Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work–family effectiveness

Work–family conflicts (WFCs) are common in the healthcare sector and pose significant health risks to healthcare workers. This study examined the effect of WFCs on the health status and nurses’ leaving intentions in Taiwan. A self-administered questionnaire was used to survey 200 female nurses’ experiences of WFC from a regional hospital. Data on psychosocial work conditions, including work shifts, job control, psychological job demands, and workplace justice, were collected. Health conditions were measured using the Beck Depression Inventory-II and self-rated health. Leaving intentions were measured using a self-developed questionnaire. The participants’ average work experience was 6.79 (Standard Deviation (SD) = 5.26) years, their highest educational level was university, and work shifts were mostly night and rotating shifts. Approximately 75.5% of nurses perceived high levels of WFCs. Leaving intentions were correlated with WFCs (r = 0.350, p < 0.01) and psychological work demands (r = 0.377, p < 0.01). After adjusting for age, educational level, and work characteristics, high levels of WFCs were associated with poor self-rated health, and depression, but not associated with high leaving intentions. Nurses’ experiences of high levels of WFCs greatly affected their health status.

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Nurses' Work-family Boundary Management

Journal of Korean Academy of Nursing Administration ◽

10.11111/jkana.2013.19.1.17 ◽

2013 ◽

Vol 19 (1) ◽

pp. 17 ◽

Cited By ~ 3

Author(s):

Miyoung Kim

Keyword(s):

Boundary Management ◽

Work Family

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Flexibility Enactment Theory: Implications of Flexibility Type, Control, and Boundary Management for Work-Family Effectiveness

Work and Life Integration ◽

10.4324/9781410611529-24 ◽

2004 ◽

pp. 246-263

Keyword(s):

Boundary Management ◽

Work Family

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Between Home and Work: Commuting as an Opportunity for Role Transitions

Organization Science ◽

10.1287/orsc.2020.1370 ◽

2020 ◽

Author(s):

Jon M. Jachimowicz ◽

Julia Lee Cunningham ◽

Bradley R. Staats ◽

Francesca Gino ◽

Jochen I. Menges

Keyword(s):

Family Conflict ◽

Management Strategies ◽

Field Studies ◽

Self Control ◽

Work Role ◽

Boundary Management ◽

Daily Routine ◽

Work Family Conflict ◽

Work Related ◽

Work Family

Across the globe, every workday people commute an average of 38 minutes each way, yet surprisingly little research has examined the implications of this daily routine for work-related outcomes. Integrating theories of boundary work, self-control, and work-family conflict, we propose that the commute to work serves as a liminal role transition between home and work roles, prompting employees to engage in boundary management strategies. Across three field studies (n = 1,736), including a four-week-long intervention study, we find that lengthy morning commutes are more aversive for employees with lower trait self-control and greater work-family conflict, leading to decreased job satisfaction and increased turnover. In addition, we find that employees who engage in a specific boundary management strategy we term role-clarifying prospection (i.e., thinking about the upcoming work role) are less likely to be negatively affected by lengthy commutes to work. Results further show that employees with higher levels of trait self-control are more likely to engage in role-clarifying prospection, and employees who experience higher levels of work-family conflict are more likely to benefit from role-clarifying prospection. Although the commute to work is typically seen as an undesirable part of the workday, our theory and results point to the benefits of using it as an opportunity to transition into one’s work role.

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