Role identity salience and boundary permeability preferences: An examination of enactment and protection effects

Capitano, Johnna; DiRenzo, Marco S.; Aten, Kathryn; Greenhaus, Jeffrey H.

doi:10.1016/j.jvb.2017.07.001

Cited by 33 publications

(44 citation statements)

References 41 publications

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“…This suggests that women entrepreneurs who have a high work salience lay more emphasis on work and are more willing to adjust the construction of their family demands to accommodate their work demands as well as also create permeable boundaries between their work and family roles as they hold a collectivist belief of work as complementary rather than competing with family life (Spector et al, 2007). This corroborates studies by Capitano et al (2017) which found that individuals that have a high salience of a specific role usually create permeable boundaries around their other multiple roles so that the highly salient role can be enacted in these other domains.…”

Section: Discussionsupporting

confidence: 89%

Role Salience and the Growth Intention of Women Entrepreneurs: Does Work-life Balance Make a Difference?

Neneh

2021

Span. J. Psychol.

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Work and family are two of the most competing and salient roles in the life of every individual. As such, individuals often make behavioral decisions based on the relative salience (work or family) they attach to these life roles. Given that growth intention is a vital behavioral choice in the life of an entrepreneur, this study examined how role salience influences the growth intentions of women entrepreneurs. Moreover, for most women entrepreneurs, their family domain is highly entwined with the business domain, and as such, having an adequate work-life balance is often a vital personal goal. Thus, this study also examined the influence of work-life balance on the growth intentions of the women entrepreneurs as well as its moderating effect of on the relationship between role salience and growth intentions. Based on self-reported data from women entrepreneurs (N = 300), the findings of this study using logistic regression analysis revealed that both work role salience (b = .88, p < .001) and work-life balance (b = .73, p < .001) have a positive effect on the growth intentions of women entrepreneurs. Additionally, work-life balance also moderated the relationship between work role salience and growth intention such that the positive association is strengthened at high levels of work-life balance (b = .90, p < .001). The study culminates with a discussion of the implications and suggestions for future research.

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Section: Discussionsupporting

confidence: 89%

Role Salience and the Growth Intention of Women Entrepreneurs: Does Work-life Balance Make a Difference?

Neneh

2021

Span. J. Psychol.

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“…It would be beneficial for future research to continue using a cluster approach (e.g. Capitano, DiRenzo, Aten & Greenhaus, 2017) to better understand the antecedents, outcomes, and boundary conditions of work–non‐work management styles (e.g., Ammons, 2013) with respect to work‐life and job outcomes.…”

Section: Discussionmentioning

confidence: 99%

Managing boundaries between work and non‐work domains: Personality and job characteristics and adopted style

Gardner

Lauricella

Ryan

et al. 2021

J Occupat & Organ Psyc

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With an increasing overlap between the work and non‐work domain, more research is needed to understand the factors that relate to how individuals manage their boundaries across multiple roles (i.e., work roles, family roles). Using a sample of 498 individuals, we explored the relationships between personality, O*NET job characteristic variables, and boundary management styles. Results revealed that job responsibility and work structure related to cross‐role interruptions and work identity centrality. Further, conscientiousness was related to greater perceptions of boundary control, family identity centrality, and fewer interruptions of work, while neuroticism was related to fewer interruptions of non‐work. Finally, the present findings replicated four of six defined boundary management styles put forth in prior research. Theoretical and practical implications are discussed. Practitioner points Individuals may differ in how they enact boundaries between work and non‐work as related to their individual personality. The job in which one works may relate to the manner in which boundaries between work and non‐work are managed. Organizational efforts to help employees with boundary management may be improved if job context and employee individual differences are noted and accommodated.

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“…Finding a fulfilling work and private life and being successful in both domains has thus become a critical factor and an important struggle for individual well-being (Grzywacz and Carlson, 2007 ; Allen and Martin, 2017 ). Hence, many employees in today's workforce are facing the challenge of managing the boundaries around their work and nonwork roles in a way that promotes positive outcomes in their work, family, and personal life (Capitano et al, 2017 ).…”

Section: Introductionmentioning

confidence: 99%

Getting the Work-Nonwork Interface You Are Looking for: The Relevance of Work-Nonwork Boundary Management Fit

2018

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Recently, work-family scholars have empirically demonstrated the importance of congruence between employees' boundary management preferences and boundary management supplies provided by the work environment in relation to employee attitudes and behavior. However, a theoretically grounded construct that captures this congruence is lacking. The present study addresses this gap by developing the construct and measure of work-nonwork boundary management fit, based on the needs-supplies fit framework. We cross-validate the scale in three independent samples (n = 188, diverse group of employees, n = 75, employees from one hospital, and n = 81, employees from one car company) and in a fourth sample (n = 458, working parents), we demonstrated the importance of work-nonwork boundary management fit for employee well-being (i.e., stress and work-life conflict). In particular, we confirmed its unique role in predicting employee well-being, above and beyond workload and work interrupting nonwork behaviors. Hence, we argue for considering work-nonwork boundary management fit when studying how work-family policies and organizational culture affect employees in the workplace.

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Role identity salience and boundary permeability preferences: An examination of enactment and protection effects

Cited by 33 publications

References 41 publications

Role Salience and the Growth Intention of Women Entrepreneurs: Does Work-life Balance Make a Difference?

Role Salience and the Growth Intention of Women Entrepreneurs: Does Work-life Balance Make a Difference?

Managing boundaries between work and non‐work domains: Personality and job characteristics and adopted style

Getting the Work-Nonwork Interface You Are Looking for: The Relevance of Work-Nonwork Boundary Management Fit

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