Comparative Analysis of Work Engagement, Work-Life Balance, and Soft Skills on Employee Performance: A Generational Perspective (Gen Y vs. Gen Z)
DOI:
https://doi.org/10.12776/qip.v30i2.2404Keywords:
work engagement, work–life balance, soft skills, employee performance, generation Y and ZAbstract
Purpose: This study examined levels of work engagement, work–life balance, soft skills, and employee productivity; the relationships among these variables; and how their effects differ across generations.
Methodology/Approach: A quantitative cross-sectional survey of 800 Thai employees used validated Likert-scale questionnaires and using descriptive statistics, correlation, regression, t-tests, ANOVA, and MANCOVA.
Findings: Work–life balance scored highest, work engagement lowest. Work engagement and work–life balance significantly predicted productivity
(p < 0.001); soft skills did not. Generational differences were significant for engagement, balance, and productivity, but not soft skills.
Research Limitation/Implication: The cross-sectional design, non-probability sampling, and self-reported measures limit causal inference. Findings support strengthening engagement and work–life balance to boost productivity, while soft skills remain valuable for teamwork.
Originality/Value: This study integrates work engagement, work–life balance, and soft skills into one framework explaining productivity among Generation Y (Gen Y) and Generation Z (Gen Z) employees in Thailand, informing generation-specific HR strategies.
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