QUALITY OF WORK LIFE AND WORK-LIFE BALANCE: A COMPARATIVE STUDY OF GENERATION X AND GENERATION Y PERSONNEL IN A PUBLIC ORGANIZATION

Abstract

This study aimed to: (1) compare the levels of Quality of Work Life (QWL) and Work–Life Balance (WLB) between Generation X and Generation Y personnel; (2) examine factors related to the level of work–life balance; and (3) investigate the relationship between quality of work life and work–life balance among personnel of the Marine Department, Regional Office 5. This research employed a quantitative research design. The population consisted of 350 civil servants and staff members, and a sample of 160 participants was selected using stratified random sampling. The research instrument was a structured questionnaire with high reliability (Cronbach’s Alpha: QWL = 0.95 and WLB = 0.88). Data were analyzed using descriptive statistics, independent samples t-test for group comparison, and Pearson’s correlation coefficient, with the statistical significance level set at .05.

          The results revealed that: (1) the overall level of quality of work life among personnel was high (x̄ = 3.60, S.D. = 0.85), while the level of work–life balance was moderate (x̄ = 3.39, S.D. = 0.85); (2) there were no statistically significant differences between Generation X and Generation Y in terms of both QWL and WLB; and (3) quality of work life had a strong positive relationship with work–life balance at a statistically significant level (r = .82, p < .01). Factors related to the work environment and supervisory support showed a strong association with work–life balance, while income and welfare benefits were identified as areas requiring improvement. Therefore, the organization should prioritize the development of a supportive work environment, strengthen interpersonal relationships within the organization, and improve welfare systems or appropriate incentive mechanisms to enhance employees’ quality of work life and promote sustainable work–life balance.