This study investigates individual and organizational factors that motivate employees to enact the work role in the nonwork domain (work-to-nonwork integration behavior). We argue that implications of work-to-nonwork integration may be better understood by learning more about the reasons why employees perform integration behavior. Based on the reasoned action approach (RAA), we examined four antecedents of employee integration behavior: individuals' attitudes toward integration (integration preference), perceived employer expectations (injunctive norms), perceived integration behavior of coworkers (descriptive norms), and perceived control to manage the work-nonwork interface (behavioral control). The results of structural equation modeling with a heterogeneous sample of 748 employees indicated the relevance of all four RAA factors in explaining integration behavior 1 month later. Specifically, the individual preference to integrate evolved as the strongest motivational aspect, followed by injunctive norms. Additionally, our results suggest that injunctive and descriptive norms each explained unique variance in integration behavior. Organizational interventions may aim at shaping both norms and behavioral control to improve employees' work-nonwork boundary management. Furthermore, making employees aware of the importance of their integration preferences is a critical factor for actively managing the work-nonwork interface.

Employment is often undertaken simultaneous with providing unpaid care for an elderly or disabled family member. These dual responsibilities can create substantial inter-role conflict. The current study considers how these roles affect work-family conflict by examining: (i) the process which the gender of employees with caregiving responsibilities shapes work-family conflict and (ii) whether this effect of employee gender is moderated by the societal level of gender egalitarianism. Data were collected from employees with caregiving responsibilities in 33 European countries. Findings suggest that the mediated relationship between gender and work-family conflict is moderated by gender egalitarianism. As gender egalitarianism increases, women's commitment to caregiving is unchanged, while men, contrary to expectations, provide less caregiving. This gendered effect leads to an adjustment in an employee's job tasks, which in turn, reduces work-family conflict.Overall, the findings suggest that gender, job tasks and cross-cultural variables are important considerations at the interface of employment and caregiving.

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Within the last decades the world of work has changed enormously. Due to new Information and Communication Technologies (ICT), working at any time from any place has become possible. Flexibility, availability and the dissolution of boundaries between work and private life are the possible results of this development. The spread of this development and possible consequences on the affected employee's health and wellbeing have been examined so far especially in big companies. Small and medium-sized enterprises (SME) are rarely subjects of scientific studies in this context. The aim of this work was to develop a guideline based on experiences and results of a study regarding flexibility in the business world (FlexA), as well as a systematic literature research. The target populations of this guideline are SMEs, focusing on integrating a health promoting way in dealing with ICT, flexibility and availability within the corporate culture. In order to delineate the current state in of research in ICT-related work interventions, a systematic review in data bases e. g. PsycINFO, EconLit and Medline was carried out. The search strategy used the key words "work", "intervention", "ICT", "mental strain", "flexibility" and "availability". In addition, grey literature and findings from the FlexA study were used to formulate the current guideline. Based on the exclusion criteria, all studies from the systematic literature search were excluded after title and abstract screening. Within grey literature research, 4 relevant publications could be identified. The measures, developed during the corporate workshops of the FlexA study, e. g. the implementation of collective regulations in the company, were included in the guideline. Due to the ongoing development of ICT and flexibility in daily business life, it is getting more and more important to follow this progress. Executives and corporate management are responsible to actively shape this trend in a health-promoting way in their enterprises. The current guideline was made to support the corporate management in this task and it is an important instrument for a health-promoting use of ICT in daily business life taking in to consideration flexibility and availability.