SBP: Faculty Work-Life Boundary Management, Inclusion, and Women's Career Well-being in the Always-On Workplace: A National Survey

通过技术增加对工作的束缚（例如，智能手机、电脑）对美国员工来说是一个关键问题。这种趋势助长了24-7“永远在线”的工作文化，导致工作与生活的界限模糊，即工作与个人生活领域的分离。 工作与生活的界限对妇女和任何有家庭需求的工人来说可能更容易渗透，造成工作与非工作的压力和较低的福祉。 然而，工作与生活的界限问题并没有被很好地理解为一个性别职业平等和包容性问题，这可能会限制女性在男性不平衡的STEM学科中的代表性。该项目将工作与生活、多样性和性别领域联系起来，以增进关于工作与生活包容性气候和做法如何影响女教师职业福祉的知识。 该项目将工作-生活包容性气候定义为人们认为他们完全属于并在工作和非工作角色中茁壮成长的程度，这种方式不会在执行工作时牺牲他们的非工作身份。该项目将有助于制定工作场所政策，不仅在大学和STEM/非STEM学科，而且在美国各地的工作场所促进有效的边界管理。S.社会该项目将确定当前的边界管理做法和挑战，如何衡量工作-生活包容性气候，并为妇女的工作-生活经历和职业福祉提供新的见解。项目目标是：1）确定工作-生活包容性气候的特征以及工作-生活边界管理实践在男女职业经历中的作用; 2）对比大学、STEM/非STEM学科和部门对男女包容性、边界管理经历和职业幸福感的影响。该项目包括多源、多方法、多层次的数据。 一项基于对40名大学领导和教师的访谈的定性研究将用于帮助制定一项对美国第一级公立研究型大学700- 1000名教师的全国性调查。将使用扎根理论常数比较法分析定性数据。将使用标准通用线性和混合模型方法对定量数据进行聚类设计分析，以检测组间差异（例如，性别，家庭人口，STEM/非STEM学科，工作角色，大学）在边界管理，包容性和教师职业观念之间的关系。它将确定工作-生活包容性气候的特征，个人和部门使用的边界管理实践的范围，以及这些在美国大学的STEM和非STEM环境中男女之间的差异。调查结果将有助于组织科学的方式，其中边界管理模糊的做法涉及到工作-生活包容性的气候，性别和职业outcome.This奖项反映了NSF的法定使命，并已被认为是值得通过使用基金会的智力价值和更广泛的影响审查标准进行评估的支持。

Increased tethering to work via technology (e.g., smartphones, computers) is a critical issue for U.S. employees. This trend has fueled 24-7 "always-on" work cultures, contributing to blurring work-life boundaries, defined as the separation between work and personal life domains. Work-life boundaries may be more permeable for women, and any worker with family demands, causing work-nonwork stress and lower well-being. Yet the issue of work-life boundaries is not well understood as a gender career equality and inclusion issue, which may be limiting the representation of women in male-imbalanced STEM disciplines. This project bridges the work-life, diversity, and gender fields to advance knowledge on how work-life inclusive climates and practices influence women faculty's career well-being. The project defines a work-life inclusive climate as the degree that people perceive that they entirely belong and thrive while incorporating work and nonwork roles in ways that do not sacrifice their nonwork identities while performing their jobs. The project will help to frame workplace policies promoting effective boundary management in not only universities and STEM/non-STEM disciplines, but workplaces across U. S. society. This project will identify current boundary management practices and challenges, how to measure work-life inclusive climates and provide new insights into women's work-life experiences and career well-being. Project objectives are 1) to identify the characteristics of work-life inclusive climates and the role that work-life boundary management practices play in the career experiences of women and men, and 2) to contrast university, STEM/non-STEM disciplinary and departmental influences on men and women's inclusion, boundary management experiences, and career well-being. The project includes multi-source, multi-method, multi-level data. A qualitative study based on interviews with 40 university leaders and faculty will be used to help develop a national survey of 700-1,000 faculty in Tier 1 U.S. public research universities. Qualitative data will be analyzed using the grounded theory constant comparative method. Quantitative data will be analyzed using standard general linear and mixed-model approaches for clustered designs to detect group differences (e.g., gender, family demography, STEM/non-STEM disciplines, job role, universities) in the relationships between boundary management, inclusion, and faculty career perceptions. It will identify the characteristics of work-life inclusive climates, the range of boundary management practices in use by individuals and departments, and how these vary between men and women in STEM and non-STEM contexts across U.S. universities. Findings will contribute to organizational science regarding the ways in which boundary management blurring practices relate to work-life inclusive climates, gender, and career outcomes.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.