印度的酒店業正面臨著技術工人的短缺,但是,大約27%的龐大人口屬於Z世代,他們正在逐漸加入勞動力大軍, 解決方案似乎很明顯,吸引並僱用了Z代工人。Z世代與前幾代人有典型不同,因此了解他們對工作場所的期望至關重要。因此,本研究旨在了解Z世代對酒店業工作與生活平衡的期望和看法。使用定性方法, 研究發現,Z世代優先考慮滿足社會和個人需求,以實現工作與生活的平衡,並具有選擇工作時間和工作方式的靈活性,這才是吸引人的地方 到Z世代。穩定的工作環境和下班時間比Z世代的高薪更為重要。

The hospitality industry in India is facing a shortage of skilled labor, however, with approximately 27% of its vast population belonging to Gen Z who are gradually joining the workforce, the solution seems obvious, attract and hire Gen Z workers. Gen Z is characteristically different from previous generations, so it is crucial to understand what they expect from their workplace. Therefore, this study aims to understand the expectations and perceptions of Gen Z concerning work-life balance in the hospitality industry. Using a qualitative approach, the study finds that Gen Z prioritizes fulfillment of social and personal needs to maintain equilibrium between their work and life, additionally, having the flexibility to choose their working hours and mode of working is what appeals to Gen Z. A stable work environment and time to unplug from work are more important than a high salary for Gen Z.

Validation Letter i
Acknowledgment ii
摘 要 iii
Abstract iv
Table of Contents v
Table of Tables vii
1. Introduction 1
2. Literature Review 3
2.1. Generation Z 3
2.1.1. Definition 3
2.1.2. Key Characteristics 4
2.1.1. Workplace expectations 5
2.2. Work-life Balance 7
2.2.1. Definition 7
2.2.2. Work-life Balance and Remote work 8
2.2.3. Work-life Balance in the post-Covid world 9
2.3. Hospitality industry in India 9
2.3.1. Work-life Balance in Hospitality Industry 10
3. Methodology 12
3.1. Research Design 12
3.1. Participants 13
3.2. Data Collection 14
3.3. Data Analysis 15
4. Results and Discussion 16
4.1. Meaning of Work-life Balance 16
4.2. Work-life Balance in the Hospitality Industry in India 17
4.3. Social Needs: 18
4.4. Personal Needs 19
4.5. Time Management 20
4.6. Team-Work 21
4.7. Compensation and Benefits 22
4.8. Work 23
5. Conclusion 25
5.1. Summary of Results 25
5.2. Theoretical and Managerial Implications 26
5.3. Limitations. 27
References 28
Appendix 35

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