Abstract
Transformational processes in labor relations affect the employees’ social well-being. The published empirical works show that the values and perceptions of employment conditions differ among employees of various generations. The authors set the goal to develop and test a tool to monitor the work-life balance parameters of young people, belonging to the economically active part of Generation Z. The tool should be able to identify real and desired models of work-life balance and monitor well-being by satisfaction with the established ratio in the distribution of personal time over key areas that characterize the quality of life depending on the form and type of labor relations. When developing the tool, the authors paid special attention to the possibility of measuring the impact of modern flexible employment formats, including remote employment, on the social well-being of working youth of generation Z. The authors rely on the provisions of work/family border theory, generational theories and methods for assessing workplace toxicity. The application of sociological methods and instruments is justified. The authors developed a questionnaire for monitoring the satisfaction rate, tested during the pilot expert survey of young specialists in the Russian labor market by running a personal formalized survey. The respondents' responses were recorded in Google online questionnaire. An expert survey was conducted in May 2020. The results obtained confirmed that the tool allows to assess the required parameters. There was identified a positive relationship between flexible forms of employment and satisfaction with the work-life balance in the youth environment. Further research is considered to be promising.
Highlights
The problems of work-life balance have been actively studied since the 70s – early 80s of the last century, but the greatest interest has been manifested in recent decades
Remote employment contributes to the “blurring” of work-life boundaries [2]
Online availability of an employee 24/7 is perceived by employers as a sign of the highest degree of work involvement, but life in such a rhythm can lead to weakening of the nervous system, professional burnout, depression and other negative consequences
Summary
The problems of work-life balance have been actively studied since the 70s – early 80s of the last century, but the greatest interest has been manifested in recent decades. Under the influence of digitalization, employment conditions and labor relations are actively transforming, which cannot but affect the average “portrait” of work-life balance. Against the background of labor relations digitalization, processes are underway to replace one generation of workers with another, and in the near future most of the human resources will be represented by young specialists aged 18–35. The authors have the following discussion hypothesis: flexible employment formants, including remote employment, can be a mechanism that allows to balance time commitment to personal life and work. The basis for the hypothesis is the specificity of flexible employment conditions, which implies the lack of a fixed place of work, independent planning of working hours, the possibility of vertical and horizontal professional movement within a short period, a change in functions and roles to avoid burnout and overwork
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