Consequences of work-home segmentation or integration: a person-environment fit perspective

By Glen E. Kreiner. 2006

735 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/8dcbcd24e5ac8f5b84eb147ccf8533ff0ebf15e4

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In Gender Studies

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Boundary Management and Work‐Nonwork Balance While Working from Home (2021, methodology): “Within the boundary management literature, research has focused on a form of needs-supplies fit that considers integration/segmentation preferences as a need and what the workplace environment offers as a supply to that need (Kreiner, 2006).”
Recovery from job stress: The stressor‐detachment model as an integrative framework (2015, background): “For instance, a high segmentation preference (Kreiner, 2006)—implying not to pay attention to work-related matters when being at home—should attenuate the effect of job stressors on detachment.”
A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism (2014, background): “The extent towhich those roles are distinct or integrated, and specifically the extent to which employees engage in behaviors to manage those boundaries (Kreiner, 2006), is quite similar to employee management of autonomy versus connection.”
Smartphone use and work-home interference: The moderating role of social norms and employee work engagement (2015, background): “Furthermore,Kreiner (2006) already showed that supervisors who allowed employees to separate their work and private life experienced less family–work conflict.”
Finding Meaning through Volunteering: Why Do Employees Volunteer and What Does It Mean for Their Jobs? (2013, background): “The role segmentation literature (e.g., Kreiner, 2006) suggests it might also be helpful to examine personal preferences for such segmentation or integration.”
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015, background): “, segmentation) on one end and the preference for complete integration on the other (Ashforth et al., 2000; Kreiner, 2006).”
Work-to-Family Spillover Effects of Workplace Ostracism: The Role of Work-Home Segmentation Preferences (2013, positive): “A four-item scale developed by Kreiner (2006) was used to measure work-home segmentation preferences.”
Job stressors, emotional exhaustion, and need for recovery: A multi-source study on the benefits of psychological detachment (2010, background): “A survey study further showed that at workplaces where employees could mentally leave work behind when they go home, employee stress levels and work-home conflict were lower than at workplaces where such a segmentation was not possible (Kreiner, 2006).”