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This paper aims to bring together leadership and boundary theories to conceptualize how transformational leadership behaviors and polychronicity might impact our life satisfaction through the boundaries we maintain around our work and home domains. It is argued that transformational behavior of the supervisor will be negatively associated with the strength of boundary that the followers construct around their home domain but will be positively associated with the boundary strength around the work domain. Additionally, it is posited that polychronicity will be negatively associated with the boundary strengths at home and at work but will be positively related with life satisfaction.

The concepts of leadership, polychronicity and work-home boundaries are explained, and logical arguments are presented to develop a conceptual framework incorporating these constructs.

The conceptual exploration of this study denotes that transformational leadership of supervisors would positively impact the life satisfaction of employees, directly as well as through the boundaries around their work and home domains. Specifically, transformational leadership behaviors of supervisors are expected to be associated with followers’ strong work boundaries but with weak home boundaries. At the same time, highly polychronic individuals are expected to keep weak boundaries around their work and home domains and to have higher life satisfaction.

The conceptualization of this paper focused on constructs that have not been linked before in one framework. As such, empirical research is suggested to validate the model.

Understanding the antecedents of life satisfaction of employees is of crucial interest to managers at workplaces. It is suggested that managers should engage employees in co-constructing their work and home boundaries, with a view to increasing the life satisfaction of employees. Further, it seems possible that the hitherto prevalent practice of fostering strong boundaries at work may be hindering the well-being of employees.

Variables active at workplaces, such as polychronicity, also affect the non-work domain and, thereby, the life satisfaction of employees.

Through this conceptualization, this paper has attempted to fill a gap in boundary management literature by linking transformational leadership of the supervisor to the work and home boundaries of the followers. This study also situates polychronicity as an important player in the work-home interface and life satisfaction of employees. This research links transformational leadership, polychronicity, boundary management and life satisfaction in one model. It thereby contributes to the leadership literature and extends the nomological network of work-non-work boundary management.

This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF).

Data was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling.

Stability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively.

The study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures.

Employers need to design flexible work programs that offer employees control over work–home boundary strength.

The study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.

The purpose of this paper is to develop an integrated approach for a green product cradle-to-cradle (C2C) fuzzy recycling production planning model.

This paper applies the failure mode and effects analysis technique and Taguchi experimental design method, develops a green product C2C performance evaluation system that considers the fuzzy impacts of environmental laws and regulations, green goodwill, and environmental efficiency of targeting countries, and decides both the optimal green production plan and estimated optimal life cycles.

This study compares the different degree of maturity in environmental regulations, and various recycling situations are simulated to demonstrate the successful applicability of the proposed model as well as the incentive policy for Taiwan, the USA and Bangladesh.

Previous studies failed both to develop a holistic recycling production plan which is able to consider both the optimal combination of recycled components used and final green products produced with the maximum total resultant sales profit and to consider the potential failure phenomenon of recycled components adopted in the final product. Furthermore, most prior studies ignored the influence of environmental law, goodwill of the product and the efficiency of recycling mechanism of the community.