Managing Multiple Roles: Work-Family Policies and Individuals' Desires for Segmentation

By Nancy P. Rothbard, Katherine W. Phillips, Tracy L. Dumas. Organ. Sci., 2005

563 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/382f8edf29ed8723e01b67778321f7139601550a

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Citations in the corpus

When and how health‐oriented leadership relates to employee well‐being—The role of expectations, self‐care, and LMX (2021, background): “…desires and expectations regarding leaders, they are inherently subjective constructs, and hence, the focal person is considered the relevant source of information (Rothbard et al., 2005) and self- reports seem appropriate when attitudes are captured as dependent variables (see van Vianen, 2018).”
Toward Understanding Remote Workers’ Management of Work–Family Boundaries: The Complexity of Workplace Embeddedness (2017, methodology): “Using a multi-method approach our research sought to examine whether working solely from home minimizes the work–family conflict of remote workers, as the telecommuting literature suggests (Bailey & Kurland, 2002; Gajendran & Harrison, 2007), or whether its lack of boundary between work and family p”
Switching Hats: The Effect of Role Transition on Individual Ambidexterity (2019, methodology): “This is an established scale that has demonstrated robust results when used in prior research (Edwards & Rothbard, 2000; Rothbard et al., 2005).”
The Psychology of Middle Power: Vertical Code-Switching, Role Conflict, and Behavioral Inhibition (2017, background): “…burdensome than individuals who have a personal preference for blurring the boundaries between these two role-based identities.7 7 Interestingly, Rothbard et al. (2005) found that employees who preferred to segment their work and family roles, but whose organization encouraged integration of…”
Work–Family Boundary Dynamics (2014, background): “The desire to keep work segmented from family has also been found to be negatively associated with job satisfaction and organizational commitment (Rothbard et al. 2005).”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, unknown): “Rothbard et al. (2005) argued that an employee’s desire for segmentation between home and work roles moderates the relationship between FWAs and commitment.”
Giving Time, Time After Time: Work Design and Sustained Employee Participation in Corporate Volunteering (2012, background): “Corporate volunteering is an integrating policy (Rothbard et al., 2005), as it brings what is traditionally a personal role into the professional sphere (Houghton et al., 2009).”
Embracing, Passing, Revealing, and the Ideal Worker Image: How People Navigate Expected and Experienced Professional Identities (2015, background): “Work/nonwork scholars have examined how people negotiate boundaries between work demands and other parts of social life (e.g., Kreiner et al. 2009, Rothbard et al. 2005, Trefalt 2013) but have attended less to how people negotiate the nature of the work identity itself.”
BALANCING BORDERS AND BRIDGES: NEGOTIATING THE WORK-HOME INTERFACE VIA BOUNDARY WORK TACTICS (2009, background): “Not all environmental influences help to create what the individuals perceive as the “right” level or type of segmentation (Edwards & Rothbard, 1999; Rothbard et al., 2005).”