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Researchers have used different approaches to understand how individuals combine work with family, one being boundary and transition management. However, very few studies have focussed on empirically examining the role of individual boundary management style on work-family experience. The purpose of this paper is to fill this gap by examining the role of integration-segmentation on work-family conflict (WFC) and work-family enrichment (WFE). Two secondary purposes are to explore gender differences in work-family experiences and to examine the relationship between WFC and WFE.

The predictor variable in the primary study is integration (with two levels segmented and integrated). Different measures of WFC and WFE are criterion variables. Survey method was used to collect data from 156 life insurance professionals including 64 women employees in India. The average age of the sample is 35 years (SD=6.56). Boundary strategy of integration or segmentation between work and family is determined by measuring similarity in resource priority between work and family. Median split technique is used to delineate the groups.

The study has three key findings: employees with integrated boundary strategy report greater levels of both WFC and WFE; no gender differences exist in the experience of WFC and WFE; and WFC and WFE were found to be unrelated to each other.

The paper empirically studies the role of boundaries on WFC and WFE of insurance employees. It is a response to researchers’ call to integrate boundary theory with spillover theory and examine the role of integration-segmentation.

For women in leadership, managing work and life obligations is essential, especially when leading in male dominated occupations such as STEM. This study examined social support and work-family integration/blurring to determine how women in leadership perceived these dynamics. By surveying STEM women leaders, this research explored work-life strategies and support resources used by women leaders to balance their work and non-work domains and promote their roles as leaders. Women leaders indicated difficulty delineating between work and personal roles and recognized informational and emotional support as most significant to their roles as leaders. Findings also indicated that most support came from spouses/significant others, female co-workers, and mentors outside the organization, respectively. These sources provided the support needed to maintain and progress in their roles as women leaders.

Women leaders operate within multiple roles, managing both work and nonwork obligations. Exploring work-life balance constructs, this study examined role integration, social support sources, and work-family conflict to determine their influence on women leaders. Findings suggested that women leaders felt the benefit of a variety of social support services, but especially from sources external to the organization. Women leaders were diverse in role integration strategies, with respondents largely divided between blurring and segregating their work and nonwork roles. Time-based work-family conflict was slightly more apparent than strain-based conflict. Women leaders also indicated that their work interfered with their family more than their family interfered with their work. Findings provide valuable insights as to how women view work-life balance within their roles as leaders.

Posits that work‐family issues have received research attention during the last two decades. Discusses work‐family conflict stating this usually involves lack of job and family satisfaction, with more inner‐family conflicts. States a number of companies have shown promise on the work‐family challenge.

The purpose of this paper is to investigate the impact of boundary integration (BI) on innovative work behavior (IWB) of nursing staff. Furthermore, in order to understand the constructive role of BI, this study also examines the mediating role of work-to-family enrichment (WFE) and moderating role of co-worker and supervisor support.

Data were collected from 786 nurses and 144 doctors (nurse supervisors) through self-administered questionnaires from public sector hospitals in Pakistan. Descriptive statistics, correlation, Baron and Kenny approach (Causal steps approach), PROCESS Macro (Normal Test Theory) developed by Hayes and hierarchical regression approaches were used to analyze the collected data that provide several interesting results for the formulated hypotheses.

Results indicated that BI among nursing staff is positively related to doctors’ rating of innovative behaviors. Moreover, WFE mediates the relationship of BI and IWB. Furthermore, the results also confirmed that the relationship between BI and IWB is stronger among those nurses who frequently received support from co-workers and supervisors.

Employees’ involvement in innovative work is of crucial importance for organization’s strength, especially in health care sector. Although researchers have identified various antecedents of nurses’ IWB, however, it is still unclear how BI influences IWB. Moreover, this study focuses on another important element of workplace support and argues that nurses who can successfully manage work and family matters through the integration of boundaries have greater opportunities to achieve enrichment and respond more effectively to demonstrate IWB.

This study aims to propose a model based on boundary theory to provide information about how boundary integration (BI) promotes life satisfaction (LS) among female nursing staff. For the prediction of this relationship, this study also captures the mediation effect of family-to-work enrichment (FWE), work-to-family enrichment (WFE) and job satisfaction (JS).

Descriptive statistics, correlation, structural equation modelling (SEM), Baron and Kenny approach, PROCESS Macro and Sobel test approaches were used on a sample of 724 nurses.

The results of the study confirm the significant effects of BI on LS of female nursing staff. Moreover, the mediating roles of FWE, WFE and JS are also confirmed.

Work–family BI is essential for the enhancement of LS among nursing staff. Increasing the BI level along with WFE and FWE provides foundation for JS and LS. Moreover, the study in hand provides significant implications for nursing management; importantly, this study explores BI as an important predictor of FWE, WFE and JS in addressing the LS among nurses.

Nurses’ WFE and FWE are determined through various factors. In distinguishing from past studies in the relevant field, this study explores BI as an important predictor of WFE and FWE in addressing the JS and LS among female nursing staff.

In this paper the authors aim to consider the impact of regulatory changes on work‐life integration outcomes. Using the cases of France and the UK they seek to explore changes in objective and subjective measures of work‐family conflict.

The authors use data from the European Foundation's European Working Conditions Survey (EWCS) to analyse trends in employees' working time and work‐life integration outcomes.

The authors observe an increase in reported satisfaction with work‐life integration in the UK in contrast to a slight fall in France. The authors also find a reinforcement of the working time norms in France and something of a tentative re‐emergence in the UK. However, against these trends evidence is also found of an enhanced flexibility in the scheduling of hours in both countries with French employees more at risk of changeable schedules.

Downward trends in working time do not necessarily translate into satisfaction with work‐life integration and may create their own tensions and conflicts for employees where there is reduced autonomy. While regulatory change may help shape the working time experiences of employees, the underlying tension between employee and employer‐friendly flexibility highlights the challenges for working time regulation and work‐life integration in different societal contexts.

The paper makes a contribution to the analysis of work‐life integration outcomes by examining both objective and subjective measures using comparable data. The authors underline the need to contextualise the regulation and experiences of work‐life integration in different societal settings.

The recent COVID-19 pandemic has (triggered) lots of interest in work from home (WFH) practices. Many organizations in India are changing their work practices and adopting new models of getting the work done. The purpose of the study to look at the boundary-fit perspective (Ammons (2013) and two factors, namely, individual preferences (boundary control, family identity, work identity and technology stress) and environmental factors (job control, supervisor support and organizational policies). These dimensions are used and considered to create various clusters for employees working from home.

K-mean clustering was used to do the cluster analysis. Statistical package for social sciences 23 was used to explore different clusters based on a pattern of characteristics unique to that cluster, but each cluster differed from other clusters. Further analysis of variance test was conducted to see how these clusters differ across three chosen outcomes, namely, work-family conflict, boundary management tactics used and positive family-to-work spillover effect. The post hoc test also provided insights on how each cluster differs from others on these outcomes.

The results indicated four distinct clusters named boundary-fit family guardians, work warriors, boundary-fit fusion lovers and dividers consistent (with previous) research. These clusters also differ across at least two major outcomes like boundary management tactics and positive spillover. The high control cluster profiles like Cluster 3 (boundary-fit fusion lovers) and Cluster 4 (dividers) showed low technostress and higher use of boundary management tactics. Cluster 3 (boundary-fit fusion lovers) and Cluster 1 (boundary-fit family guardians) having high environmental influencers also showed higher positive family-to-work spillover.

Because this study is very specific to the Indian context, a broad generalization requires further exploration in other cultural contexts. The absence of this exploration is one of the limitations of this study. On the culture continuum, countries may vary from being individualistic on one extreme to being collectivistic on the other extreme. Interaction of these two cultural extremities with the individual and the environmental dimension, as espoused in this research, can be examined further in a different cultural setting.

This study has extended the work of Ammons (2013) and added external influencers as a dimension to the individual preferences given by (Kossek 2016), and created the cluster for employees in the Indian context. This study has demonstrated the importance of reduced technostress, and the use of boundary management tactics (temporal and behavioral) leads to positive family-to-work spillover. It has also emphasized the relevance of organization policies and supervisor support for better outcomes in WFH.

The purpose of this paper was to develop an indigenous understanding of work-family interface (WFI) that reflects the drastic changes and evolving social context in China over the past three decades and challenge the existing conceptualizations of WFI and identify societal impact of the changing nature of the WFI.

We conducted literature review, content and thematic analyses.

The core idea of prioritizing work for family (PWF) is that Chinese employees, especially Chinese male employees, tend to integrate work and family roles as well as deal with WFI issues at the family level. Thus, Chinese employees can be strongly committed to the family while simultaneously prioritizing work performance.

The proposed indigenous perspective of PWF may furnish a contextualized theory for future research. The proposed measurement approaches may help developing indigenous scales for the perspective of PWF for future empirical studies.

Although Chinese employees tend to be more tolerant of work-family conflict (WFC) than their Western counterparts, such tolerance may be combined with the expectation of long-term returns to their families. Managers may assist employees with career planning and realistic goal setting to compensate for their endurance of WFC.

As a cornerstone of the society, the family plays an important role in building a “harmonious society” promoted by the government. A perceived balance of work and family is a significant factor for family harmony. We bring to the attention of policy makers the changing nature of the Chinese employees' WFI. A corresponding policy may be formulated to help Chinese employees balance their lives.

We challenge the existing conceptualizations of WFI by proposing and elaborating a perspective of PWF for context-based conceptualization.

Leveraging boundary theory and person–environment fit theory, the purpose of this paper is to propose a model that illustrates the process by which nonwork-related information and communication technologies (ICTs) usage during office hours affects family-to-work conflict (FWC) and work–family balance satisfaction (WFBS), and the moderating effect of family–work segmentation preference (FWSP) in that process.

Analyses using PROCESS were conducted to analyze the proposed relationships on survey-collected data.

Augmented ICTs usage led to greater perceptions of FWC, though the strength of this association was contingent on FWSP in that integration preference buffered ICTs usage’s detrimental effects. Moreover, ICTs usage was shown to exert an effect on WFBS through FWC. The results indicated a mediated moderation pattern such that the moderating role of ICTs usage and FWSP on WFBS was mediated by FWC.

By focusing on ICTs usage for family reasons at work, the study filled a formerly acknowledged gap in the research field regarding how nonwork-related ICTs usage at work affected work–life balance.