This article explores the relationships between passion for work and work-family conflicts (WFC). Using a multidimensional perspective of WFC, 2 studies (Study 1 ϭ 91 civil servants; Study 2 ϭ 679 teachers) tested a model in which passion for work predicted psychological distress through 4 types of WFC. In Study 1, results revealed that harmonious and obsessive passion for work negatively and positively predicted psychological distress, respectively, and that these relationships were mediated by strain-based work-to-family conflict (WIF). In Study 2, another potential mediator was added to our model, namely, work satisfaction. Results showed that harmonious passion negatively predicted psychological distress through enhanced work satisfaction and reduced strain-based WIF. Obsessive passion for work positively predicted psychological distress through enhanced strain-based WIF and strain-based family-to-work (FIW). Obsessive passion was positively related to all four types of WFC, whereas harmonious passion seemed to protect workers from experiencing WFC. Important contributions made to the passion and work-family conflict literatures are discussed.
Work-life balance is an important issue in today's world and the different strategies used by people to manage their work and their personal life can have a great impact. Two studies were conducted (study 1: n = 117; study 2: n = 293) to examine how boundary segmentation preferences (studies 1 & 2) and boundary integration strategies (study 2) affect work-family conflict and enrichment. Results from structural equation modeling partly confirmed the hypothetical model in both studies. Study 1 showed that work-home segmentation preference negatively predicted work-family enrichment, while home-work segmentation preference negatively predicted family-work enrichment. Study 2 provided similar results, as it showed that work-home segmentation preference negatively predicted work-family enrichment. It also showed that work-home segmentation preference positively predicted work-family conflict and home-work segmentation preference positively predicted work-family enrichment, while work-life integration strategy positively predicted work-family conflict, family-work conflict, work-family enrichment and family-work enrichment. No significant relationship was found between life-work integration strategy and any of the dependent variables. Findings from these studies highlight the importance of using appropriate boundary management strategies in order to promote a better work-life balance. They also enhance current knowledge related to boundary management and work-life balance by examining relationships with work-family enrichment.
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