The Determinants Influencing Work-Life Balance-Oriented Career Pathway Decisions Among Gen Z in Malaysia

Subramaniam, Sharmilla Bala (2026) The Determinants Influencing Work-Life Balance-Oriented Career Pathway Decisions Among Gen Z in Malaysia. Masters thesis, Tunku Abdul Rahman University of Management and Technology.

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Abstract

Purpose: The purpose of this study is to examine the determinants influencing work–life balanceoriented career pathway decisions among Generation Z in Malaysia. Specifically, the study focuses on how workplace flexibility, digital-friendly job scope, and perceived rewards affect intention to join the workforce, with job autonomy acting as a mediating variable and employer branding as a moderating variable. Design/Methodology/Approach: This study adopts a quantitative research approach. A conceptual framework was developed based on relevant theories and tested using primary data collected from 400 Generation Z respondents in Malaysia. Data was gathered through a structured questionnaire using a 7-point Likert scale. The collected data was analysed using IBM SPSS Statistics, where various statistical techniques such as reliability testing, validity analysis, correlation, multiple regression, mediation, and moderation analysis were conducted to test the proposed hypotheses. Findings: The findings reveal that job autonomy has a significant positive influence on Gen Z’s intention to join the workforce. In addition, workplace flexibility, digital-friendly job scope, and perceived rewards were found to have significant positive relationships with job autonomy. The mediation analysis further confirmed that job autonomy plays an important role in explaining how these factors influence career decisions. However, the moderating effect of employer branding was not supported, indicating that while employer branding has a direct influence, it does not significantly alter the relationship between job autonomy and intention to join the workforce. Practical Implications: The results suggest that organisations should focus on enhancing workplace flexibility, providing digital-friendly work environments, and offering meaningful reward systems to attract Generation Z talent. In particular, creating roles that promote autonomy can significantly improve the likelihood of Gen Z choosing to join an organisation. These findings highlight the importance of aligning organisational practices with the expectations of the modern workforce. Originality/Value: This study contributes to existing literature by focusing specifically on work– life balance-oriented career decisions among Generation Z in Malaysia, an area that remains relatively underexplored. By examining both mediating and moderating effects within a single framework, the study provides a deeper understanding of how different workplace factors interact to influence career intentions. The findings offer valuable insights for both academic research and practical application in talent management strategies.