Work–life balance v hybridním pracovním modelu: srovnání generace Z a generace Y ve finančním sektoru

This diploma thesis focuses on the issue of work–life balance in the context of the hybrid working model within the financial sector, with an emphasis on the comparison between Generation Y and Generation Z. The aim of the thesis is to analyze how employees from these generations perceive the balance between their work and personal lives, identify the key factors influencing it, and evaluate the role of hybrid work in this process. The theoretical part defines work–life balance as a dynamic process influenced by individual, organizational, and societal factors. It further examines the characteristics of Generations Y and Z, their work values and expectations, as well as the specifics of the hybrid working model. Attention is also given to theoretical approaches such as boundary management, work–life integration, and technostress, which help explain the relationship between flexible forms of work and work–life balance. The empirical part is based on qualitative research conducted through semi-structured interviews with 16 employees from the financial sector belonging to Generation Y and Generation Z and working in a hybrid model. The collected data were analyzed using thematic analysis, which enabled the identification of key patterns and meanings in the respondents’ statements. The findings indicate that the hybrid working model has an ambivalent impact on work–life balance. On the one hand, it enhances flexibility, saves time, and allows better organization of work. On the other hand, it contributes to the blurring of boundaries between work and personal life and increases the demands on individuals to manage these boundaries effectively. A key finding is that flexibility alone does not automatically lead to improved work–life balance; its effect depends on how it is utilized and on the organizational context. The research further shows that differences between Generation Y and Generation Z are not determined solely by generational affiliation but are significantly influenced by life stage, family situation, and work experience. The thesis also highlights the importance of organizational measures, particularly in the areas of work planning, availability expectations, and managerial support. The contribution of this thesis lies in linking theoretical concepts with empirical findings within a specific industry context and providing a deeper understanding of the factors influencing work–life balance in hybrid working conditions. At the same time, the thesis offers practical implications by identifying key areas and providing recommendations for organizations in the financial sector that can contribute to improving employees’ work–life balance and to a more effective implementation of hybrid working models.