Advancing measurement of work and family domain boundary characteristics

Recent research offers promising theoretical frameworks for thinking about the work–family interface in terms of the boundaries individuals develop around work and family. However, measures for important constructs proposed by these theories are needed. Using two independent samples, we report on the refinement of existing boundary flexibility measures. Additionally, inter-domain transitions are introduced as a theoretically sound conceptualization of the frequency with which the work and family domains come in contact. Results from Study 1 further support the existence of two flexibility factors, willingness and ability, for the work and family domains, respectively. Results from Study 2 provide evidence for the nomological network surrounding the flexibility and inter-domain transitions measures in relation to role centrality, perceptions of domain blurring, and family-supportive organizational perceptions. Also, as hypothesized, boundary flexibility predicted inter-domain transitions, and inter-domain transitions predicted work–family conflict, with additional support for several hypothesized mediated effects between these constructs.     

Family boundary characteristics,work–family conflict and life satisfaction: A moderated mediation model

Although work–family border and boundary theory suggest individuals' boundary characteristics influence their work–family relationship, it is largely unknown how boundary flexibility and permeability mutually influence work–family conflict and subsequent employee outcomes. Moreover, the existing work–family conflict research has been mainly conducted in the United States and other Western countries. To address these gaps in the work–family literature, the present study examines a moderated mediation model regarding how family boundary characteristics may influence individuals' work–family conflict and life satisfaction with a sample of 278 Chinese full‐time employees. Results showed that employees' family flexibility negatively related to their perceived work interference with family (WIF) and family interference with work (FIW), and both these two relationships were augmented by individuals' family permeability. In addition, WIF mediated the relationship between family flexibility and life satisfaction; the indirect effect of family flexibility on life satisfaction via WIF was stronger for individuals with higher family permeability. The theoretical and managerial implications of these findings are discussed.     

Transitioning between work and family roles as a function of boundary flexibility and role salience

This study investigates the manner in which people separate their work and family roles and how they manage the boundaries of these two important roles. Specifically, we focus on how role flexibility and salience influence transitions between roles. Results indicate that the ability and willingness to flex a role boundary and role salience are important predictors of transitions between roles. The joint effects of role flexibility and salience on transitions provided interesting results regarding the importance of role boundary flexibility and of the increasing importance attached to the family role. Limitations, suggestions for future research, and implications are discussed.     

Flexing Work Boundaries: The Spillover and Crossover of Workplace Support

Using boundary theory and conservation of resources theory, we examined how job incumbents’ perceptions of supervisor instrumental support and organizational segmentation support influence outcomes for both the incumbent and the spouse. First, we examined how supervisor instrumental support and organizational segmentation support shape incumbents’ perceived ability to flex work boundaries and thus affect their experience of family functioning and their organizational commitment. Second, we examine the effects of supervisor instrumental support and organizational segmentation support on spousal martial satisfaction and the spouse's commitment to the incumbent's employing organization as mediated through boundary flexibility and the spouse's perception of successful boundary management by the incumbent. Using a matched set of 503 subordinates and their spouses, this study found that both supervisor instrumental support and organizational segmentation support contribute to work boundary flexibility. Further, for the incumbent, family functioning and organizational commitment were enhanced through work boundary flexibility, whereas for the spouse, marital satisfaction and commitment to the incumbent's organization were enhanced through both incumbent work boundary flexibility and the spouse's perception of successful boundary management by the incumbent. We discuss the study's implications for theory, research, and practice while suggesting new research directions.     

The Impact of Organizational Factors on Psychological Needs and Their Relations with Well-Being

Purpose

The purpose of the present research was to examine the relationships between perceived organizational support, perceptions of supervisor’s interpersonal style, psychological need satisfaction and need thwarting, and hedonic and eudaemonic well-being.

Design/Methodology/Approach

In Study 1 (n?=?468), we tested a model in which workers’ perceived organizational support and their perceptions of their supervisor autonomy support independently predicted satisfaction of the workers’ needs for autonomy, competence, and relatedness, which in turn predicted aspects of hedonic and eudaemonic well-being. In Study 2 (n?=?650), workers’ perceptions of supervisor controlling behaviors and need thwarting were added to the hypothesized model tested in Study 1. Scales of work satisfaction and positive affect were used to assess hedonic well-being, and a scale of psychological well-being was used to assess eudaemonic well-being.

Findings

Perceived organizational support and supervisors’ interpersonal style related to basic need satisfaction (Studies 1 and 2) and need thwarting (Study 2). In turn, need satisfaction predicted higher levels of hedonic and eudaemonic well-being, while need thwarting was negatively associated with hedonic and eudaemonic well-being.

Implications

The present results underscore the importance of understanding the mechanisms through which organizations and managers related to workers’ hedonic and eudaemonic well-being.

Originality/Value

This is the first research to provide evidence for the mediating role of need satisfaction and need thwarting in the relationships between perceived organizational support, perceptions of supervisor’s interpersonal style, and hedonic and eudaemonic well-being. The present results were obtained in two samples of employees from various small to large companies.     

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。     

Reinforcement sensitivity theory at work: punishment sensitivity as a dispositional source of job-related stress

Gray's reinforcement sensitivity theory (RST) describes two important personality constructs; sensitivity to reward and sensitivity to punishment. In two studies, we examine whether these constructs can be considered dispositions to work stress. Results of Study 1 (N = 105 employees in different occupations) indicated that employees with strong punishment sensitivity reacted more strongly to work stressors than others. This idea was confirmed in a longitudinal design in Study 2. Reward sensitivity was unrelated to stress in both studies. Overall, results strongly support the idea that punishment sensitivity is a dispositional source of work stress. Results further confirm that RST and its derived personality measures can contribute to theorizing about personality–environment interactions in a highly relevant daily setting, namely the working environment. Copyright © 2007 John Wiley & Sons, Ltd.     

Social support and work–family conflict: A test of an indirect effects model

Most work–family research on social support is based on matching domain relationships, that is, social support in the work domain is related to work interfering with family conflict (WIF) and social support in the family domain is related to family interfering with work conflict (FIW). In this research, based on the conservation of resources (COR) model, we examined the cross domain indirect relationship between social support in the work domain and FIW and the cross domain indirect relationship between social support in the family domain and WIF. We tested this model across three samples in two studies. In Study 1, we examined the cross domain influence of supervisory and spouse support on work–family conflict using two large random samples (N = 1130; N = 2769). In Study 2, we tested an expanded model of social support to include both generic and work–family specific support, and examined the cross domain indirect relationships between these two types of support on work–family conflict using a sample of 435 employees. Specifically, we proposed that social support systems in the work domain such as family friendly organizational policies, family supportive organizational climate, perceived organizational support, and perceived supervisory support will be indirectly and negatively related to FIW via WIF and that spouse/partner support will be indirectly and negatively related to WIF via FIW. Results for Study 1 provided support for the cross domain indirect effects model and results for Study 2 provided support for the cross domain indirect effects for work–family specific social support systems. We discuss implications of these results for the theory and practice of managing work–family conflict.     

Examining the constructs of work-to-family enrichment and positive spillover

This paper reports three studies examining construct validity evidence for two recently developed measures of the positive side of the work–family interface: work-to-family positive spillover (WFPS; Hanson, Hammer, & Colton, 2006) and work-to-family enrichment (WFE; Carlson, Kacmar, Wayne, & Grzywacz, 2006). Using confirmatory factor analysis, the results from the first two studies indicate that the best fitting model distinguishes between WFPS and WFE, each with three sub-dimensions. However, these studies also showed that several items measuring WFE cross-loaded onto factors measuring WFPS. Results from the discriminant analyses showed that the sub-dimensions of WFPS and WFE uniquely predicted job satisfaction and life satisfaction. Yet, when WFPS and WFE were examined as one dimension, the measure of WFE predicted life satisfaction, but the measure of WFPS did not add to the prediction above WFE. Across both studies, WFE mediated the relationship between WFPS with both job and life satisfaction. Lastly, Study 3 provides some evidence of the content adequacy of these items; however, several items overlapped in content. These results suggest that enrichment and positive spillover are distinct but related constructs, each with three sub-dimensions. Further, more work is needed to refine the measurement of WFE and WFPS; however, this research helps advance our understanding of the positive side of the work–family interface.     

Reciprocal relationships between contextual and situational motivation in a sport setting

ObjectiveThe purpose of this investigation was to test the hypothesized reciprocal top-down (TD) and bottom-up (BU) relationships between motivation at one given level and motivation at the next adjacent level in Vallerand's [1997, Toward a hierarchical model of intrinsic and extrinsic motivation. In M. P. Zanna (Ed.), Advances in experimental social psychology (pp. 271–360). New York: Academic Press] Hierarchical Model of Intrinsic and Extrinsic Motivation. These postulates were examined in two studies, whereby the dynamic interplay between motivation toward a specific life domain (i.e., contextual) and the motivation experienced during a specific point in time (i.e., situational) was examined.Method and ResultsIn Study 1, a sample of collegiate basketball players (N=162) were followed during two games at a pre-season tournament. Reciprocal TD and BU effects between athletes’ contextual motivation toward their sport and the situational motivation they experienced during their games were expected. The influence of situational factors such as perceptions of personal and team performance on situational motivation was also examined. Results from path analyses provided support for our hypotheses. Study 2 (N=150) replicated the findings of Study 1 which followed athletes during an entire basketball season. Reciprocal TD and BU effects between athletes’ contextual motivation toward their sport and the situational motivation they experienced during games of each half of the season were observed. Moreover, contextual motivation assessed at the end of the season predicted athletes’ sustained interest in their sport. Results from Study 2, also provided support for the mediating role of psychological need satisfaction on the relationship between situational factors such as perceptions of personal and team performance on athletes’ situational motivation experienced during games.ConclusionImplications for intrinsic/extrinsic motivation theory and research in the sports domain are discussed.     

Perceived versus used workplace flexibility in Singapore: predicting work-family fit

This study examined the relationship of 2 types of workplace flexibility to work-family fit and work, personal, and marriage-family outcomes using data (N = 1,601) representative of employed persons in Singapore. We hypothesized that perceived and used workplace flexibility would be positively related to the study variables. Results derived from structural equation modeling revealed that perceived flexibility predicted work-family fit; however, used flexibility did not. Work-family fit related positively to each work, personal, and marriage-family outcome; however, workplace flexibility only predicted work and personal outcomes. Findings suggest work-family fit may be an important facilitating factor in the interface between work and family life, relating directly to marital satisfaction and satisfaction in other family relationships. Implications of these findings are discussed.     

Parental marital conflict and divorce,parent–child relationships,and social support among Latino‐American young adults

Based on research documenting the harmful consequences of parental conflict and divorce, this self‐report study examined parental conflict, divorce, and social outcomes of Latino‐American young adults. Undergraduate students (N = 431) from divorced and intact families completed measures of parental conflict, quality of parent–adult child relationships, and perceptions of social support. As hypothesized, conflict was associated with poorer parent–adult child relationships, divorce was associated with poorer father–adult child relationships and higher quality mother–adult child relationships, and quality of relationships with parents was positively related to perceived social support. Contrary to expectations, perceptions of social support were not related to parental conflict. Results are discussed in terms of features of Latino families, including extended family networks as important sources of social support.     

Sex,Task, and Behavioral Flexibility Effects on Leadership Perceptions

The effects of sex and behavioral flexibility on leader perceptions were examined in small groups performing under two task conditions. We predicted, based on theory and previous empirical research, that leadership perceptions would be higher for: (1) persons higher in three indicators of behavioral flexibility (self-monitoring, self-reported behavioral capabilities, and androgyny), (2) males in general, and (3) tasks that were sex-congruent. Results showed significant, strong support for behavioral flexibility and sex effects and weak support for the effects of sex-congruent tasks. Exploratory analyses showed thatperceivedtarget capabilities mediated the effects of sex and behavioral flexibility. The discussion is organized around a theoretical model which suggests that target behavior and sex-based cues leading to leader categorization are in part mediated by inferred target capabilities. These capabilities show parallels to leadership-relevant traits such as masculinity, dominance, extroversion, and adjustment, identified in early leadership research.     

Family predictors of disease management over one year in Latino and European American patients with type 2 diabetes

Family context is thought to influence chronic disease management but few studies have longitudinally examined these relationships. Research on families and chronic illness has focused almost exclusively on European American families. In this prospective study we tested a multidimensional model of family influence on disease management in type 2 diabetes in a bi-ethnic sample of European Americans and Latinos. Specifically, we tested how baseline family characteristics (structure, world view, and emotion management) predicted change in disease management over one year in 104 European American and 57 Latino patients with type 2 diabetes. We found that emotion management predicted change in disease management in both groups of patients as hypothesized, while family world view predicted change in both ethnic groups but in the predicted direction only for European Americans. Examining family context within ethnic groups is required to elucidate unique cultural patterns. Attending to culturally unique interpretations of constructs and measures is warranted. The import of family emotion management, specifically conflict resolution, in disease management deserves further study to support clinical intervention development. Examining multiple domains of family life and multidimensional health outcomes strengthens our capacity to develop theory about family contexts and individual health.     

Boundaries for career success? How work–home integration and perceived supervisor expectation affect careers

The necessity to actively manage the work–home boundaries has drastically increased. We postulate that work–home integration may affect individuals' subjective career success via its positive effects on work goal attainment and exhaustion. Furthermore, we study perceived supervisor expectation for employee work–home integration as a boundary condition. Our three-wave online survey with 371 employees showed support for the two hypothesized moderated mediation effects. Work–home integration preference is indirectly related to subjective career success: (1) positively via home-to-work transitions and work goal attainment and (2) negatively via home-to-work transitions and exhaustion. Perceived supervisor expectation constrained work–home integration preference's direct effect on home-to-work transitions and indirect effects on subjective career success. Exploratory analysis revealed that exhaustion negatively affected all career success dimensions, whereas work goal attainment was only related to some. Our results indicate that supervisor expectation can override the effect of employee's work–home integration preference on home-to-work transitions which have a double-edged sword effect on subjective career success. Our study contributes to integrating the careers and work–life interface literature and incorporating contextual factors. Furthermore, with the exploration of differential effects on subjective career success, we advance our understanding of this outcome's nomological network.     

Measuring Relationships between Personality,Knowledge, and Performance using Single‐response Situational Judgment Tests

We report two studies that investigate single‐response situational judgment tests (SJTs) as measures of job knowledge. Study 1 examines relationships between job knowledge measured by a single‐response SJT, personality, and performance for museum tour guides. Study 2 extends Study 1's findings with a sample of volunteers using a single‐response SJT about volunteerism. In both studies, personality was related to knowledge, and knowledge predicted performance. In Study 2, knowledge accounted for incremental variance in performance beyond personality, but personality added no incremental variance beyond knowledge. Results suggest that knowledge of effective behavior and knowledge of ineffective behavior are separate constructs. These studies demonstrate the validity of single‐response SJTs and provide evidence that knowing what to do and what not to do are separate domains.     

Perceptions of Family Relationship Factors and Depressive Symptoms in Adolescents: What Roles Do Parents and Gender Play?

The association of adolescents’ perceptions of family relationships and adolescent depressive symptoms was investigated using a sample of 2,918 youth participating in the National Longitudinal Survey of Youth 1997. Boys showed fewer depressive symptoms than girls, as hypothesized. In general, adolescents’ perceptions of family relationships were negatively related to depressive symptoms. Mother support of father predicted depressive symptoms for girls only, whereas father support of mother predicted depressive symptoms for boys only. These findings contradict previous research that suggested family functioning is more related to outcomes of adolescent girls than boys. Suggestions for future research and implications for marital and family therapists are discussed.     

Transition to success on the model room task: the importance of improvements in working memory

Previous work has shown that children under age 3 often perform very poorly on the model room task, in which they are asked to find a hidden toy based on its location in a scale model. One prominent theory for their failure is that they lack the ability to understand the model as both a physical object and as a symbolic representation of the larger room. A hypothesized additional component is that they need to overcome weak, competing representations of where the object was on a previous trial, and where it is in the present trial, in order to succeed in their search. Children aged 33–39 months were tested on the model room task, as well as on measures of cognitive inhibitory control, cognitive flexibility, and working memory. Results showed that performance on the model room task was not predicted by measures of inhibitory control or cognitive flexibility, but was predicted by performance on the Delayed Recognition Span Test (DRST), a measure of working memory. These findings lend support to the theory of competing representations and demonstrate the necessity of updating and maintaining strong representations in working memory to succeed in the search task.     

Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences

Pursuing personally valued goals in work and family is important for many people, yet research has only partially addressed how individuals can actively manage the work–family interface. We examined the role of action regulation at the work–family interface (AR-WF) as an integrated individual-level approach to attain favorable work–family outcomes through the selection and pursuit of goals at the work–family interface. We investigated the relation of AR-WF to theoretically derived correlates and outcomes in two time-lagged studies with samples from the USA and Germany, based on a newly developed and validated measure to assess AR-WF. Overall, results showed that AR-WF is positively related to dispositional self-regulation, work and family role commitment, work and family goal regulation, and work and family social support. In contrast, AR-WF was largely unrelated to work and family role demands and segmentation or integration boundary enactment. AR-WF further positively related to work and family goal attainment, as well as work–family enrichment beyond related constructs. However, AR-WF was also positively related to increased work-to-family conflict. We discuss how a focus on action regulation can be useful for attaining a better understanding of the active role that people play in managing multiple role demands at the work–family interface.

     

Work and home boundary violations during the COVID-19 pandemic: The role of segmentation preferences and unfinished tasks

During the COVID-19 pandemic, an unprecedented number of employees faced the challenges of telework. However, the current literature has a limited understanding of the implications of employees' obligated home-based telework and their satisfaction with the work and home domains. We use boundary theory to examine work and home boundary violations in relation to satisfaction with domain investment in two daily diary studies, examining both domain-specific and cross-domain effects. In addition, we examine the moderating role of segmentation preferences in both studies and investigate the mediating role of work- and home-related unfinished tasks in Study 2. Both studies provide empirical evidence of the domain-specific relationship between boundary violations and domain satisfaction and provide limited support for cross-domain effects. Neither study finds support for the notion that segmentation preferences moderate the relationship between boundary violations and domain satisfaction. Finally, the results of Study 2 highlight the importance of unfinished tasks in the relationship between boundary violations and domain satisfaction. Specifically, work and home boundary violations relate to an increase in unfinished tasks in both domains. Finally, the indirect effects suggest that home-related unfinished tasks may be detrimental to satisfaction in both domains, while work-related unfinished tasks may be detrimental for work-related, but not home-related, satisfaction.