As employees increasingly interact with their professional contacts in online social networks that are personal nature, such as Facebook or Twitter, they likely to experience a collision of and identities unique this new expanding space. In particular, present boundary management identity negotiation opportunities challenges because invite nontailored self-disclosure broad audiences while offering few the physical cues normally guide interactions. How why do manage boundaries between...

Increasing attention is being paid to the impacts of country-level contexts on work-life interface. However, lack theoretical clarity as well operationalization challenges are significant roadblocks for comparative research. This article provides guidance cross-national research by conducting a systematic interdisciplinary review conceptual and empirical work cultural (i.e., values, assumptions, beliefs shared individuals with common historical experience) structural rules constraints...

In this essay, we develop a framework for understanding the evolving relationships between technology, work, and family. We focus primarily on temporal, spatial, relational boundaries work family ways in which technology is changing boundary management practices. suggest that ubiquity power of communications technologies require active and, specifically, development form cultural capital call digital capital. are concerned technological changes currently underway may deepen reinforce social...

Many employees hesitate to use work-life policies (e.g., flexible work arrangements, leave, on-site services) for fear of career consequences. However, findings on the actual consequences such are mixed. We debundle policies, which we view as control mechanisms that may operate in an enabling way, giving some latitude over when, where, and how much they work, or enclosing promoting longer hours premises. Drawing signaling attributional theories, construe nature used a devotion signal;...

Abstract The COVID‐19 pandemic has thrust millions of workers into high‐intensity telecommuting. While much research examined the first months pandemic, little is known about how have responded to this new work arrangement over time. stressor‐reaction perspective suggests that any strain related physical separation from coworkers may persist as long stressor present, while adaptation implies individuals adopt behaviours help them adjust once initial shock over. This examines changes in...

Despite much research, it remains unclear whether and how organizational work—life resilience initiatives (WLRI) enhance employee commitment. To open this black box, theory-building research analyses 73 in-depth interviews in a multinational pharmaceutical company. WLRI foster desirable outcomes for almost two-thirds of the sample (loyalty, pride, calculated appreciation use as management tools), yet may have negative (disappointment, obligation to stay) or no outcome (indifference)....

This study examines line managers’ rationales regarding reduced-load work (RLW), an emerging talent management practice allowing professionals to reduce their workload and take a pay cut, while actively remaining on career path. Unlike fl extime telework, RLW addresses professionals’ core problems of rising hours workloads. Interviews with 42 managers in 20 North American employers suggested that were more likely support for employees whom they saw as (1) high-performers, (2) exible use RLW,...

The management of work–life boundaries is portrayed in the literature as being a matter individual choice. Accordingly, organizational influence has been underestimated. first objective this article therefore to determine whether an culture integration (e.g. expectations about taking work home) can individuals' ability act on their personal preference for segmentation. second mismatch between and preferences emotional state employees and, if so, what way. A study 243 showed that perception...

Reduced-load (RL) work, a flexible customized form of part-time work in which full-time job is redesigned to reduce the hours and workload while taking pay cut, can enable sustainable careers. Yet previous research suggests mixed results, with RL facing implementation hurdles such as insufficient reduction, stalled careers often adversely affecting women caregivers. This study, therefore, focuses on sheds light key issues under-examined prior studies: 1) redesign tactics that supervising...

Why are organizational work–life initiatives endorsed in some countries such as the US or UK, while they generate little interest France and other non-Anglo-Saxon environments? In a qualitative theory-building approach, this paper assesses gap workplace practices adoption among US, analyzes in-depth interviews with 44 human resources (HR) officers, employee representatives, unions, service providers France. Five main factors explain of potentially countries: (1) employer versus State...

Purpose The purpose of this paper is to explore the use and misuse swearing in workplace. Design/methodology/approach Using a qualitative methodology, authors interviewed 52 lawyers, medical doctors business executives UK, France USA. Findings In contrast much incivility social norms literatures, find that male female executives, lawyers all ages admit swearing. Further, can lead positive outcomes at individual, interpersonal group levels, including stress-relief, communication-enrichment...

We propose and test a relational boundary blurring framework, examining how employees’ evaluations of colleagues’ characteristics drive their decisions to connect with colleagues as friends online....

Drawing on new institutionalism theory, this study examines the influence of institutional logics, belief systems that direct decision-makers’ attention to particular sets issues, human resource (HR) adaptation demographic changes. We argue prevalence age-neutral HR management and age-related practices such as age assessment older worker-targeted practices, are shaped by strength strategic (business case), benchmarking (comparing one’s set policies with peers’) compliance (laws regulations)...

The COVID-19 pandemic has precipitated a massive adoption of high-intensity work-from-home (WFH), form work organization that is expected to persist. Yet, little known about the predictors and mechanisms underlying employees' successful adjustment WFH. Drawing on signaling theory, we identify psychological climate for face time (i.e., an employee's perception their values physical presence in office) as antecedent WFH adjustment. We argue when employees perceive encourages time, they may...