组织分割供给与工作情绪衰竭的关系:工作心理脱离和工作→非工作冲突的中介作用*

采用问卷调查法,对271名企业管理人员进行调查,探讨了组织分割供给与工作情绪衰竭的关系,以及工作心理脱离和工作→非工作冲突在其中的中介作用。结构方程模型分析表明:(1)组织分割供给不仅可以通过工作→非工作冲突的中介作用负向影响工作情绪衰竭;(2)还可以通过依次影响工作心理脱离和工作→非工作冲突进而负向影响工作情绪衰竭。因此,组织分割供给对个体的非工作角色和工作角色均有积极作用。     

性别对工作→家庭冲突的影响机制:基于社会角色理论的实证分析

采用问卷调查法,对来自上海地区的261名企业管理者进行调查,探讨了性别与组织分割供给、工作中心度及工作→家庭冲突的关系。结果表明:⑴性别对工作→家庭冲突的预测作用显著,男性比女性经历的工作→家庭冲突更多;⑵组织分割供给和工作中心度在性别与工作→家庭冲突之间的中介效应均显著。相比女性而言,男性员工因获得的组织分割供给较少且其自身的工作中心度较高,导致其经历的工作→家庭冲突更多。     

社交电商中的社交-消费转换机制

社交情境和消费情境之间可以相互转换是社交电商的重要特征, 然而这种相互转换在现有社交电商采纳行为研究中却没有得到应有的重视。社交-消费转换概念的提出很好地弥补了上述研究不足。社交-消费转换是指用户从社交情境到消费情境的转换过程。基于边界理论, 从社群和用户两方面系统分析社交-消费转换的影响因素与促进机制, 有望构建体现社交电商专属特性的新理论, 帮助人们更加完整地理解社交电商采纳行为, 并为促进社交-消费转换提供切实可行的实践建议。研究内容具体包括以下4个方面：(1)社交电商中社交-消费转换的内涵与外延; (2)社群边界整合供给对整合型社交边界与社交-消费转换的影响; (3)用户边界分割偏好对整合型社交边界与社交-消费转换的影响; (4)社群边界定制氛围对整合型社交边界与社交-消费转换关系的调节作用。     

权力状态对消费者边界偏好的影响

权力在生活中无处不在, 而消费者的权力状态对其消费行为也有着重要的影响。本研究通过一系列的实验, 探讨了消费者权力状态对边界偏好的影响。研究发现, 当消费者处于高权力状态时更喜欢有明确边界的产品或者物品(例如, 明确的产品包装, 物品和标识边框)。与此同时, 消费者权力状态对消费者边界偏好的影响来源于权力引发的控制需求。     

医患冲突中的权利边界

医患冲突是医患矛盾在当代社会的爆发,是一种利益上的冲突,更是一种权利上的冲突.医患之间权利界定不清、边界混乱是医患冲突产生并不断扩大的重要成因.化解医患冲突一方面需要对权利的边界进行重新界定,在保障患者权利的同时也要兼顾医生的权利;另一方面还要防止权利的越界行使和滥用.     

边界弹性与工作-家庭冲突、增益的关系：基于人?环境匹配的视角

本研究从人?环境匹配理论的视角探讨工作和家庭边界弹性能力和边界弹性意愿对个体工作?家庭冲突和工作?家庭增益的交互影响。通过问卷法共获得494份有效数据, 基于多项式回归分析和反应曲面分析的结果表明：工作弹性能力与工作弹性意愿的匹配对工作→家庭冲突有显著的负向效应, 对工作→家庭增益无显著影响; 家庭弹性能力与家庭弹性意愿的匹配对家庭→工作冲突、家庭→工作增益有显著的负向效应。     

非工作时间工作连通行为与婚姻倦怠的关系

基于资源保存理论和溢出效应模型构建了一个有调节的中介模型,探讨非工作时间工作连通行为对婚姻倦怠的影响机制。使用非工作时间工作连通行为量表、工作家庭冲突量表、伴侣支持应对问卷(来自伴侣的支持应对和共同应对)和婚姻倦怠量表对1620位已婚的各行业职场人士进行测量。结果表明：(1)非工作时间工作连通行为对婚姻倦怠和工作对家庭的冲突有显著正向预测作用;(2)非工作时间工作连通行为通过工作对家庭的冲突对婚姻倦怠起到预测作用;(3)伴侣支持应对调节了工作对家庭的冲突对婚姻倦怠的影响。本研究为如何降低非工作时间工作连通行为对婚姻倦怠的负面影响提供了指导。     

非工作时间连通行为对工作—家庭平衡满意度的影响研究：一个有调节的中介模型

工作-家庭平衡满意度（SWFB）这一新兴构念正日益受到学界关注,信息时代下的新工作特征——非工作时间连通行为对SWFB已产生不可忽视的影响。本文基于工作-家庭边界理论,探讨非工作时间连通行为对SWFB的影响机制。通过问卷调查了237份配对样本数据,结果表明：非工作时间连通行为负向预测SWFB,心理脱离中介了非工作时间连通行为与SWFB间关系;工作-家庭中心性调节了心理脱离在非工作时间连通行为与SWFB间的中介作用。     

工作家庭两不误为何这么难？基于工作家庭边界理论的探讨

为探讨工作家庭冲突对员工工作态度和行为倾向的影响, 以国内某大型制造企业集团位于北京、杭州、西安等地7家分公司的545名员工为样本, 采取问卷调查法在两个不同时段获取数据, 考察了角色压力(角色冲突、角色模糊和角色超载)在工作干涉家庭和家庭干涉工作这两种对偶冲突模式与员工工作满意度和离职意向之间的中介作用机制。结果显示：角色压力在工作家庭冲突与工作满意度和离职意向之间起到完全中介作用, 工作满意度在角色压力和离职意向之间起到部分中介作用。结论有助于分析工作家庭冲突的深层原因并采取恰当的干预策略, 降低工作家庭冲突对员工工作态度和行为倾向的负面影响。     

无边界职业生涯取向与青年员工职业成功：职业胜任力的中介作用

基于职业成功的胜任力模型,探讨无边界职业生涯取向与青年员工职业成功的关系。采用两阶段（two-wave）问卷调查法,以385名35岁以下的年轻员工为样本进行研究。结果表明,无边界思维模式与青年员工的主观职业成功、客观职业成功均显著地正相关,职业胜任力在其中起完全中介作用;组织流动性偏好与青年员工的主观职业成功、客观职业成功均显著地负相关,职业胜任力在其中起中介作用。研究证实了无边界职业生涯取向对青年员工职业成功的“双刃剑”效应,为青年员工的职业生涯管理提供了重要启示。     

Linking Availability Expectations,Bidirectional Boundary Management Behavior and Preferences,and Employee Well-Being: an Integrative Study Approach

Information and communication technologies enable employees to be available anywhere and anytime, raising availability expectations of work and nonwork contacts. Building on the theory of planned behavior and the person-environment fit theory, the present study examines how others’ availability expectations predict employees’ management of work and nonwork boundaries, and how these bidirectional boundary management behaviors relate to well-being. Results of structural equation modeling with data from 401 employees collected in two waves show that availability expectations of both coworkers and nonwork contacts predict how employees manage the boundaries of work and nonwork domains. Thereby, availability expectations are negatively related to segmentation of the two domains and coworkers' expectations show an indirect effect on employee well-being. Further, our study shows that work-nonwork and nonwork-work segmentation behavior have divergent effects on employee well-being, indicating that asymmetric boundary management behavior with high work-nonwork segmentation and low nonwork-work segmentation may be beneficial. Besides, moderation analyses underline the importance of enabling individuals to align their boundary management preferences with their actual behavior, especially when individuals have high work-nonwork segmentation preferences. By integrating and unveiling distinct antecedents of work-nonwork and nonwork-work segmentation behavior and their divergent effects on well-being, the present study contributes to a comprehensive framework for investigating and understanding bidirectional boundary management in the face of technology-enabled availability.

     

Boundary Management and Work-Nonwork Balance While Working from Home

Within the wake of the COVID-19 pandemic, we investigate work-nonwork boundary management among workers who transitioned to remote work. Based on five waves of data and a sample of 155 remote workers, we find that the preference for segmentation was associated with greater work-nonwork balance. We also found that having a dedicated office space within the home and fewer household members was associated with greater work-nonwork balance. However, these variables did not moderate the relationship between segmentation preferences and work-nonwork balance as expected. We discuss implications for future research on boundary management processes and practices.     

Work–nonwork boundary management profiles: A person-centered approach

The goal of this paper is to advance the measurement and theory of work–nonwork boundary management styles. Boundary management styles are defined as the approaches individuals use to demarcate boundaries and attend to work and family and other nonwork roles, given identity centralities and perceived boundary control. We argue that research should be augmented with a person-centered approach, which examines how psychological measures are integrated into configurations. Integrating role and boundary theories, we identify three main characteristics of work-nonwork boundary management: (1) cross-role interruption behaviors (work to nonwork, and nonwork to work interruptions); (2) identity centrality of work and family roles, and (3) perceived control of boundaries. Using a variable-centered approach, we refined and validated these measures to create an assessment (Work–Life Indicator) that captured boundary management profiles. The profiles reflect how interruption behaviors, identity centralities, and boundary control interrelate to cluster into profiles, a set of psychological characteristics organized into a pattern of work–nonwork boundary functioning. We identify boundary management profiles and examine their relationships to key work-family outcomes. Regardless of the level and direction of interruption behaviors and centrality of work–family identities, we found that low control boundary management profiles (reactors, job warriors) tended to experience more negative work and family outcomes than did high control profiles (fusion lovers, dividers, family guardians, eclectics).     

Half a Century of Work–Nonwork Interface Research: A Review and Taxonomy of Terminologies

The extensive interest in the work-nonwork interface over the years has allowed scholars from multiple disciplines to contribute to this literature and to shed light on how professional and personal lives are related. In this paper, we have identified 48 terminologies that describe the interface or relationship between work and nonwork, and have organised them into mature, intermediate, and immature categories according to their stage of development and theoretical grounding. We also provide a taxonomy that places work-nonwork interface terminologies into a matrix of six cells based on two dimensions: (1) type of nonwork being narrow or broad; and (2) nature of the mutual impact of work and nonwork domains on one another, characterising the impact as negative, positive, or balanced. The type of nonwork dimension was informed by Frone’s (2003) classification of employees’ lives into multiple subdomains; the mutual impact dimension was informed by frameworks that organised the literature in part by negative, positive, and balanced work-nonwork interface constructs (e.g., Allen, 2012; Greenhaus & Allen, 2011). Theoretical contributions of the proposed taxonomy are discussed along with suggestions on important avenues for future research.     

Some antecedents of work-nonwork conflict

This study examined the relationships of three aspects of work schedules—shiftwork, length of workday, and work during weekends and holidays—with the perceived interrole conflict between work and nonwork. Personal background variables and characteristics of the work role itself were hypothesized to be directly related to the level of conflict and, in addition, to moderate the work schedules-conflict relationships. Subjects were 286 hotel employees. As expected all three aspects of work schedules were related to the level of felt work-nonwork conflict. Personal background variables were not related in any way to the level of conflict. Job satisfaction and organizational role conflict were found to be directly related to the level of interrole conflict and, in addition, to moderate the work schedules-conflict relationships. Together, job-related variables and the interactions among them accounted for over 50% of the variance in work-nonwork conflict.     

All in the name of work? Nonwork orientations as predictors of salary,career satisfaction,and life satisfaction

Career development increasingly demands a successful integration of work and nonwork domains. Based on work-nonwork conflict and enrichment theories, this study explored the relationship between nonwork orientations (i.e., family, personal life, and community) and both objective (i.e., salary) and subjective (i.e., career satisfaction) career success and life satisfaction over a period of six months among a sample of 548 employees from Germany. The results generally support the enrichment perspective. Family orientation showed a positive relationship with career satisfaction. All three nonwork orientations, especially family orientation, were positively related to life satisfaction. We also explored gender and age effects but found no differences in nonwork orientations between young employees aged 25–34 years and older workers aged 50–59 years. Men showed lower levels of personal life orientation than women, but no differences in family or community orientation based on gender were found. We also did not observe gender x age interaction effects. We discuss the study's implications for a whole-life perspective on career development, career success, and well-being.