Value added: Respondents have confirmed the hypothesis that for their genera-tion balance between work and personal life is very important. The collected respondents' opinions showed the image of flexible employment as a good way to reconcile work and other obligations, which gives the ability to have multiple sources of income. It is a good solution especially for young people and people entering the labor market. The results of the conducted interviews pointed to a number of factors which in the opinion of young workers are important values in life and are related to the maintaining work-life balance.

Downloads

Download data is not yet available.

References

Baran, M., & Kłos, M. (2014). Competency models and the generational diversity of a company workforce. Economics & Sociology, 7(2). doi: 10.14254/2071-789X.2014/7-2/17.
Broadbridge, A. M., Maxwell, G. A., & Ogden S. M. (2007). Experiences, percep-tions and expectations of retail employment for generation Y. Career Develop-ment International, 12(6). doi: 10.1108/13620430710822001.
Cappelli, P. (2002). A market-driven approach to retaining talent. Harward Busi-ness Review, 78(1).
Clark, S. C. (2000). Work/family border theory: a new theory of work/family bal-ance. Human Relations, 53. doi: 10.1177/0018726700536001.
Deloitte (2015). First steps on the labour market. Leaders of the future. Retrieved from https://www2.deloitte.com/content/dam/Deloitte/pl/Documents/Reports /pl_Raport-PierwszeKroki-2015.pdf (4.01.2017).
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Journal, 10(1). doi: 10.5465/AMR. 1985.4277352.
Greenhaus, J. H., Collins, K. M., & Show J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3). doi: 10.1016/S0001-8791(02)00042-8.
Hardey, M. (2011). Generation C content, creation, connections and choice. Inter-national Journal of Market Research, 53(6). doi: 10.2501/IJMR-53-6-749-770.
Kirchmeyer, C. (2000). Work-life initiatives: greed or benevolence regarding workers? time. In C. L. Cooper & D. M. Rousseau (Eds.). Trends in organiza-tional behavior. Chichester, UK: Wiley.
Ostasiewicz, K., & Zawadzki, A. (2016). Students? expectations about future jobs as a factor influencing their quality of life. Research Papers of Wrocław Uni-versity of Economics, 435.
Pink, D. (2009). Retention Y. What is the key to retention of generation Y. Top employers CRF awarded by CRF.com. CRF Institute.
Reisenwitz, T. H., & Iyer R. (2009). Differences in generation X and generation Y: Implications for the organization and marketers. Marketing Management Journal, 19.
Robak, E. (2014). Working time and its reference to the reconciliation of work and private life. In F. Bylok, I. Ubreziova & L. Cichobłaziński (Eds.). Management and managers facing challenges of the 21st century. Theoretical background and practical applications. Gödöllő: Szent Istvan Egyetemi Kiado Nonprofit Kft.
Robak, E. & Słocińska, A. (2015). Work-life balance and the management of social work environment. Polish Journal of Management Studies, 11(2).
Robak, E., Słocińska, A., & Depta A. (2016). Work-life balance factors in the small and medium-sized enterprises. Periodica Polytechnica Social and Man-agement Sciences, 24(2).
Tyler, K. (2007). The tethered generation. HR Magazine, 52(5).
Vinogradov, S. (2017). Measuring of the labour market success of graduates of the Szent Istvan University. In M. Daroczi, E. Robak & S. Vinogradov (Eds.). Management, Organizations and Society. Budapest: AGROINFORM Publish-ing House. Doi: 10.18515/dBEM.M2017.n01.
Visser, F., & Williams, L. (2006). Work-life balance: rethoric versus reality. Lon-don: The Work Foundation, Unison.

Downloads

Published

31-12-2017

Issue

Section

Articles

How to Cite

Robak, E. (2017). Expectations of generation Y connected with shaping the work-life balance. The case of Poland. Oeconomia Copernicana, 8(4), 569-584. https://doi.org/10.24136/oc.v8i4.35

Similar Articles

171-180 of 238

You may also start an advanced similarity search for this article.