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Role of Technology in Managing Work-Life Balance by Generation Y

Employees: Evidence from Executive Level Employees in Sri Lankan Apparel
Industry

Conference Paper · October 2020

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 3rd Annual Research Symposium in Management

ROLE OF TECHNOLOGY IN MANAGING WORK LIFE BALANCE BY

GENERATION Y EMPLOYEES: EVIDENCES FROM EXECUTIVE
LEVEL EMPLOYEES IN THE SRI LANKAN APPAREL INDUSTRY

Lakshani W.A.S.U.1, Tennakoon W.D.N.S.2

Department of Business Management, Faculty of Business Studies & Finance, Wayamba University of Sri Lanka
[email protected], [email protected]

Introduction

Globalization and technological advances have created a highly competitive business environment for
the 21st century resulting people to use flexibility, high-quality work-life and Work Life Balance (WLB)
as yardsticks of their career choices. Additionally, enhancement of technological development expands
the scope of technological usage in both work & non-work contexts. Resultantly, the concept of WLB
is been perceived, experienced and managed distinctly today than how it used to be. Particularly, in the
context of Generation Y (Gen Y), whom often referred as “Digital Natives” due to their elevated usage
of and familiarity with the Internet, mobile devices, & social media, WLB rippled by a wave of
technological sophistications (Meagal, 2015). With the entry of Gen Y to the workforce, generational
differences of four generations have advanced the importance of WLB. Presence of Gen Y is supposed
to invade the workforce which may impact several businesses globally. It is estimated that in 10 years,
the heterogeneity of the workforce will increase significantly (Johnson, 2015).

Use of technology for managing work and life are of four kinds. They are entertainment, communication,
family finance and health care (Adam, 2020). There, many use apps such as Facebook, WhatsApp, Imo,
Instagram, Messenger and Viber as the arms of managing work and life (Kristen, 2018). Also, it was
identified that work-related as well as non-work-related technologies play a significant role in
individual's lives and affect WLB of them expressively (Adam, 2020).

Sri Lankan apparel industry is generally reported for relatively high average work load (Embuldeniya,
2015; Dissanayake & Ali, 2013). Being the largest contributor to the GDP of the country, it offers over
990 000 employment out of which majority is from Gen Y (BOI, 2019). Technological interventions in
WLB arena has been a dialogue for several scholars recently. Yet, clear understanding of the role of
technology on WLB is far behind due to controversial nature of the presented results. Additionally, the
empirical evidences to establish this notation in the apparel industry are hardly seen in Sri Lankan
context in spite of the reported WLB anomalies (Dissanayake & Ali, 2013). This study aimed at
assessing the role of technology in managing WLB by Gen Y employees in the apparel sector of Sri
Lanka. Specifically, it tested the impact of work-related technologies and non-work-related technologies
on WLB of Gen Y employees in the apparel sector.

WLB is defined as a form of inter role conflict in which the role pressures from work and family domains
are mutually incompatible in some respect (Greenhaus, 1985). WLB is a crucial concept for individuals,
organizations as well as for the society. Lack of WLB can over time effect workers’ health,
psychological well-being, commitment and productivity (Ahuja, 2007). The rapid growth of information
technology, e-commerce, mobile platforms and other related technologies open a new era of
development for the world where work-related technologies greatly affect WLB (Brian, 2008).
Technology has shaped the way we organize and maintain many different aspects of our personal and
work lives. Technology supports individuals to balance work & life in many ways. E.g. schedule

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appointments, store important documentation, run business operations, communicate with others, keep
in touch, carry out banking & financial activities, household activities and transport arrangement. It
results in reduced stress levels at both works, & home, greater focus, & concentration, improved job
satisfaction, much time to pursue personal goals, interests & hobbies and enhancement of health
(physical & mental). Yet, some studies showed that there is no significant impact of work-related
technologies on WLB. Moreover, Duxbury (1992) claimed that there is no impact of non-work-related
technologies on WLB as these are likely to distract individuals.

However, the recent work particularly, those published during and after COVID-19 pandemic denoted
a significant and positive impact of technology on WLB. This might be a relationship as most employees
throughout the world were working from home and it is these technologies that facilitated them in
balancing work life (Ren, et al., 2020). People were able to check up on their parents, spouses, children,
relations and friends although they were not accessible through non-work-related technologies which
eliminated stress in minds (Kramer & Kramer, 2020). The case of Gen Y employees would be even
complex due to their greater technological penetration. Moreover, Sri Lankan apparel industry which is
generally reported for WLB anomalies (Embuldeniya, 2015; Dissanayake & Ali, 2013) considered as a
pertinent site to investigate the identified research gap. As such, research findings would be valuable in
understanding the role of technology; in the forms of work-related and non-work-related in balancing
work and life.

Methodology

The deductive reasoning was engaged within the quantitative approach in testing the hypotheses
developed based on the reviewed literature. Surveying of executive employees of apparel industry
accomplished the primary data collection. Clustering of employees based on their generation allowed
drawing a random sample of Gen Y executive level employees (n = 120) from three main appeal
manufacturers operating in Sri Lanka (i.e. MAS, Brandix, Polytex) where there were nearly 1200
population items.

Independent variable, Technology was measured by two dimensions; Work-related technology usage
and Non-work-related technology usage. Dependent variable, WLB was operationalized by employing
three dimensions namely, Work life interferences with personal life, Personal life interference with work
life, and Work, Non-work interference & enhancement (Fisher, Bulger and Smith, 2009). The instrument
contained 39 items in which the response scales took the forms of dichotomous, multiple choice and
Likert scale (5-point). It was pre-tested to ensure the reliability and validity. Univariate, bivariate and
multivariate statistical techniques were performed on the collected data using SPSS version 20.

Findings

Analysis of demographic profiles evidenced the female-domination in the sample (63%). This is
prevalent in the apparel industry too as 75% of total apparel workers represented by female workers
(BOI, 2019). The average age of the respondents falls in the range of 24-39 years. In line with that,
majority of the employees seems less experienced where average experience of respondents ranges 1-3
years. Many holds the job title of “Executives – Permanent” (43%) while the sample also includes 11%
of “Senior level managers” too. The hypotheses were tested using the results of correlation analysis as
depicted by table 1.

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Table 1. Hypothesis Testing

Pearson Decision
Factors Sig.
Correlation Supported/ Not supported
Work-related technology usage 0.8203 0.001 H1 – Supported
Non-work- related technology usage 0.7553 0.000 H2 – Supported
Source: Researcher constructed, 2020

H1 - There is a relationship between Work-related technology usage by Gen Y and their WLB
The first correlation coefficient was 0.8203 and it denotes a positive relationship between Work-related
technology usage and WLB. A r value of 0.823 reflects a strong positive relationship between variables
concerned. This value is statistically significant at 0.05 level (p = 0.001 < 0.05). Resultantly, alternative
hypothesis (H1) was supported.
H2 - There is a relationship between Non-work-related technology usage by Gen Y and their WLB
The second correlation coefficient was 0.7553 and it denotes a positive relationship between Non-Work-
related technology usage and WLB. A r value of 0.7553 reflects a strong positive relationship between
variables concerned. This value is statistically significant at 0.05 level (p = 0.000 < 0.05). Resultantly,
alternative hypothesis (H2) was supported.

Work-related technology usage – Findings implied a strong positive relationship between Work-
related technology usage and WLB in the apparel industry. The researcher evidenced greater use of
technological applications in the apparel industries which also facilitate them to work from home.
During the uprising of COVID-19 pandemic in Sri Lanka, majority of the organizations in the apparel
sector were able to work from home as they have been practicing advanced technologies. Yet, the present
findings are inconsistent with some of the previous findings those denoted a weak relationship between
Work-related technologies and WLB (Coggin, 2012). However, recent literature, those have been
released after COVID-19 pandemic denotes a significant positive relationship as most employees
throughout the world were working from home and it is these technologies that facilitated them in
balancing work and life (Ren, et al., 2020). As per Kramer & Kramer (2020), there has been a 55%
increase in usage of Work-related technologies within the past 8 months throughout the world. Moore
(2020) demonstrates that organizations like Zoom had massive revenue flowing in as majority of the
companies were working from home which assisted employees to balance their work as well as personal
life. If not for these technologies, most of organizational affairs would have come to a halt as there was
not physical meeting (Sheth, 2020). He added that, owing to the developed work-related technologies,
employees could balance their assigned work. Hence, the findings are considered to be consistent with
the current theoretical associations.
Non-work-related technology usage - A strong positive relationship between Non-work-related
technology usage and WLB in the apparel industry. This finding doesn’t compatible with some of the
previous findings those denoted a weak relationship between non-work-related technologies and WLB
as employees often get distracted with non-work-related technologies (Kristen, 2018). However, recent
literature, particularly those have been released after COVID-19 pandemic denoted that there is a
significant positive relationship between WLB and Non-work-related technologies as most employees
throughout the world were working from home (Ren, et al., 2020). People cannot forever live in isolation
and these technologies assisted them to communicate with family, friends, relations and colleagues who
enhanced mental well-being which in turn assisted them to carry out life as usual where they could focus
on office work and personal work (Sheth, 2020). Moore (2020) point out that non-work-related
technologies too paid a vital role in stabilizing mental wellness as people were distant which assisted
people to carry out life as usual although they were limited to their houses. Kramer & Kramer (2020)
argues that this wellbeing assisted in balancing work and life. Thus, the findings are considered to be
consistent with the prevailing evidences.
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Conclusion

The study aimed to identify the role of technology in managing WLB by Gen Y employees in the apparel
industry. Consequently, Work- related and Non-work- related technological usage were assessed against
the WLB. Results of correlation analysis, evidenced a significant relationship between both types of
technological usage and WLB. Hence, it is concluded that the technology plays a vital role in balancing
the work and life. Implications suggested in accounting technology as a determinant of WLB followed
by in depth investigations. Recommendations were made as to what practical steps be followed in
enhancing WLB such as discussing with employees regarding work-related technologies and what
improvements can be made to enhance WLB, arrange an external resource person in technology to speak
on new technologies that can assist in managing work and personal life better, set up games or relaxation
lounge where employees can reduce work stress and allow personal time at work where they can interact
with colleagues, family and friends via social media rather than blocking the social media sites.

References

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Ahuja, M. K. (2007). IT road Warriors: Balancing Work Family Conflict, Job autonomy and work load
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Embuldeniya, A. (2015). Impact of Apparel Industry on the Economy of Sri Lanka. Journal of Social
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Coggin, J. (2012). Are generational differences in work values fact or fiction? multi country evidences
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Duxbury, L. H. (1992). After-hours telecommuting and work-family conflict: a comparative analysis.

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