Advances in Social Science, Education and Humanities Research, volume 307

1st Social and Humaniora Research Symposium (SoRes 2018)

Millennials Engagement: Work-Life Balance VS

Work-Life Integration

Muhammad Rizky Afif

Student of Management Communication
University of Indonesia
Depok, Indonesia
afif.muhammadrizky@gmail.com

Abstract—The Millennials has become the key that become any organization to engage with the millennials. Internal
the foundation of the company. The aim of this study is to see communication refers to the internal participants of an
which is the most effective mechanism between work-life balance organization. Internal communication, often perceived as a
& work-life integration which will boost up the work & potential synonym for intra-organizational communication, is quite often
of them. First, we see the basic essence between that two equated with employee communication [7].
variables. What is the contrast point between the two? From this
explanation, it will be seen the effectiveness of which method is Internal communication should be such that it must be
more engaged to millennials. This study was conducted using a helpful to increase the efficiency of the organization and have a
literature review method. In millennials today, work-life bigger impact to productivity. So that related to how to engage
integration becomes a path chosen as long as the responsibility is employees, especially millennial in this information disclosure
complete. Even so, not all the companies could use the work-life era.
integration concept, instead use work-life balance concept. This is
due to the difference of the job function that couldn’t use flexible Over the past two decades, the boundaries between work
working hours that use in work-life integration system. and nonwork life have become increasingly blurred. Laptops,
smartphones, and other forms of mobile communication
Keywords—millennials; engagement; work-life balance; work- technology have changed the way we work. For many, work
life integration has become more flexible with regard to when and where it can
be done [8]. Work is an integral part of life. Human adaptation
I. INTRODUCTION implies acquisition of the means to sustain life. But there is
more to life than work: there is personal life, family life, and
Nowadays, workforce demographics are changing. The life within one’s social network and culture too [9].
most recent generation to enter the workforce are the
millennials, who are individuals born between 1980 and 2000. How to make employee could balance and integrate his or
They are called millennials because of their closeness to the her work and life become one of employee engagement,
new millennium and being raised in a more digital age [1]. This especially to millennial as workforce which becomes important
generation was influenced by computers and a greater to the companies. Based on Saks [10], employee engagement
acceptance of non-traditional families and values [2]. has been defined more completely as when employees feel
positive emotions toward their work, find their work to be
Rainer said that the millennials generation has self- personally meaningful, consider their workload to be
confidence, full of hope, oriented towards goals and manageable, and have hope about future of their work.
achievements, also have more awareness to help the people or
the surrounding community (civic-minded), and inclusive [3]. As in Karsan and Kruse, define that employee engagement
is the extent to which employees are motivated to contribute to
Millennials have different ways of working with previous organizational success and are willing to apply discretionary
generations. Millennial generation develops themselves where effort to accomplishing tasks important to the achievement of
there are many innovations in information technology and they organizational goals [11]. This implies that employee
could access it [4]. Based on Lub [5], this generation is more engagement is not performance related but rather a
flexible to new things and all possibilities that might occur, so precondition that leads to greater performance. They further
it is often described as a generation that is very comfortable state that employee engagement is indeed something that can
with change [6]. With the various effects mentioned earlier, the be measured. It is the summation of pride, satisfaction,
business environment has changed a lot now, requires that advocacy, and retention [12].
human resource practices also have to change so that it can
optimize the performance of this new generation. Employee engagement itself will impact organizational
outcomes such as organizational performance, employee
Internal communication between employer and employees productivity, employee retention and customer loyalty [13].
is crucial for the forward the movement of any organization.
The Internal organization becomes the key to the success of

Copyright © 2019, the Authors. Published by Atlantis Press.

This is an open access article under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/). 284
 Advances in Social Science, Education and Humanities Research, volume 307

A satisfactory and healthy integration of work with other between all areas that define ‘life’: work, home/family,
life domains is one of the key challenges of modern society. community, personal well being, and health.
Work-life balance and work-life integration have become focal
Millennials are family-focused and thus need to have a
points of today’s human resource management practice. What
is work-life integration? What are the specific challenges for better work/life balance. This generation grew up with an
emphasis on family, which has created a shift in the workplace
professionals? How do they manage their blurred work-life
[2]. A practitioner of work-life integration might choose to
boundaries? How can companies intervene? Companies need
to realize this trends and change the work policy according to have breakfast with the family and drop off the kids at school,
the work from 9am to noon, then eat lunch and go to the gym,
the business practice.
then attend a work meeting in the afternoon, then pick up the
This paper is organized as follows: Firstly, general kids and make dinner, and respond to emails for a couple hours
information on the topic of the paper will be given, as well as before bedtime.
literary analysis about work-life balance and work-life
integration, which indicate the growing role of the work-life For professionals who have the ability to shape their own
workday, the flexibility offered by work-life integration is
integration. Secondly, the work-life integration will be
ideal. For those who are juggling kids, elderly parents, and
described in the historical context. Thirdly, the strategy of
implementation of a work-life integration will be discussed. other activities, it seems like the best way to have and do it all.
The Fourth, the result will be described what the difference A study based in Kossek et al. found that higher numbers of
between work-life balance and work-life integration. work-to-nonwork interruption behaviors (integration) were
associated with higher work engagement [17]. In a study on
II. METHODOLOGY work-family boundary tactics, as in Carlson et al., found a
positive effect of physical and temporal work-to-family and
Since the research question of this study seeks for the family-to-work integration tactics on work and family
understanding of difference of work-life balance and work-life engagement respectively [18].
integration, the qualitative approach is appropriate. A
qualitative approach of data collection through a literature The word ‘balance’ conjures up images of scales the two
review that described with descriptive analysis. sides must be equal in order to be in balance. Rather than trying
to achieve an impossible or precarious balance, integration is
The data collection is about all the aspect of work-life, the about mixing, combining, assimilating, adding, and
evolution, and the strategy of implementation. The source of amalgamating. It’s about finding the right combination of work
literature is the journal, book, paper, thesis, etc., which and play for you. And what that means is that work-life
discussed a work-life topic and its implementation. The basic integration is going to look very different for different people.
of reviewing the literature is to collect and evaluate all research It all depends on your wants, needs, goals and life
related to the question raised for discussion. Which means circumstances, and of course, they are constantly changing, so
combining various concepts and theories from various kinds of achieving effective integration requires your ongoing focus
literature which are explained descriptively. [19].

III. WORK-LIFE BALANCE VS INTEGRATION: STATE-OF-THE-ART Work-life integration is an outcome of people control and
choice in their life to meet life challenges. This can be
The term work-life balance say that it creates an artificial managing work responsibilities alongside their personal &
separation between work and life, as if work were not part of family needs. The areas of a person’s life which require
life. In response, the concept of work-life integration has integration will change based on the individual life stages. A
become popular in recent year. as in Kalliath and Brough, he person in his or her 20s may be balancing career development
offers the following definition of work-life balance as the and social activities. In the 30s, when a person gets married &
individual perception that work and non-work activities are starts a family, family & job responsibilities become competing
compatible and promote growth in accordance with an challenges [20].
individual’s life priorities [14].
Work-life itself not only about person’s behavior and
According to Weckstein [15], "work-life balance is a personality while balancing and integrating personal and work-
concept of balance involving ambition or career with life, and how to face a broad set of daily challenges that
happiness, leisure, family, and spiritual development." As in creating an imbalance in his or her life. The generation shifting
Hudson states that [16]: "The three components of work-life itself became a challenge.
balance are the balance of time, the balance of involvement,
and balance of satisfaction." Moreover, it is not just the composition of the workforce
that is changing. Nowadays, the nature of jobs and of work
The term of work-life integration is completely different itself is in flux. With global competition and the 24-hour
with work-life balance, which in this term means you don’t marketplace, the growth of the knowledge economy and
have to create the boundaries between life and work, but developments in information and communication technology,
synergies it all. Work and life integration address the intersect temporal and spatial boundaries between paid work and
between work, life, and family in new and interesting ways. personal life have become increasingly blurred. People are
According to UC Berkeley’s Haas School of Business, work- experiencing an intensification of work in many different
life integration is an approach that creates more synergies national and occupational contexts [21].

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As it was already mentioned above, the aim of work-life gain media recognition and therefore a competitive edge in the
integration is about to synergies between work and life, as if “war for talent [24].”
the wall between them is nothing. Work-life integration
Balancing the demands of work and personal life is an
became a new concept which work and life are intertwined, is
emerging and is perceived to be the future of the working important issue in the industry [25], also in politics [26].
Organizations that do not help those within them to achieve
world. One of the greatest advantages of work-life integration
work-life balance, will experience difficulties in attracting and
is that it is an ideal tool or system to make employees happier
and productive in their work, without cast aside their life to retaining skilled and motivated workers [27].
after work, with the support system in the company that could Work-life has expanded to touch on nearly every aspect of
synergies that. Such as work performance should be evaluated a person’s working life. Employee recruitment, benefits and
by outcomes and deliverables rather than hours clocked and total rewards programs, job design, approaches to career
physical presence in the office. advancement and leadership development, employee relocation
With the capabilities of modern technology, work-life and travel policies, leave-taking, the composition of work
teams, corporate social responsibility, and changing corporate
integration triggers the concept of flexible work hours. Which
culture can all be listed among the myriad of areas that are
is perceived to improve productivity and job satisfaction,
increase retention, and improve loyalty and commitment. included under the umbrella of corporate work-life programs
[24].
Flexibility is a key element of the family-supportive workplace
[22]. Millennials preferred this flexible way of working to The term work-life has replaced work-family in the last few
conduct telework on an ad-hoc basis for important family and years and has a broad meaning that includes other life activities
personal needs or to take time off during workdays without loss such as study, sports, community work, hobbies, not only
of pay. taking care of children, but also elderly care [28]. If between
However, work-life integration is not necessarily the work and family do not run in a balanced manner, then there
will be conflicts between the two. Although a number of work-
perfect choice for every industry. Moreover, not all the
companies could make their business work with work-life life balance conceptualization efforts are carried out in the
literature, there has not been a well-developed construction
integration system. There is a job role that only could do in
measure that limits it in investigating the phenomenon
office hours, which mean its workload only between 8 am until
5 pm or the specific time. completely [29].
The consequences of work-life imbalance is stress and
For examples customer service or front liners that only
serve the customer in office hours, and cleaning service, burnout in the workplace. Stress can also negatively impact
mental health because it’s linked to a higher risk of depression,
security, etc. There are a job role that only could work in fixed
anxiety and insomnia. Too much stress over a long period of
office hours, not remote or flexible work time hours. Which is
why the companies must be very careful and properly analyze, time leads to workplace burnout. Burnout can cause fatigue,
mood swings, irritability and a decrease in work performance.
whether work-life integration is a proper choice.
As it was explained before, the outline is the research on
IV. THE EVOLUTION OF WORK-LIFE work-life research on work–family or work-life issues began in
the mid-1960s and developed from a tendency to focus on
The term work-life balance began to emerge in America women, work–family conflict and stress to a more recent focus
around 1986 as the idea developed as a result of the on all employees, and on the question of how to achieve
development of conditions in society in balancing positive work–personal life integration and organizational as
responsibilities between work, life and family [23]. well as individual well-being [21]. Early organizational
As in Harrington, the work-life field can trace its roots in responses focused on family-friendly or work-life policies,
two related areas. The first was a focus on childcare programs such as flextime, part-time or reduced hours working and
that were a direct result of the increasing number of childcare assistance or support with eldercare [30].
professional women entering the workforce in the 1970’s and
1980’s [24]. The second was an extension of the Employee V. RESULTS: WORK-LIFE BALANCE VS INTEGRATION
Assistance Programs (EAP) that were introduced in many
companies in the 1970’s. Organizations that evolved from a Based on the literature review, the difference between
work-life balance and integration are summarized in table 1.
work/family perspective began with a focus on working
mothers and the need for quality childcare. Organizations that
evolved from an EAP perspective identified the early links TABLE I. THE DIFFERENCE OF WORK-LIFE BALANCE AND WORK-LIFE
between employee stress, depression, and illness, and INTEGRATION
decreased productivity. Work-life Balance Work-life Integration
Work Have to work in Support flexible time, as long as
More recently, the focus of work-life has been on Hours eight hours the target achieved
workplace flexibility [24]. The media has played an important Workplace Work must available Work could do anywhere, as long
role in moving the work-life field forward by drawing public at the office as the target achieved
attention to these issues. This theme weaves through all the Life You have your life Synergies work and life, even at
other catalysts that we explore in this section. Media coverage perspective only after work office hours
caught the attention of many CEOs who saw an opportunity to finished

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Table 1. Cont. The conceptual framework of work-life balance and work-life

Job type Frontlines, service job For any creative (designer, integration summarized at figure 1.
type, (such as customer Video Editor, photographic,
service, receptionist, etc), marketing, IT (software
cleaning service, engineer, mobile developer,
security, etc) then etc) job types, etc
logistics, warehouse,
etc.
Appraisal Based on target Based on performance and
achievement on work achievements.
hours.
Technology Dependent on the Highly dependent on the
internet and technology, internet and technology
but do directly in (digital) to do their job in
communication outside office.
(overall, face to face)
because inside the
office.

Fig. 1. Work-life framework.

which individual employees can be supported in managing

VI. DISCUSSION: THE STRATEGY TO HOW TO IMPLEMENT THE their work and personal lives [21].
WORK-LIFE INTEGRATION
Therefore, work-personal life issues are regarded as an
While there are quite a lot of companies that tried a work-
opportunity to experiment with different ways of working.
life integration concept, actually there are quite challenging
Systemic change involving shifts in working practices,
about how to implement those concepts in their business. The
structures and cultures takes time and effort and progress tend
Strategy itself could be limitless, depends on each business and
to be uneven across different units within large organizations.
how the organization’s response to the problem that arise.
But, the outcomes can be very positive. Unlike short-term
The most successful change initiatives in relation to work– quick fixes, such as the development of policies without
personal life integration, as in other organizational areas, changes to the system in which they operate, this approach has
always involve an element of organizational learning. Too long-term pay-offs [21].
often work-personal life integration issues are articulated as
Organizational learning involves a process of gaining
individual concerns. HR or line managers explore ways in
knowledge and developing skills which empower people to

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understand and consequently to act effectively within finished everywhere, not only in the office. The organization
organizations. It enhances the capacity for effective action [29]. has to change to reshape workplace time norms for
The most powerful organizational learning comes from direct professional’s employee that has been stalled by that mindset.
experience—learning by doing [30,31].
As state in Diversity Best Practices, there are some
The business case for change is important, but for strategies and best practices that could be applied in the
initiatives to be sustainable employees’ needs should also be companies. Firstly, get input from employees. Work-life
kept on the agenda. Employee commitment to and feelings of integration must be relevant and responsive to the needs of all
ownership of new ways of working are necessary if changes employees. Companies could hold regularly scheduled
are to be successful [21]. meetings or conduct ad hoc focus groups to discuss work-life
priorities and frame work-life strategies and interventions [36].
According to Eden and Huxham that the model of change
always consists of this three principals [32]. Firstly, action- Secondly, emphasize outcomes not hours. Productivity
oriented research. Its defined as research that results from an doesn’t always come in eight-hour increments, and working
involvement by a researcher or researchers with members of an long hours doesn’t necessarily equate to being more
organization and relates to a matter which is of genuine productive. Today, work performance is increasingly evaluated
concern, in which there is an intent by organizational members in terms of outcomes and deliverables rather than hours worked
to take action based on the intervention. or time in the office. Thirdly, promote and celebrate diversity.
Millennial workers, often rank a diverse workforce higher on a
Secondly, collaboration needs to be formed. Successful
scale of importance that salary and benefits. Promoting and
change initiatives tend to be based on collaboration between celebrating workforce diversity engages workers across the
members of a workgroup, including managers and change workforce and encourages workers in all diversity dimension to
agents (researcher, consultant, CEO, HR manager). bring their ‘whole-selves’ to work.
Collaboration involves all stakeholders in a particular decision
working together to understand problems and find solutions to The next is to develop a supportive culture. The key The
particular issues [21]. key to a successful work-life integration program lies in
establishing a workplace culture based on trust (on the part of
Thirdly, is about resistance. There is always resistance to managers) and personal responsibility (on the part of
change. Resistance can be conceived as something negative employees). Fifthly, establish & promote work-life policies.
that has to be overcome. But, it can also be understood as a Unless properly managed, differences in beliefs and
positive force for change, or as a motor for change as in various expectations about work-life integration can lead to discord and
political forms of resistance. As in Rapoport et al. aim to resentment. Business leaders need to develop clear work-life
challenge underlying assumptions about working practices in policies, communicate the benefits of effective work-life
order to move resistance from a desire to block constructive integration into the organization and the individual, and
changes towards resistance against current systems that strongly encourage employees to utilize available work-life
undermine work-personal life integration and workplace supports.
effectiveness [31].
The sixthly, support flexible schedules. Today’s workers
According to Evans, four types of family-friendly measures want the flexibility to perform their jobs when, how, and where
can be differentiated: firstly, support of a gap in employment
they want. Every employee experiences work-life conflicts at
due to family commitments; secondly, flexible working some point in their career and having the flexibility to attend to
arrangements; thirdly, support of child care or care for family family-related issues and other personal concerns without guilt
members in need of care; and, finally, information and or repercussion ares highly valued.
qualification to promote work-life integration [33].
Finally, create innovative workspaces. In the Staples
Companies have to form a strategy that could make the Business Advantages, 65 percent of workers say they feel
work-life integration worth to applied and engage to the inspired at the office, but only 16 percent of those same
employee, specifically millennials. Companies could make
workers described their office design as inspiring [37].
work-life policies and programs that have positive impacts on Designing spaces that will appeal to workers mean taking into
families and communities. Some outcomes important to consideration generational differences. For example, older
families and communities are indirectly important to the workers tend to prefer ergonomic equipment and enclosed
companies simply because of their importance to employees. offices. Younger workers prefer standing desks and open-office
Work-life policies and programs could result in better work spaces and lounge areas. Natural lighting, eco-friendly office
products. Work product measure includes those related to products, and an abundance of plant-life are highly valued by
productivity, employee job satisfaction, customer satisfaction, most employees.
and the quality of work done, including the negative effect of
“presenteeism” on the quality of work accomplished [34]. In spite of the strategies that will support work-life
integration, there is a need for companies to reflect and
Furthermore, the companies that applied work-life research about what ideal system that would make their
integration has to redesign their workplace to match with the companies and business running and make their employee feels
concept. Today’s workplace remains a relic of the past [35]. engaged so that will boost up their productivity. Nowadays,
Some companies that haven’t adapted to modern workforce, there is some role of job that has difficulty to apply work-life
still defined the ideal worker as someone who always available
for work, despite the fact that some role of job could be

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