Linking demands to work-family conflict through boundary strength

Abstract

Purpose The purpose of this paper is to propose and test a model to examine how the active management of work-family boundary strength acts as behavioral mechanism through which role-based factors – role demands and role identity – influence the conflict experienced by individuals. Design/methodology/approach Three studies were conducted to examine the proposed model. Studies 1 and 2 used an experimental design to test the causal effects of role demands on the strength of work and family boundaries, whereas Study 3 surveyed 389 working professionals to test the interactional and mediating effects of the model variables on inter-role conflict. Findings Results suggest that increasing demands in one domain weaken the boundary strength around the cross-domain to make resource drain possible, which, in turn, increases the conflict experienced in that domain; moreover, results show that work identity reinforces the weakening of the boundary strength at home caused by increasing work demands. Research limitations/implications The study of boundary management decisions as an underlying mechanism through which individuals’ role-based factors affect work-family conflict (WFC) can offer new insights into how to manage increasing work-family responsibilities. Practical implications This study findings can help individuals to cope with role demands and organizations to promote a culture that supports work-family balance. Originality/value This paper advances WFC research by examining alternative mechanisms through which role demands influence WFC. Methodologically, the research improves on past studies by bringing together experimental and correlational designs.

Impact of Role Conflict on Intention to Leave Job With the Moderating Role of Job Embeddedness in Banking Sector Employees

“…That role ambiguity is reported mainly as a result of miscommunication. Role ambiguity can be overcome through clear communication of job responsibilities and duties (Furtado et al, 2016).…”

Does flexible work ‘work’ in Australia? A survey of employed mothers’ and fathers’ work, family and health

“…Enacting family roles at work, or vice-versa, may not align with personal desires and this incongruence is likely to promote conflicts and interfere with parents' psychological availability after work (Chen et al, 2009;Danner-Vlaardingerbroek et al, 2013;Kreiner et al, 2009). It may also drain resources from one domain to the next if boundaries cannot be maintained (Furtado, Sobral, & Peci, 2016). Although mixed, prior research using boundary management theory suggests that integration, a feature of IWAFs, links to stronger work outcomes but poorer personal outcomes including work-family conflict and exhaustion (Allen, Cho, et al, 2014;Dettmers, 2017).…”

Intégrer ou segmenter travail et famille? Vers une nouvelle compréhension des effets de la charge de travail

“…De la même façon, l'incohérence entre ce qui est souhaité (segmenter) et la réalité (une influence du travail sur la famille) rendrait la perception du conflit travailfamille encore plus grande. D'ailleurs, Furtado et al (2016) expliquent que, lorsqu'un individu doit faire face à une charge de travail élevée dans le domaine professionnel, celle-ci affaiblit la frontière entre le travail et la famille, le forçant à puiser dans des ressources familiales pour réaliser le travail. Une autre étude, celle de Leduc et al (2016) montre également une influence positive de la préférence pour la segmentation des rôles sur le conflit travail-famille, ajoutant ainsi à la présente hypothèse quant au rôle réel de la segmentation.…”