The influence of employee resilience, work autonomy and perceived organizational support on work-life balance among younger generation employees of technology-based service provider companies

In Malaysia's fast-changing digital economy, younger employees, especially those from Generations Y and Z, face increasing difficulties in keeping a healthy work-life balance. This study examines the impact of three key factors: employee resilience, work autonomy, and perceived organizational support, on the work-life balance of young workers in tech-based service provider companies. Using Social Exchange Theory, this research examines how individual, job-related, and organization-level resources together influence younger workers' ability to handle their professional and personal duties. A quantitative research design was used, with an online questionnaire sent to 116 employees aged 18 to 40 from two Malaysian tech firms. The study measured employee resilience, work autonomy, perceived organizational support, and work-life balance using validated tools. Descriptive statistics, Pearson correlation, and multiple linear regression were employed to analyse the data. The results showed that all three factors, employee resilience, work autonomy, and perceived organizational support, significantly relate positively to work-life balance. Among them, perceived organizational support was the strongest predictor, followed by work autonomy and employee resilience. The findings highlight the crucial role of supportive organizational environments in improving work-life balance for young employees. While resilience helps, factors like autonomy and perceived support have a greater impact. This study contributes to the growing body of research on employee well-being, providing practical suggestions for human resources aimed at enhancing retention and mitigating burnout in demanding, tech-focused industries. It also suggests future research should explore these dynamics in wider contexts and over longer periods.