Journal of Critical Reviews

ISSN- 2394-5125 Vol 7 , Issue 9, 2020

THE IMPORTANCE OF WORK-LIFE BALANCE ON EMPLOYEE PERFORMANCE

MILLENNIAL GENERATION IN INDONESIA
1Christian Wiradendi Wolor, 2Destria Kurnianti, 3Siti Fatimah Zahra, 4S Martono

Faculty of Economics Universitas Negeri Jakarta, Indonesia

1,2,3
4Faculty of Economics Universitas Negeri Semarang, Indonesia
Corresponding Author: christianwiradendi@unj.ac.id

Received: 23.03.2020 Revised: 24.04.2020 Accepted: 25.05.2020

Abstract
Work-life balance is a crucial issue for every employee in government and private institutions today, especially in Indonesia. This is
because there will be a decrease in employee productivity and performance if an organization does not think about the work balance
of employees properly and is not managed properly. The fact is, that at present the workforce places more emphasis on work-life
balance rather than on income alone where the company is currently filled more by the millennial generation who are happy about
the flexibility of work and are very close to technology. The purpose of this study is to look at various theories regarding the effect of
the influence of work-life balance on employee performance. The final goal of this paper is to collect various theories to be used in
developing work-life balance strategies to improve the welfare of organizations and individual workers. This study uses a qualitative
method in a systematic review. The findings show that work-life balance affects the performance of millennial generation employees.
An important implication for behavioral science research that arises from this research is that to achieve high company and employee
performance, the company must provide a work-life balance policy for its employees so that employees can be motivated and commit
to working optimally in the company.

Keywords: Work-Life Balance, Employee Performance, Millennial, Generation, Indonesia

© 2020 by Advance Scientific Research. This is an open-access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/)
DOI: http://dx.doi.org/10.31838/jcr.07.09.203

INTRODUCTION
Work-life balance is a crucial issue for every employee in
government and private institutions today. This is because
there will be a decrease in employee productivity and
performance if an organization does not think about the work
balance of employees properly and is not managed properly
(Abioro, Oladejo, & Ashogbon, 2018). Work balance programs
began in 1930 where company policies and regulations allow
employees to work effectively and efficiently and provide
flexible time to deal with the personal problems of these
employees. The fact is, that at present the workforce places
more emphasis on work-life balance rather than on income
alone (Meenakshi, V, & Ravichandran, 2013) ; (R, S, & Murthy,
2015). In Indonesia, a survey conducted by Nielsen said that the
balance between work and the home was the biggest concern
for Indonesians despite financial problems (Post, 2012). Some
employees in Indonesia currently believe that work-life balance
reaches the desired level, one of which is flexible work time so
that they can do work remotely and can do things related to
their personal lives, especially for female employees (Mittal,
2017).
Work-life balance includes a balance between work and
personal life that both bring satisfaction to the individual
(Bataineh, 2019). The dilemma for employees that occurs today
is that when they compete for work demands, there is an
abundance of negative effects on the work-life balance of
employees ranging from increased stress, work fatigue,
disruption of family and work relationships (Meenakshi et al.,
2013). Balancing the demands of employee work and family life
is very difficult. This can trigger stress or decrease employee
productivity and welfare (Dow-Clarke, 2002);(Bataineh,
2019);(Meenakshi et al., 2013). In this case, the work-life
balance must be considered to allocate available resources such
as time, thought and work wisely among the personal lives of
the employees themselves (Delecta, 2011).
This also must be a concern of the organization how important
the work-life balance for its employees. Work-life balance is
how to create a supportive work environment, enabling job
balance and personal responsibility because this will
strengthen employee loyalty and productivity (Meenakshi et al.,
2013). Work-life balance can be achieved and can be improved
is a crucial factor for the company's human resource
management division (Lazar, Osoian, & Ratiu, 2010), and has
become a joint responsibility between the company and
employees. That is no longer a role in the Human Resources
division because all line managers are responsible for
maintaining the balance of their staff (Oa, Ho, Obianuju, &
Demilade, 2018). Many organizations in western countries
recognize the importance of work-life balance, where
employees now prefer work-life balance over higher wages.
Work-life balance contains three components, such as a
balanced time, a balance of work and family involvement, and
fair satisfaction (Wong, Bandar, & Saili, 2017). It is time we no
longer talk about a tight work bureaucracy, but relaxed and
flexible work because managing balanced work life and
personal life is important for employees (Aydin, 2016).
Companies must realize the importance of work-life balance
consistently concerning productivity, employee performance,
and improving the quality of life of employees (Darko-
Asumadu, Sika-Bright, & Osei-Tutu, 2018).
The company has started many new employees with a
millennial background who were born in the 1980-2000s who
have characteristics close to technology, are quick to succeed,
give up easily and are looking for something instantaneous
(Pyöriä, Ojala, Saari, & Järvinen, 2017). Conversely, the
millennial generation has positive aspects as well where they
are very optimistic, have confidence and do not hesitate to give
the best performance (Wolor, Pratama, Aditya, F, & Purwana,
2020) and maximum to get promotions and awards from the
company (Moorthy, 2014). Millennials are thirsty for the
challenge of achieving what they want (Putriastuti & Stasi,
2019); (Anderson, Baur, Grif, & Buckley, 2016). At the same
time, men and women are now beginning to share the role of
the family. Men begin to increase their time and spend time with
children, on the other hand, women begin to help men in
making a living to meet their daily needs. Therefore, companies
continue to be demanded to try to retain talented people who
excel both men and women by developing policies that enable
their employees to succeed both at home and at work.
(Meenakshi et al., 2013).
Work-life balance practices are changes in the organization that
is intentionally made by company leaders in the form of new
programs or organizational culture to improve employee
performance and reduce conflicts between personal life and

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 THE IMPORTANCE OF WORK-LIFE BALANCE ON EMPLOYEE PERFORMANCE MILLENNIAL GENERATION IN
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work-life (Lazar et al., 2010). The form of work-life balance
support consists of 2 namely informal in the form of managerial
support or formally in the form of regulations (Oa et al., 2018).
The company can offer several supporting facilities for the
work-life balance of employees with flexible hours, employee
gatherings, child care, employee shift schedules. For employees,
this will make employees motivated, loyal, and committed to
the company because it has strived to balance the work and
personal lives of employees themselves (R et al., 2015). For
companies, this can reduce employee turnover and
absenteeism costs and increase company profits (Darko-
Asumadu et al., 2018).
The work-life balance must, of course, be controlled by the
company when applied to its employees. When employees feel
more stressed out of their work due to high work involvement,
the employee tends to reduce work commitment. On the other
hand, employees who spend more time with family and less
time at work will also lead to high absences and decreased
performance. Therefore, the balance must be maintained with
control from the company (Darko-Asumadu et al., 2018).
Employees who experience low work and family conflicts can
be said to have a good work-life balance. Matters regarding
work-life balance include roles and responsibilities in both the
work and non-work world (Wong et al., 2017).
The purpose of this study is to look at various theories
regarding the effect of the influence of work-life balance on
employee performance. The final goal of this paper is to collect
various theories to be used in developing work-life balance
strategies to improve the welfare of organizations and
individual workers.
LITERATURE REVIEW
The basis of work-life balance departs from personal and work-
life conflicts experienced by employees. Work-life balance is
said to be the balance of the time someone spends working
compared to the time spent on one's personal life (Abioro et al.,
2018); (Lazar et al., 2010). Work-life balance is also how to
create a healthy and supportive work environment, which
allows employees to have a balance between work and personal
responsibility and thereby improve employee performance
(Delecta, 2011); (Dhas, 2015).
Work-life balance is supported by two concepts, namely
achievement, and happiness. Someone must have both. This is
the reason why those who are considered successful do not feel
as happy or unhappy as they should be (Bataineh, 2019). A
person's success is not only how much money he has, but also
ensures you have a good family life. Poorly managed schedules,
domestic life conflicts due to lack of time to gather and
communicate can cause depression and poor performance in
the company (Meenakshi et al., 2013). The dimensions of the
work-life balance itself include the individual himself who is the
most important factor in the work-life balance. Second, family
factors where marital, child and parent relationships affect
work-life balance. Third, social life, individuals also have
responsibilities towards the surrounding community groups
(Delecta, 2011).
The most effective work-life balance policy is implemented
after a dialogue between the company and employees (Oa et al.,
2018). Some formal work-life balance strategies can be adopted
by companies, namely:
a. Flexible working time even without attendance, but
employee performance targets must be met and ultimately
employee satisfaction will be created (Meenakshi et al., 2013);
(Oa et al., 2018); (Lazar et al., 2010).
b. Teleconference and Telecommuting where
employees can still work from home without burdening
household life and can save energy, time and money
(Meenakshi et al., 2013); (Oa et al., 2018); (Lazar et al., 2010).
c. Provision of policies to employees who want to
increase the burden of working time is getting longer at a
Journal of critical reviews
certain time for employees to reduce workdays in a week
(Meenakshi et al., 2013); (Oa et al., 2018); (Lazar et al., 2010).
d. Policy to allow shift work for employees who want to
continue their studies to increase the capacity of these
employees (Meenakshi et al., 2013); (Oa et al., 2018); (Lazar et
al., 2010).
e. The employee leave program is better if it is
established at the beginning of the year, so it does not interfere
with company activities (Oa et al., 2018).
The form of informal support is in the form of support and
permission from family members, colleagues, and supervisors
to reduce employee workload and or stress that is not part of
the company's written regulations. (Oa et al., 2018); (Darko-
Asumadu et al., 2018). This, of course, is expected to improve
the performance of these employees.
Employee performance is the result of a person's work in
carrying out the tasks assigned to him and how much the
employee contributes to the organization (Rizal, Idrus,
Djumahir, & Mintarti, 2014), (Wolor, Supriyati, & Purwana,
2019a) & (Abdullah, Darwanis, & Zain, 2012). Employee
performance is how a person is expected to function and behave
by the tasks assigned to him (Sutrisno, 2009), (Wolor, Supriyati,
& Purwana, 2019b). Finally, with the inclusion of millennial
generation in the industrial world, it is important to know who
the millennial generation is. Characteristics and nature of the
millennial generation that is very intelligent with technology
(Solaja & Ogunola, 2016), multitasking, wants freedom and
flexibility in working time and tends to be open to
communicating with leaders (Putriastuti & Stasi, 2019),
(Moorthy, 2014). Millennials have a negative aspect that is not
loyal to the company. They are willing to leave their jobs and
look for better career opportunities for the millennial
generation, which means a lack of commitment to the
organization (Moorthy, 2014). Conversely, the millennial
generation has positive aspects as well where they are very
optimistic, have confidence and do not hesitate to give the best
performance (Wolor, Pratama, et al., 2020) and maximum to get
promotions and awards from the company (Moorthy, 2014).
Millennials are thirsty for the challenge of achieving what they
want (Putriastuti & Stasi, 2019); (Anderson et al., 2016).
METHODOLOGY
This research is a systematic review (Systematic Review) using
the PRISMA (Preferred Reporting Items for Systematic Reviews
and Meta-analysis) method which is carried out systematically
by following the correct stages or research protocols. A
systematic review is a research method that aims to evaluate,
identify, analyze all previous research results that are related
and relevant to a particular topic, particular research, or the
latest phenomenon of concern (Perry & Hammond, 2002);
(Wolor, Khairunnisa, & Purwana, 2020). The facts presented
are comprehensive and balanced because systematic reviews
are used to synthesize relevant research findings. Qualitative
systematic review includes the following steps: Formulating
research questions, conducting systematic literature review
searches, screening and selecting suitable research articles,
Conduct analysis and synthesis of qualitative findings,
Implement quality control, Prepare a final report (Perry &
Hammond, 2002); (Wolor, Khairunnisa, et al., 2020).
A qualitative approach is used to frame, analyze, and provide
comprehensive solutions in the form of strategic models for the
Company in improving millennial generation performance
(Berkah & Sawarjuwono, 2019). Various scientific articles are
taken from special journals that have helped build
characterization of the most prominent elements that illustrate
work-life balance that influences the performance, based on
several important points explained by different authors
(Moreno, Lafuente, Carreón, & Moreno, 2017). The inclusion
criteria in this research article include English language articles
(IC1) and Articles relating to work-life balance, behavior,
performance, the millennial generation (IC2).
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INDONESIA

Literature Search
Database: Elsevier (Scopus), Emerald, ScienceDirect, Google Scholar, Thomson
Reuteurs
Search Limitation: English Language Articles (IC1)

Search Result (n = 127)

Articles are filtered based on title, abstract, and

keywords

Article cannot be accessed thoroughly Search results to be processed again (n Search results not processed again (n = 47) Does not
by researchers (n = 5) = 75) meet IC2 (Articles relating to work life balance,
behavior, performance, millennial generation)

Articles are filtered by looking at the

entire text

Search results to be processed again (n Search results not processed again (n = 37) Does not
= 38) meet IC2 (Articles relating to work life balance,
behavior, performance, millennial generation)

Previous studies relevant to this

research (n = 38)
Figure 1. Prisma Flow Diagram Systematic Review

DISCUSSION Therefore, before starting the implementation of the work-life

Two phenomena occur at this time, first, the generation that
works in the company today, the millennial generation prefers
a balance of work and flexible working time according to their
lifestyle (Bataineh, 2019). The second factor is that employees
who feel anxious about their careers are threatened because of
the employee takes time off for family interests there will be no
additional compensation and opportunities for promotion that
are closed. This will make employees tend to refuse to apply
work-life balance practices if it is not supported by the company
itself (Abioro et al., 2018).
With this phenomenon, it is unfortunate that there are
companies that do not want to implement a work-life balance
policy for their employees because of the uncertainty and
potential misuse of this method. Therefore rules, supervision,
and support must be needed for the implementation of work-
life balance practice policies (Bataineh, 2019). If this is not a
concern for the company, there are several implications such as
high operating costs, high absenteeism, high turnover, low
commitment, and performance. There are several reasons why
companies must participate in work-life balance policies,
namely a high return on investment and employee retention
(Dhas, 2015).
A new corporate culture is needed and changes the mindset that
is open so that the application of work-life balance practices can
be accepted by everyone regardless of gender, seniority in the
organization.
balance policy, caution is needed in its implementation strategy
because it will have an impact on employees and the company.
First, identification of the company's core business starts from
reviewing company regulations, company policies, and opening
broad ideas in developing the concept of work-life balance in
the company. Second, communicate between company
management and employees regarding the implementation of
work-life balance policies in the company. Third, conduct trials
and evaluations so that the effectiveness of employee
performance can be reviewed from time to time (Meenakshi et
al., 2013); (R et al., 2015). The effective implementation of
Work-Life Balance must accommodate the work and personal
lives of employees without jeopardizing institutional goals and
reduce the negative results that might be related to the dual role
of conflict, stress and job dissatisfaction (Oa et al., 2018).
The form of programs that can be implemented are flexible
work time policies, Teleconference, and Telecommuting,
Provision of policies to employees who want to increase the
burden of working time to be longer at a certain time to
employees can reduce workdays in a week even without
attendance, leave programs for employees (Meenakshi et al.,
2013); (Oa et al., 2018); (Lazar et al., 2010); (R et al., 2015);
(Delecta, 2011). Other forms of health support for employees
can be given health benefits through the provision of gym
equipment (Dhas, 2015). The form of informal support is in the
form of support and permission from family members,
colleagues and superiors to reduce the burden and or stress of
work-life of employees who are not part of the company's

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 THE IMPORTANCE OF WORK-LIFE BALANCE ON EMPLOYEE PERFORMANCE MILLENNIAL GENERATION IN
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written regulations (Oa et al., 2018); (Darko-Asumadu et al.,
2018).
Problems that arise in the implementation of work-life balance
policies such as lack of face-to-face due to flexible work time
schedules and the potential for misuse, the company must be
accompanied by regulations so as not to interfere with the
performance of the company (Dhas, 2015). Furthermore, self-
management systems for employees are important because,
people need to control their behavior and expectations
regarding work-life balance (Dhas, 2015); (Meenakshi et al.,
2013).
In the case of individual employees regarding work-life balance,
it is first important for individuals to compromise with family,
give time for spouse, children, and family to avoid family
conflicts (Dow-Clarke, 2002). Second, namely the income factor.
For some people, high income from husband and wife who work
can lead to a better work-life balance. However, some of them
think that more than one income and others take care of the
family at home. Both of these are not a problem, the most
important thing is that communication occurs between
husband and wife and together can perform a dual role both
looking for income and taking care of the family (Dow-Clarke,
2002). Work-life balance places individuals to make priorities,
make choices and families must be involved in compromise
(Dow-Clarke, 2002). Third, manage time effectively and set
priorities. Be sure to finish important work and keep family
events on the time calendar to avoid conflicts (Dhas, 2015) due
to overtime work, work demands, meetings after office hours
hurt the lives of employees (R et al., 2015).
From the government side, being aware of changing working
conditions and starting the entry of millennials, can start
Figure 2. 3 Keys Factors of Work-Life Balance
This study found that work-life balance has positive
implications on the behavior, attitudes, and performance of
millennial generation employees. More and more organizations
provide comprehensive policies to accommodate work-life
balance policies that will have an impact on job satisfaction,
organizational commitment which in turn affects performance,
and organizational productivity. Another thing that becomes
important with the work-life balance is that it can build a sense
of belonging of its employees to trigger commitments to work
that will rub off on employee behavior results. The higher level
of work-life balance of employees will contribute to employee
retention and imbalance is one of the reasons that cause the loss
of competent workforce (Lazar et al., 2010); (Yadav & Rani,
2015); (Oa et al., 2018); (Wong et al., 2017). This provides a
clear picture for HR practitioners to develop policies to
implement work-life balance in an era where millennials have
started to enter the industry a lot. In its application can be seen
from the findings based on Figure 1.
Journal of critical reviews
implementing new regulations and laws to improve the quality
of life for human resources. Developed countries like France,
Britain, Germany, the United States, and Australia have limited
working hours and the privileges granted to balance their lives.
In Turkey, several companies have started offering the concept
of "Home Office" to their employees by providing long-distance
network infrastructure (Aydin, 2016). Currently, even civil
servants in Indonesia are being endeavored to be able to work
at home. Because working not only in the office, but can be at
home but the speed of the most important workmanship
(Fernando, 2019). This has shown that the government in
Indonesia has begun to support work-life balance policies.
Work-life balance policies that make it a culture that is friendly
and close to the family are called managerial support that
includes specific management behaviors. Work-life balance has
the benefit of reducing work conflicts and the personal lives of
employees. This can improve employee attitudes and behavior
at work and have an impact on employee performance (Allen,
2001); (Darcy, Mccarthy, Hill, & Grady, 2012). Even though
working long hours reflects commitment and productivity, such
behavior is a barrier to good family life (Shakir & Siddiqui,
2014); (Pradhan, Jena, & Kumari, 2016). This is due to the stress
that occurs when behaviors at work conflict with one another
and occur dissonant with an individual's personal life (Delecta,
2011). As a result, dissonance in their lives will cause
deteriorating health, the tension that will affect their careers,
behavior, and performance at work (Aydin, 2016)
Here I summarize the key to success in implementing work-life
balance:
This has become something very important to practice and has
become a new paradigm for industries in Indonesia, which at
this time there are still many who do not practice this policy.
The consideration for stakeholders in Indonesia is that
compared to countries in Europe, the implementation of work-
life balance is very good compared to Indonesia (Akhlas, 2019).
Second, the concept of work-life balance is very much by the
lifestyle or culture of Indonesia where in addition to finance,
family relations are a major concern for the people of Indonesia
(Post, 2012). Third, the increasing number of workers in
Indonesia, especially for women, makes the concept of work-life
balance important to apply (Post, 2019).
The work-life balance policy in Indonesia is regulated in the
Manpower Act. At the national level, the Indonesian
government has made several policies relating to the
implementation of work-life balance in Indonesia. This is stated
in Indonesian Labor Law number 16 of 1994, Indonesian
Minister of Manpower Regulation concerning Labor focused on
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INDONESIA
bereavement leave, paid maternity leave, paternity leave,
sabbatical leave, family allowance, longer break and or leave to
do religiosity rituals (INDONESIA, 2003).
Even though it is already a statutory regulation regarding work-
life balance policies for employees. But the policy regarding
flexible working hours from various research journals says that
it is very effective in improving employee performance, not yet
included in Indonesian legislation. This requires a revision of
laws and regulations so that they can be made flexible in
working hours, accommodate technological developments, and
accommodate working mothers. (Post, 2019).
Apart from Indonesian law governing work-life balance
policies, companies can add supporting policy components in
the implementation of work-life balance policies in the form of
company regulations or it can also be with collective work
agreements that are negotiated jointly with trade unions.
Companies that provide flexible working hours will make it
easier for employees to vary their standard work time
(Meenakshi, V, and Ravichandran, 2013), and the compressed
workweeks policy gives employees the choice to reduce their
workweeks to be less by working longer hours, which in turn
gives employees more days to gather with family (Oa et al.,
2018). On the other hand, informal support is needed from the
company and family so that the implementation of the work-life
balance policy becomes good and ultimately employee
performance improves (Oa et al., 2018); (Darko-Asumadu et al.,
2018).
CONCLUSION
Work-Life Balance is a very important issue in the field of
human resource management which has a vital impact on
employee productivity and performance. The results of this
study provide an overview of the importance of implementing
work-life balances for employees and the company. At the same
time, building a new organizational culture and changing the
way the organization is guided by supporting work-life balance
is a long-term process for organizations, but the employee's
sense of belonging will emerge to work optimally which will
have an impact on employee behavior results. Therefore, the
results of this paper can be used as a reference by the company
as a strategy to increase the level of work-life balance of
employees which ultimately increases commitment and
performance improvement of employees and organizations.
Research Limitation and Future Research
Future research can be expected to discuss generation Z where
the current generation Z is still in school. But it must be
investigated in the future regarding whether it is still effective
regarding the implementation of work-life balance activities in
supporting the performance of the employees themselves.
Second, an approach using quantitative methods is needed to
support this research.
Acknowledgment
The research is part of the study of Human Resource
Management Education. This study was funded by the budget of
the Faculty of Economics, Universitas Negeri Jakarta.
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