A Cross-Generational Perspective on
Achieving Work Life Integration
ABSTRACT
The aim of this study is to explore
the perception of work-life fusion
in a multigenerational
environment. This study focuses
on work-life integration and its
relation to employees wellness
programs while investigating the
impact it has on a cross-
generational workforce. The study
analyzes and outlines the meta-
analysis of previous empirical
data. The findings indicated that
each generation cohort is at a
different stage of a normative shift
toward Work–Life Fusion.
Moreover, there is a positive
correlation between employee
wellness programs and work-life
integration. The more tailored the
wellness programs are, the larger
employee pool is it going to attract
leading to a wider employee
percentage establishing work-life
integration. The conceptual
investigation further suggests that
wellness programs impact certain
age groups more than others and
that each age cohort seeks
different employee benefit and
perceive work-life integration
differently.
Keywords: Work-Life Balance,
Wellness, Work-Life Integration,
Cross-Generation
CONTACT
John Matthews
IMT-Dubai
INTRODUCTION
Work Life Balance (WLB) is not a new
concept and have been around for
centuries. The notion of balancing work
and life has been explored, studied, and
researched since the days of Aristotle in
his work of Nicomachean Ethics and
Politics.
Many philosophers, practitioners, and
researchers have since then explored,
defined, and researched the two notions to
better determine and understand whether a
balance can be achieved. The concept of
work-life was first introduced in its proper
sense in the nineteenth century during the
industrial era when unions protested
against long working hours.
The idea stems from the ability to satisfy
the personal and professional obligations
that one has without overlapping the
commitments of each (Konrad & Mangel,
2000). Since then, the concept has evolved
and was articulated by many in different
aspects and perspectives. Several studies
have identified a positive relationship
between achieving work-life balance and
positive employee outcomes. Moreover, as
the level of work life balance increases,
positive employee outcomes also increase.
Numerous researches have identified and
recognized a positive relationship between
work life balance and job satisfaction
(Farooqi & Arif, 2014; Adikaram, 2016;
Mendis & Weerakkody, 2017; Sajid &
Yusuf, 2019), employee productivity
(Fapohunda, 2014; Abioro et al., 2018), job
performance (Isse et al., Thevanes &
Mangaleswaran 2018; Bataineh, 2019),
and employee engagement (Kort, 2016;
Iqbal et al., Aveline & Kumar, 2017; Harini
et al., 2019). Further, flexible working
hours, job sharing, telework, working
conditions, and wellness programs have all
been related as key factors to establishing
work life balance (Rawashdeh et al.,
Gaffoor, 2016; Ali & Wasif, Nizam & Kam,
2018). In effect, we can observe more and
more employees are checking their
personal social media during the workday
and checking the company email late at
night (Boatman, 2018). Today, we
understand that there is no clear cut
formula to achieving work-life integration, it
is different for every employee as the
demands are different for each individual
and organizations need to take this into
consideration to increase positive
employee outcomes in the workplace.
RESULTS AND DISCUSSION
The findings show that each generation cohort
is at a different stage of a normative shift
toward Work–Life Fusion.
The findings elucidate that there is a positive
correlation between employee wellness
programs and work-life integration. The more
tailored the wellness programs are, the larger
employee pool is it going to attract leading to a
wider employee percentage establishing work-
life integration.
METHODOLOGY
This study employed qualitative-descriptive
design. It used secondary source of data
which is based on the adoption of the
meta-analysis method that was conducted
from previous quantitative and qualitative-
explorative studies on cross-generational
perspective on work-life balance, and the
implementation of wellness programs for a
multi-generational workforce. The data
collected stems from previous literature
and research conduct in the past decade.
Therefore, the data collected and analyzed
in this paper are based on empirical
findings of previous studies referred to in
this study.
CONCLUSION
The conceptual investigation suggests that
wellness programs impact certain age
groups more than others and that each age
cohort seeks different employee benefit
and perceive work-life integration
differently. The findings also reveal that the
wellness programs impact work-life
integration which drives positive employee
outcomes such as job satisfaction, job
performance and employee productivity.
RECOMMENDATIONS
Further research can be conducted around
the importance of wellness programs in
achieving a better coexistence between
generations in the workplace.
Replication of studies done in the past can
be a framework of study in the UAE/GCC
for validation and program development.
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METHODOLOGY