Boundary role transitions: A day-to-day approach to explain the effects of home-based telework on work-to-home conflict and home-to-work conflict
Boundary role transitions: A day-to-day approach to explain the effects of home-based telework on work-to-home conflict and home-to-work conflict
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DOI：
10.1177/0018726718823071
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发表时间：
2019-12-01
期刊：
影响因子：
5.7
通讯作者：
Germeys, Lynn
中科院分区：
文献类型：
--
作者：
Delanoeije, Joni;Verbruggen, Marijke;Germeys, Lynn
某一天在家工作是否会使当天的工作和家庭角色结合起来变得复杂，或者更容易促进，为什么以及为谁而做？为了回答这些问题，我们研究了远程办公如何影响日常工作与家庭冲突以及日常家庭与工作冲突。基于边界理论，我们预计这些关系将通过日常角色转换来调节，并通过员工的偏好来调节，以保护他们的家庭（/工作）领域免受工作（/家庭）干扰。使用在 81 名员工连续 14 个工作日内收集的日记数据（N = 678 个数据点），通过多级调节中介模型对假设进行了检验。与我们的预期一致，员工在远程办公日进行了更多的从工作到家庭的过渡（即在工作时间中断工作活动以处理家庭需求），这与这些天工作与家庭冲突减少但家庭与工作冲突增加有关。他们还在远程办公日进行了更多的从家庭到工作的过渡（即中断家庭活动以应对下班后的工作需求），这与这些天更多的工作与家庭冲突有关。对于有家庭保护偏好的员工来说，后一种影响更为强烈。工作保护偏好没有调节影响。总体而言，与非远程办公日相比，员工在远程办公日经历的工作与家庭冲突较少，但家庭与工作冲突较多。
Does working from home on a given day complicate or rather facilitate combining work and home roles that day, why and for whom? To answer these questions, we examined how a teleworking day affects daily work-to-home conflict and daily home-to-work conflict. Based on boundary theory, we expected these relationships to be mediated by daily role transitions and moderated by employees' preferences to protect their home(/work) domain from work(/home) interruptions. Hypotheses were tested through multilevel moderated mediation modeling using diary data collected during 14 consecutive workdays with 81 employees (N = 678 data points). In line with our expectations, employees were found to make more work-to-home transitions (i.e. interruptions of work activities to deal with home demands during work hours) on teleworking days, which was related to lower work-to-home conflict but higher home-to-work conflict on these days. They also made more home-to-work transitions (i.e. interruptions of home activities to deal with work demands after hours) on teleworking days, which was related to more work-to-home conflict on these days. The latter effect was stronger for employees with a home protection preference. There was no moderating impact of work protection preference. Overall, employees experienced less work-to-home conflict but more home-to-work conflict on teleworking days compared to non-teleworking days.