Work-to-family conflict, positive spillover, and boundary management: A person-environment fit approach.

By Zheng Chen, Gary N. Powell, Jeffrey H. Greenhaus. 2009

231 citations recorded by the source corpus.

This study adopted a person-environment fit approach to examine whether greater congruence between employees’ preferences for segmenting their work domain from their family domain (i.e., keeping work matters at work) and what their employers’ work environment allowed would be associated with lower work-to-family conflict and higher work-to-family positive spillover. Different facets of work-to-family conflict (time-based and strain-based) and positive spillover (affective and instrumental) were examined. According to latent congruence modeling of survey data from 528 management employees, congruence was negatively related to both time-based and strain-based work-to-family conflict and positively related to work-to-family instrumental positive spillover as expected. However, contrary to expectations, congruence was negatively related to work-to-family affective positive spillover. Implications for how boundary management processes may affect both positive and negative experiences of the work–family interface are discussed.

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

View Paper: https://www.semanticscholar.org/paper/7f8ace775cedb2b70827b569831f42b6475aba1d

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In Gender Studies

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Boundary Management Preferences, Boundary Control, and Work-Life Balance among Full-Time Employed Professionals in Knowledge-Intensive, Flexible Work (2015, background): “, 1996), as well as on factors that can modify the conflict between work and personal life or create synergy and balance (Chen et al., 2009; Greenhaus, 1988; Kline & Cowan, 1988; Peters et al., 2009; Shockley & Allen, 2007).”
The Career Futures Inventory–Revised (2012, background): “WLB, or positive spillover, and the maladaptive effects may be seen as a lack of balance between the areas of one’s life (Chen et al., 2009).”
Work-related smartphone use, work–family conflict and family role performance: The role of segmentation preference (2016, background): “More specifically, different individuals will most likely require different levels of segmentation to help them to perform at their preferred pace in order to keep up their FRP (Chen et al., 2009).”
Boundary Management and Work‐Nonwork Balance While Working from Home (2021, background): “, employees are not expected to take calls after work hours) have been associated with less work-family conflict (Chen et al., 2009; Kreiner, 2006).”
Work-Life Boundaries and Well-Being: Does Work-to-Life Integration Impair Well-Being through Lack of Recovery? (2018, background): “Furthermore, boundary preferences (Chen et al., 2009; Edwards & Rothbard, 1999; Kreiner, 2006) and boundary control (Kossek et al.”