Employee Work-family Role Boundary Management in the Family Business

2017 ◽  
Vol 2017 (1) ◽  
pp. 10946
Author(s):  
Matthew Michael Piszczek ◽  
Sarah E. DeArmond ◽  
Dale M Feinauer
Keyword(s):  
Family Business ◽  
Boundary Management ◽  
Family Role ◽  
Role Boundary ◽  
The Family ◽  
Work Family

Employee work-to-family role boundary management in the family business

2018 ◽  
Vol 21 (2) ◽  
pp. 111-132 ◽  
Author(s):  
Matthew M. Piszczek ◽  
Sarah DeArmond ◽  
Dale Feinauer
Keyword(s):  
Family Business ◽  
Boundary Management ◽  
Family Role ◽  
Role Boundary ◽  
The Family

scholarly journals Provjera faktorske strukture hrvatske verzije upitnika „Fleksibilnost granica radne i obiteljske uloge“

2021 ◽  
Vol 28 (2) ◽  
pp. 187-203
Author(s):  
Maja Laklija ◽  
Slavica Blažeka Kokorić ◽  
Gordana Berc
Keyword(s):  
Factor Structure ◽  
Work And Family ◽  
Family Role ◽  
Family Obligations ◽  
Cronbach Alpha ◽  
Job Requirements ◽  
The Family ◽  
Work Family ◽  
Employed Parents ◽  
Ability And Willingness

FACTORS’ STRUCTURE OF CROATIAN VERSION OF THE QUESTIONNAIRE »BOUNDARY FLEXIBILITY OF WORK AND FAMILY ROLE The aim of this paper was to verify the factor structure and metric characteristics of the Croatian version of the questionnaire »Boundary Flexibility« (Matthews & Barnes-Farrell, 2010.). The survey was conducted on a convenient sample of 187 employed parents of underage children. In the data analysis, factor analysis and Spearman correlation coefficient were used. The three-factor structure of the questionnaire was obtained: the first factor »Family plans adjustment to the job requirements« contains six items (Cronbach alfa = 0.891), indicating readiness of respondents to adjust family plans to job requirements. The second factor in »Job requirements adjustment to the family role« (Cronbach alpha = 0.814) contains eight items, which point out the ability and willingness of respondents to adjust their job requirements to family obligations. The third factor, »Possibility of increased engagement at work without major difficulties in performing family obligations«, contains four items (Cronbach alpha = 0.784), and refers to the respondents’ ability to meet increased demands at work, without adverse effects and significant difficulties in the family role. Given that the extracted sub-scales are not fully matched to the factor structure of the original questionnaire, the obtained results point out to certain specifics in the application of the Croatian version of this questionnaire. Verification of the metric characteristics has shown the satisfactory reliability of the obtained sub-scales and the possibility of further application of this instrument. Key words: work-family role balance, boundary flexibility, metric characteristics of the questionnaire.

Mental Health in the Family Business: A Conceptual Model and a Research Agenda

2019 ◽  
Vol 44 (1) ◽  
pp. 55-80 ◽  
Author(s):  
Danny Miller ◽  
Johan Wiklund ◽  
Wei Yu
Keyword(s):  
Mental Health ◽  
Family Business ◽  
Research Agenda ◽  
Anecdotal Evidence ◽  
Health Issues ◽  
Family Coping ◽  
Mental Health Issues ◽  
The Family ◽  
Work Family ◽  
Abcx Model

Mental health issues are affecting not only families worldwide but also numerous family businesses. Anecdotal evidence suggests that the uniqueness of the family business may be a double-edged sword generating both benefits and drawbacks for business families dealing with mental disorders. Building on the socioemotional wealth (SEW) perspective of family business, the ABCX model of family coping, and work–family interface literature, we develop a theoretical model to suggest how MDs interact with family and family business resources to influence the dynamics between families and their firms, and the outcomes from those dynamics. A research agenda is then proposed.

scholarly journals Toward Understanding Remote Workers’ Management of Work–Family Boundaries: The Complexity of Workplace Embeddedness

2015 ◽  
Vol 42 (3) ◽  
pp. 346-387 ◽  
Author(s):  
Kimberly A. Eddleston ◽  
Jay Mulki
Keyword(s):  
Family Conflict ◽  
Work Role ◽  
Family Role ◽  
Home Based ◽  
Work Conflict ◽  
Remote Workers ◽  
The Family ◽  
Family Boundaries ◽  
Family Integration ◽  
Work Family

This study employs a multi-method research design to examine how remote workers, or employees who work solely from home, manage the work–family interface. Our qualitative study revealed that working from home creates unique challenges for remote workers because the work role becomes embedded in the family domain such that their home comes to be associated with the work role, work physically and psychologically intrudes upon their family, and habits and norms form that induce remote workers to be preoccupied with work when home. Based on the qualitative findings, a model was proposed and tested via a questionnaire. Findings from this study of remote workers demonstrated that work–family integration increases family-to-work conflict and work-to-family conflict, and that an inability to disengage from work increases work-to-family conflict. Furthermore, strong work–family integration was found to be particularly harmful to male remote workers’ work-to-family conflict whereas a strong inability to disengage from work was found to be particularly harmful to female remote workers’ work-to-family conflict. Our findings therefore revealed that working solely from home encourages remote workers to overwork and to allow their work to infringe on their family role.

scholarly journals The Cost of Excessive Smartphone Use: Guilt Cross the Work-Family Domains

2021 ◽  
Vol 12 ◽  
Author(s):  
Yujing Liu ◽  
Jing Du ◽  
Yuan Li
Keyword(s):  
Future Research ◽  
Family Role ◽  
Role Performance ◽  
Research Directions ◽  
Work Related ◽  
The Family ◽  
Future Research Directions ◽  
Smartphone Use ◽  
Work Family ◽  
The Cost

Empirical evidence has accumulated showing that smartphone use at work has the double-edged sword impacts on work-related attitudes and behaviors, but little is known about how its effects transmit and spill over from the workplace to the family domain. Drawing upon compensatory ethics theory, we hypothesize positive associations of employees’ daily private smartphone use at work with their family role performance after work through feeling of guilt. Using an experience sampling methodology, we test our hypotheses in a sample of 101 employees who completed surveys across 10 consecutive workdays. Multilevel path analysis results showed that excessive smartphone use at work triggered experienced guilt, and had a positive indirect effect on family role performance via feeling of guilt. Furthermore, employees with high ability of emotion regulation can be better resolve own painful emotion by engaging in family role performance. Theoretical and practical implications, limitations, and propose future research directions are discussed.

The Blame Game

2011 ◽  
Vol 36 (4) ◽  
pp. 499-525 ◽  
Author(s):  
Elizabeth M. Poposki
Keyword(s):  
Family Conflict ◽  
Work Role ◽  
Family Role ◽  
Work Family Conflict ◽  
Attributions Of Responsibility ◽  
Cognitive Reactions ◽  
The Family ◽  
External Sources ◽  
Antecedents And Consequences ◽  
Work Family

Research focused on the work–family interface has explored many antecedents and consequences of work–family conflict (WFC) but has neglected to address cognitive reactions following conflict events. The purpose of this investigation is to explore one such reaction: attribution. Attributions of responsibility for conflict events are assessed with a focus on providing descriptive information about attributions and exploring correlates of attributions. Results indicate that attributions to external sources are much more frequent than internal attributions and that the work role is more frequently viewed as being responsible for conflict than the family role. In addition, results show that attributions are linked to characteristics of the conflict event, as well as anger and frustration following the conflict event.

Incongruent Hierarchies: Daughters and Younger Sons as Company CEOs

1988 ◽  
Vol 1 (1) ◽  
pp. 9-21 ◽  
Author(s):  
Louis B. Barnes
Keyword(s):  
Family Business ◽  
Role Expectations ◽  
Family Role ◽  
Self Identity ◽  
The Family ◽  
The World

The daughter or younger son who becomes head of the family business must struggle with both self-identity and changing family role expectations. How do they do this? Father CEO: My oldest son is the nicest guy in the world and expects to become president of the company. But, my second son would be better. I also have a younger daughter in the business. I don't know what to do. I've told the kids they may have to decide. Daughter CEO: From the time I became president eleven years after I joined the company, I was competing with my father—not from my side but from his side. Then the family struggle really started, particularly when my older brother wanted to join the business. Younger brother CEO: I can't replace him, because he's my older brother, and I have to think my way out of it, or we may have a confrontation.

Expanding role boundary management theory: How volunteering highlights contextually shifting strategies and collapsing work–life role boundaries

2017 ◽  
Vol 71 (2) ◽  
pp. 182-205 ◽  
Author(s):  
Disraelly Cruz ◽  
Rebecca Meisenbach
Keyword(s):  
Qualitative Interviews ◽  
Work Life ◽  
Boundary Management ◽  
Management Processes ◽  
Role Boundary ◽  
Life Issues ◽  
Work Family ◽  
Collapsing Boundaries ◽  
Role Boundaries ◽  
Life Roles

Despite interest in expanding work–family research to focus on work–life issues, few scholars have addressed non-family life enrichment roles and their potential additional forms of and issues for boundary management. Using in-depth qualitative interviews, this study investigates the management of under-researched work–life boundaries by focusing on how volunteers communicatively manage the volunteer role in light of work and home demands. The findings suggest new boundary management processes. Specifically, in addition to the established segmenting and integrating processes, the volunteers also articulated a process of collapsing boundaries. This latter new category is manifested in two forms, named simultaneous role enactment and role value fusion. Furthermore, findings highlight how rather than only enacting one stance, individuals described contextually dependent, shifting ways of managing multiple life roles. These findings have implications for how scholars study work–life management, how practitioners seek to recruit members, and how volunteers and organizational employees make membership decisions.

Meaningful Work and Family

2019 ◽  
pp. 403-416
Author(s):  
Evgenia I. Lysova
Keyword(s):  
Meaningful Work ◽  
Work And Family ◽  
Future Research ◽  
Family Role ◽  
Role Salience ◽  
Harmonious Passion ◽  
Obsessive Passion ◽  
The Family ◽  
Work Family ◽  
The Individual

Experiencing one’s work as meaningful is often assumed to benefit the individual, yet some scholars suggest that meaningful work can also be a very challenging experience, requiring individual sacrifice. These sacrifices may be borne by the family of the individual. The chapter reviews and integrates research on meaningful work, calling, and work–family interplay to better understand how the pursuit of meaningful work impacts one’s family. In so doing, it challenges overly positive perspectives on the outcomes of meaningful work, while revealing the scarcity of empirical research on the topic. To stimulate future research, person-related conditions are discussed, such as family role salience and identification, and harmonious passion and obsessive passion, in facilitating positive versus negative spillover between the work and family domain. The chapter concludes with a discussion of organization-related conditions shaping how meaningful work influences one’s family.

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