Setting a good example: Supervisors as work-life-friendly role models within the context of boundary management.

2015 ◽  
Vol 20 (1) ◽  
pp. 82-92 ◽  
Author(s):  
Anna R. Koch ◽  
Carmen Binnewies
Keyword(s):  
Role Models ◽  
Work Life ◽  
Boundary Management

Study-work-life balance of international students in the context of temporal boundaries

2019 ◽  
Vol 7 (2) ◽  
pp. 63-79
Author(s):  
Megan O'Mahony ◽  
Debora Jeske
Keyword(s):  
International Students ◽  
Social Withdrawal ◽  
Work Life ◽  
Work Life Balance ◽  
Boundary Management ◽  
Structured Interviews ◽  
Time Zone ◽  
Life Balance ◽  
Postgraduate Students ◽  
Personal Challenges

The goal of this qualitative study was to examine the experience of study-work-life balance among international students who were separated from their family both geographically and temporally. Using 10 semi-structured interviews with postgraduate students and thematic analysis, several themes were identified. These included boundary management shifts due to study/work demands and time zone differences. In addition, students reported social and personal challenges (in terms of family’s expectations, relationships maintenance, socialization in host country). Temporal boundaries contributed to social withdrawal and isolation among students, many of which were heavily reliant on their own family network for support. The findings strengthen the argument that time difference impacts the boundary management and social experience of international students.

Work‐life balancing strategies used by women managers in British “modern” universities

2007 ◽  
Vol 26 (1) ◽  
pp. 6-17 ◽  
Author(s):  
Diana Woodward
Keyword(s):  
Higher Education ◽  
Role Models ◽  
Women Managers ◽  
Working Hours ◽  
Work Life ◽  
Policy Implications ◽  
Content Type ◽  
Integrate Work ◽  
The Uk ◽  
The Impact

PurposeThe “work‐life balance” literature is mainly concerned with the provision and up‐take of flexible employment patterns. The purpose of this qualitative study of women managers' coping strategies for reconciling work with their other roles and responsibilities is to provide a complementary perspective.Design/methodology/approachSemi‐structured extended interviews were carried out with 16 women managers of academic or “support” departments in eight UK post‐1992 universities, about their working practices and how they sought to integrate work with other parts of their lives.FindingsThese women reported high workloads, requiring long working hours, which consumed time and energy otherwise available for other relationships and commitments and their own leisure. Various strategies were adopted to manage the situation, including establishing rigid boundaries between work and non‐work, and shifting these boundaries in favour of work when necessary. Temporal, spatial and symbolic distinctions were used to contain work. Women without dependent children were more likely to be able to redefine boundaries when necessary to favour work.Research limitations/implicationsAs a small and possibly unrepresentative sample of UK women managers in higher education, the study could usefully be extended through comparisons with male peers, and with women managers in other sectors. (It is the preliminary phase of a comparative study of women employed in universities in the UK and Japan.) However, the findings broadly replicate other studies.Practical implicationsThere are policy implications for universities, which need feedback from staff about the impact of equal opportunities initiatives to inform further progress.Originality/valueThis study provides qualitative information on women working in non‐traditional key posts in higher education, who are well‐placed to challenge organisational cultures and act as role models.

scholarly journals Boundary Management Preferences, Boundary Control, and Work-Life Balance among Full-Time Employed Professionals in Knowledge-Intensive, Flexible Work

2015 ◽  
Vol 4 (4) ◽  
pp. 7 ◽  
Author(s):  
Christin Mellner ◽  
Gunnar Aronsson ◽  
Göran Kecklund
Keyword(s):  
Boundary Control ◽  
Self Regulation ◽  
Sociodemographic Factors ◽  
Work Life ◽  
Work Life Balance ◽  
Boundary Management ◽  
Flexible Work ◽  
Life Balance ◽  
Knowledge Intensive ◽  
Management Preferences

Profound changes are taking place within working life, where established boundaries between work and personal life are challenged by increased global competition, ever-faster changing markets, and rapid development of boundary transcending information and communication technologies (ICT). The aim of this study was to investigate boundary management preferences in terms of keeping work and personal life domains separated or integrated, that is, segmenting or blending of domains, the perception of being in control of one´s preferred boundaries, and work-life balance among employees at a Swedish telecom company (N = 1,238, response rate 65%, men 73%, mean age 42 years). Psychosocial work factors, individual characteristics, sociodemographic factors, and work-life balance were investigated in relation to boundary management preferences and perceived boundary control. For high boundary control among segmenters, nearly all the studied psychosocial work factors were significant. Among integrators, this was the case only for clear expectations in work. For both groups, the individual capacity for self-regulation was associated with high boundary control. Regarding sociodemographic factors, cohabiting women with children who preferred segmentation had low boundary control. Finally, there was a main effect of boundary control on work-life balance. In particular, male segmenters perceiving high boundary control had better work-life balance than all others. Conclusions of the study are that segmenters need external boundaries in work for succesful boundary management. Moreover, self-regulation seems a crucial boundary competence in knowledge- intensive, flexible work. Results are of value for health promotion in modern work organizations in supporting employees achieving successful boundary control and subsequent work-life balance.

Work–life boundary management and the personal digital assistant

2007 ◽  
Vol 60 (3) ◽  
pp. 519-551 ◽  
Author(s):  
Annis G. Golden ◽  
Cheryl Geisler
Keyword(s):  
Personal Digital Assistant ◽  
Work Life ◽  
Boundary Management

Managing work-life boundaries with mobile technologies

2015 ◽  
Vol 28 (1) ◽  
pp. 34-71 ◽  
Author(s):  
Karlene Cousins ◽  
Daniel Robey
Keyword(s):  
Mobile Devices ◽  
Mobile Technology ◽  
Material Properties ◽  
Management Practices ◽  
Management Strategies ◽  
Work Life ◽  
Mobile Technologies ◽  
Core Material ◽  
Boundary Management ◽  
Content Type

Purpose – The purpose of this paper is to explore the role that mobile technologies play in mobile workers’ efforts to manage the boundaries between work and non-work domains. Previous theories of work-life boundary management frame boundary management strategies as a range between the segmentation and integration of work-life domains, but fail to provide a satisfactory account of technology’s role. Design/methodology/approach – The authors apply the concept of affordances, defined as the relationship between users’ abilities and features of mobile technology, in two field studies of a total of 25 mobile workers who used a variety of mobile devices and services. Findings – The results demonstrate that the material features of mobile technologies offer five specific affordances that mobile workers use in managing work-life boundaries: mobility, connectedness, interoperability, identifiability and personalization. These affordances persist in their influence across time, despite their connection to different technology features. Originality/value – The author found that mobile workers’ boundary management strategies do not fit comfortably along a linear segmentation-integration continuum. Rather, mobile workers establish a variety of personalized boundary management practices to match their particular situations. The authors speculate that mobile technology has core material properties that endure over time. The authors surmise that these material properties provide opportunities for users to interact with them in a manner to make the five affordances possible. Therefore, in the future, actors interacting with mobile devices to manage their work-life boundaries may experience affordances similar to those the authors observed because of the presence of the core material properties.

How to Attract Trainees, a Pan-Canadian Perspective: Phase 1 of the “Training the Rheumatologists of Tomorrow” Project

2016 ◽  
Vol 43 (4) ◽  
pp. 788-798 ◽  
Author(s):  
Alfred Cividino ◽  
Volodko Bakowsky ◽  
Susan Barr ◽  
Louis Bessette ◽  
Elizabeth Hazel ◽  
...  
Keyword(s):  
Role Models ◽  
Phase 1 ◽  
Work Life ◽  
Framework Analysis ◽  
Local Data ◽  
Individual Interviews ◽  
Career Opportunities ◽  
Internal Medicine Residents ◽  
Hands On ◽  
Canadian Perspective

Objective.To identify what learners and professionals associated with rheumatology programs across Canada recommend as ways to attract future trainees.Methods.Data from online surveys and individual interviews with participants from 9 rheumatology programs were analyzed using the thematic framework analysis to identify messages and methods to interest potential trainees in rheumatology.Results.There were 103 participants (78 surveyed, 25 interviewed) who indicated that many practitioners were drawn to rheumatology because of the aspects of work life, and that educational events and hands-on experiences can interest students. Messages centered on working life, career opportunities, and the lifestyle of rheumatologists. Specific ways to increase awareness about rheumatology included information about practice type, intellectual and diagnostic challenges, diversity of diseases, and patient populations. Increased opportunity for early and continued exposure for both medical students and internal medicine residents was also important, as was highlighting job flexibility and availability and a good work-life balance. Although mentors were rarely mentioned, many participants indicated educational activities of role models. The relatively low pay scale of rheumatologists was rarely identified as a barrier to choosing a career in rheumatology.Conclusion.This is the first pan-Canadian initiative using local data to create a work plan for developing and evaluating tools to promote interest in rheumatology that could help increase the number of future practitioners.

scholarly journals “To Be, or Not to Be” a Nephrologist: Students’ Dilemma and a Strategy for the Field

2021 ◽  
pp. 1-6
Author(s):  
José A. Moura-Neto
Keyword(s):  
Critical Care ◽  
Medical Students ◽  
Role Models ◽  
Fellowship Training ◽  
Work Life ◽  
Early Exposure ◽  
Life Balance ◽  
The Past ◽  
Active Approach ◽  
Positive Perspective

The attractiveness of a career in nephrology has diminished over the past decades, leading to global concerns about the future of the specialty’s workforce. The reasons physicians choose (and do not choose) a career in the field must be identified in order to boost recruitment of new nephrologists. In this article, a multilevel strategy is proposed to deal with the declining interest in the specialty: (1) increasing contact and providing early exposure to nephrology; (2) promoting mentoring and role models in medical schools; (3) improving the experience of trainees and medical students; (4) incorporating procedural skills and combined fellowship training with critical care in nephrology; (5) facilitating exchanges between trainees and young and senior nephrologists; (6) adopting an active approach to identify reasons for dissatisfaction, reduce burnout, and encourage a suitable work-life balance among nephrologists; (7) increasing remuneration; and (8) incentivizing advances in the field. Finally, a positive perspective for nephrology is presented to the next generation.

scholarly journals A94 BARRIERS TO ADVANCEMENT ALONG THE GASTROENTEROLOGY CAREER PATHWAY: A RESIDENT PERSPECTIVE

2021 ◽  
Vol 4 (Supplement_1) ◽  
pp. 67-68
Author(s):  
C Pattni ◽  
N Jawaid ◽  
N Bollegala
Keyword(s):  
Role Models ◽  
Financial Stability ◽  
Career Advancement ◽  
Training Programs ◽  
Work Life ◽  
Work Life Balance ◽  
Categorical Variables ◽  
Subspecialty Training ◽  
Life Balance ◽  
Gender Specific

Abstract Background GI residency training programs in Canada are comprised of approximately 30% females. Survey data from procedural specialities reveal gender related differences relating to work-life balance, parental obligations, access to role models, and workplace gender discrimination. Aims To determine gender specific differences affecting the choice of GI as a sub-specialty and the experience of GI as a career during residency and fellowship. Methods A 91-question mixed methods survey was electronically disseminated in two recruitment waves to PGY4-6 gastroenterology residents and fellows across Canada between May 7th-July 1st, 2020. The survey consisted of nine groups of questions aimed at understanding personal, professional, financial, and training characteristics. Comparisons were made between self-identified male and female genders. Wilcoxon (Mann Whitney U test) was used for continuous variables while chi-squared test and fisher’s exact test was applied for categorical variables using SAS software. Qualitative thematic analysis was applied for short answer responses with two independent reviewers. Results A total of 122 residents were surveyed with a response rate of 36% (44/122).There were 17 PGY4s, 15 PGY5s, and 12 PGY6s. Females comprised 41% (18/44) of respondents. Women were statistically more likely to take on a predominant caregiver role for children (p=0.012) and state that having children would slow their career advancement (p=0.046). Men were more likely to state that it is preferable to have children during residency (p=0.036) and that their partner’s preference factored into their subspecialty training choice (p=0.009) than women. Male PGY4/5 trainees were more likely to select therapeutic endoscopy for advanced training (p=0.033). No statistical difference was found regarding aspirations for administrative/leadership positions, desired future income, practice setting, academic pursuits, and perspectives on compromising marriage for career. Qualitative analysis suggests non-gender specific challenges related to achieving work-life balance, securing a desired location of practice, and obtaining financial stability are common resident and fellow concerns. Conclusions Our study is the first of its kind within the field of gastroenterology to focus on GI residents and fellows’ experiences within Canadian training programs. Our results show that there exist gender related differences in relation to work-life balance and career advancement. Women may benefit from supports to cope with increased caregiver demands in order to allow them to meet career goals which are similar to their male peers. Funding Agencies None

Boundary Management

2015 ◽  
Author(s):  
Nancy P. Rothbard ◽  
Ariane Ollier-Malaterre
Keyword(s):  
Time Horizon ◽  
New World ◽  
Industrial Revolution ◽  
Historical Context ◽  
Work Life ◽  
Boundary Management ◽  
Life Domains ◽  
Different Types ◽  
Different Dimensions ◽  
And Control

Boundary management is an important area within the field of work–life research. It is a set of cognitions and strategies by which people manage the critical boundaries between their multiple life domains. In this chapter, we embed this construct in its historical context from the industrial revolution to the present day. We review research that has accumulated on the different types of boundaries (e.g., spatial, temporal, relational, cognitive), the different dimensions of boundary management (segmentation versus integration preferences and behaviors, permeability, and control), as well as its directionality and time horizon. This chapter also presents a chronological approach that invites us to revisit the value of segmentation against of backdrop of an increasing blurring of the boundaries in the new world of work.

Sign in / Sign up

Export Citation Format

Share Document