an article by Helen Nicholas (HCNPsychology, Frome, Somerset) and Almuth McDowall (School of Psychology, University of Surrey), Community, Work & Family Volume 15 Issue 3 (2012)
Abstract
Whilst business travel is deemed important for organisational success and economic outcomes, little is known about the actual process of business travelling from the perspective of individuals who undertake such travel on a regular basis.
Thus the current qualitative study examined how business travellers (three women and eight men) attempt to find a balance between work and family, by focusing on how time together and time apart are experienced.
The results can be interpreted and framed within work/family border theory in that business travellers’ borders are less defined and less permeable, thus requiring them to border-cross more frequently. This necessitates a process of negotiation with key border-keepers (their spouse/partner).
Business travellers also undertake compensatory behaviours to make up their time away from family. In order to find a work/family balance, they go through a process of adapting, negotiating and tailoring their lives around their work commitments to alleviate work–life conflict.
Showing posts with label work-family_boundary. Show all posts
Showing posts with label work-family_boundary. Show all posts
Friday, 2 November 2012
Monday, 5 March 2012
Work-Family Role Blurring and Work-Family Conflict: The Moderating Influence of Job Resources and Job Demands
Paul Glavin and Scott Schieman (University of Toronto, Ontario) published in Work and Occupations (February 2012)
Abstract
Using border theory and the job demands resources model, we examine the work antecedents of work-family role blurring and its consequences for work-to-family conflict in a national sample of U.S. workers. Job predictors of role blurring include jobs with more authority, excessive work pressures, schedule control, and decision-making latitude. Role blurring is associated with higher levels of work-to-family conflict, though the strength of this association is contingent on workers’ access and exposure to certain job resources and job demands. Specifically, the association is stronger among workers reporting excessive pressures, and weaker among those with decision-making latitude and some schedule control.
Abstract
Using border theory and the job demands resources model, we examine the work antecedents of work-family role blurring and its consequences for work-to-family conflict in a national sample of U.S. workers. Job predictors of role blurring include jobs with more authority, excessive work pressures, schedule control, and decision-making latitude. Role blurring is associated with higher levels of work-to-family conflict, though the strength of this association is contingent on workers’ access and exposure to certain job resources and job demands. Specifically, the association is stronger among workers reporting excessive pressures, and weaker among those with decision-making latitude and some schedule control.
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