We investigated how people manage boundaries to negotiate the demands between work and home life. We discovered and classified four types of boundary work tactics (behavioral, temporal, physical, and communicative) that individuals utilized to help create their ideal level and style of work-home segmentation or integration. We also found important differences between the generalized state of work-home conflict and "boundary violations," which we define as behaviors, events, or episodes that either breach or neglect the desired work-home boundary. We present a model based on two qualitative studies that demonstrates how boundary work tactics reduce the negative effects of work-home challenges.

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Organizational members are often faced with tremendous demands on their individual identities that affect their performance at work and their well-being as individuals.Previous research has been limited, however, by typically studying identity at either the individual or the organizational level. We therefore introduce a boundary approach that simultaneously examines identities across levels in order to better understand these identity demands. Specifically, we examine boundary dynamics that are negotiated at the interface of individual and organizational identities. We introduce the identity boundary dynamics of identity intrusion, distance and balance as different manifestations of identity boundary (in)congruence, both within and between individuals and organizations. Finally, we outline propositions that suggest boundary dynamics as a source of identity change.

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A pretest-posttest field study investigated self-efficacy, both general and specific, in an intensive training experience to prepare new recruits for their work assignments. Specific issues addressed include (1) the effects of the training experience on general self-efficacy (GSE), work-specific selfefficacy (SSE), and performance expectancy; (2) the effects of pretraining attitudes and beliefs on posttraining GSE and work SSE; and relations between posttraining self-efficacy beliefs and posttraining performance expectancy. Training increased GSE, SSE, and performance expectancy. Unlike GSE, work SSE was influenced by pretraining motivation, training self-efficacy, and performance expectancy. The implications of the findings for HRD research and practice are discussed from the perspectives of understanding individual characteristics of trainees, choosing methods to enhance self-efficacy, and the appropriateness of measuring general and specific self-efficacy before training (to guide planning) and after training (as an evaluation dimension).In recent years, research focusing on antecedent or pretraining influences on subsequent training outcomes and effectiveness has increased significantly. A key antecedent category is the individual characteristics of trainees, or what trainees bring to the training setting (