All in a Day'S Work: Boundaries and Micro Role Transitions

By Blake E. Ashforth, Glen E. Kreiner, Mel Fugate. 2000

2,665 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/39f04e3bf6dbec22e915b46d5eda3e84db7336bc

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

“Take a break?!” Off-job recovery, job demands, and job resources as predictors of health, active learning, and creativity (2012, background): “With respect to performance-related outcomes, organizations and supervisors should encourage employees to give themselves sufficient time to change between work and nonwork modes (Ashforth et al., 2000).”
Boundary Crossing and Boundary Objects (2011, positive): “The few studies on work and everyday life show that professionals also face these challenges (e.g., Ashforth, Kreiner, & Fugate, 2000).”
When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict (2007, result): “The results align with boundary theory, which asserts that when work and family are roles are primed in the same location role conflict may occur (Ashforth et al., 2000).”
Work-related smartphone use, work–family conflict and family role performance: The role of segmentation preference (2016, background): “Although, we did not take a gender perspective in our study, but instead focused on employees’ segmentation preferences (Ashforth et al., 2000; Clark, 2000; Kreiner et al., 2009), we wanted to exclude the possibility that gender can account for our results.”
Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type (2010, background): “Boundary theory (Ashforth et al., 2000) would explain psychological disengagement from one role to another that telecommuters deal with, without concomitant changes in physical environment.”
Work-Life Boundaries and Well-Being: Does Work-to-Life Integration Impair Well-Being through Lack of Recovery? (2018, background): “Segmentation of work and non-work means that the work and non-work domains are kept separate with fixed and impermeable boundaries in between while integration means that the boundaries between work and non-work are flexible and permeable (Ashforth et al., 2000; Clark, 2000).”
The Psychology of Middle Power: Vertical Code-Switching, Role Conflict, and Behavioral Inhibition (2017, background): “According to role transition theory, an employee’s various role identities and their corresponding normative expectations aredemarcatedby roleboundaries (Ashforth et al., 2000).”
From Synchronizing to Harmonizing: The Process of Authenticating Multiple Work Identities (2018, background): “Segmentation involves demarcating boundaries to allow for greater separation (and in turn less conflict) between roles (Nippert-Eng, 1996), and integration focuses on taking down ‘‘mental fences’’ (Zerubavel, 1991: 2) and decreasing the contrast between roles (Ashforth, Kreiner, and Fugate, 2000).”
Toward Understanding Remote Workers’ Management of Work–Family Boundaries: The Complexity of Workplace Embeddedness (2017, methodology): “Thus, although home-based work has been portrayed as an extreme form of work– family integration (Ashforth et al., 2000; Clark, 2000), remote workers may still be able to segment their work and family roles in meaningful ways.”