Work-life Balance and Sustainability of Millennial and Gen Z Remote Workers in Indonesia's Digital Gig Economy

Abstract

The rise of the gig economy and remote work is redefining Indonesia’s Millennial and Gen Z workforce, replacing fixed schedules and co-location with flexible, technology-enabled arrangements. Grounded in the Job Demands–Resources (JD–R) model, this study surveyed 300 remote professionals in the digital sector using a 33-item instrument spanning job demands, job resources, personal resources, self-efficacy, and work–life balance (WLB). Data were analyzed with Structural Equation Modeling (SEM), yielding excellent fit (CFI = 0.992, TLI = 0.991, RMSEA = 0.071, SRMR = 0.064; R²_WLB ≈ 0.95). Results show that the second-order Resources construct (job + personal) is the strongest predictor of WLB (β = +1.02, p = .002), while job demands have a small, non-significant effect (β = −0.06, p = .45); the JD × self-efficacy interaction is also non-significant. Findings indicate that remote/gig workers form a distinct occupational group whose well-being is resource-contingent rather than demand-driven. In contrast to traditional employment models, their balance depends less on workload and more on access to autonomy, role clarity, peer collaboration, digital coordination, and psychosocial support. Strengthening these organizational and personal resources is therefore the most effective lever to sustain WLB and convert flexibility into long-term sustainability for Indonesia’s young digital workforce. The study extends the JD–R framework to digitally mediated work in a developing-economy setting and offers actionable guidance for employers, TVET providers, and policymakers seeking human-centred, equitable productivity in the gig economy.