Boundaries and Micro Role Transitions PDF

Article 1: All in a Day's Work: Boundaries and Micro Role Transitions -​ Role transitions: the psychological movement between roles, including disengagement from one role and engagement in another -​ Boundary theory: role transitions as a boundary-crossing activity, where one exists...

Article 1: All in a Day's Work: Boundaries and Micro Role Transitions -​ Role transitions: the psychological movement between roles, including disengagement from one role and engagement in another -​ Boundary theory: role transitions as a boundary-crossing activity, where one exists and enter roles by surmounting boundaries -​ Work-home transitions -​ Work-work or at-work transitions -​ Work-third place -​ Role: a role can be described in terms of its interface with the envi- ronment (role boundary) and its nature or con- tent (role identity). -​ Boundary: physical, temporal, emotional, cognitive, and/or relational limits that define entities as separate from one another -​ Boundary flexibility: the degree to which the spatial and temporal boundaries are pliable -​ Boundary permeability: the degree to which a role allows one to be physically located in the role's domain but psychologically and/or behaviorally involved in another role -​ Mental fences: erected around geographical areas, historical events, people, ideas, and so on that appear to be contiguous, similar, functionally related, or other- wise associated - slices of reality-domains-that have particular meaning for the individuals) creating and maintaining the boundaries -​ Role identity: -​ Contrast: the number of core and peripheral features that differ between a pair of role identities and the extent of the differences, where core features are weighted more heavily -​ The greater this contrast between the role identities of manager and family member, the greater the magnitude of the transition from one role to the other and, thus, the potential difficulty of the transition. -​ Individuals vary in the degree to which they have "thick" (segmented) or "thin" (integrated) boundaries around roles -​ Propositions: -​ 1: Role contrast tends to be negatively associated with role flexi- bility and role permeability. -​ 2: The greater the role seg- mentation, the less difficult it tends to be to create and maintain role bound- aries but the more difficult it tends to be to cross the role boundaries. -​ 3: The greater the role seg- mentation, the more likely that role transitions will be associated with rites of passage. -​ 4: The greater the role in- tegration, the greater the potential for confusion regarding which role identity to enact and for undesired interruptions. -​ 5: The greater the role in- tegration, the smaller the affective impact of role boundary violations (inter- ruptions) tends to be. -​ 6: The greater the role in- tegration, the more difficult it tends to be to create and maintain role bound- aries and the less difficult it tends to be to cross role boundaries. -​ 7: The greater one's role identification, the more likely one is to integrate the role with other roles, the less difficult role entry tends to be, and the more difficult role exit tends to be.  -​ 8: The strength of the situation or context will moderate the in- fluence of individual differences on the creation, maintenance, and cross- ing of role boundaries. Specifically, the stronger the situation or context, the weaker the influence of individual differences will be. -​ 9: Individuals from/in collectivist, feminine, low uncertainty avoidance, and/or low power distance cultures will tend to integrate roles, whereas individuals from/in individualistic, masculine, high uncertainty avoidance, and/or high power distance cultures will tend to segment roles. -​ 10: The more a role transi- tion is repeated, the more automatic and less difficult the transition tends to become and the more likely it is that role-specific indicators will trig- ger a psychological transition auto- matically, even when the transition is inappropriate. -​ 11: The more a role is en- acted, the smaller the affective impact of role boundary violations (interrup- tions) tends to be. -​ Segmentation -​ Advantage: reduces blurring between roles -​ Disadvantage: renders the transition more difficult, high contrast -​ Rites of passage: -​ Rites of separation: facilitate role exit -​ Rites of transition: facilitate psychological (and, if appropriate, physical) move- ment in between roles → adapt to a certain cognitive frame and affective arousal -​ Rites of incorporation: facilitate role entry -​ Integration: -​ Require less effort for transition -​ Blurred boundaries Transitions: A =transitioning within the overlap-low or no transition, significant blurring; B= transitioning from nonoverlap to nonoverlap-significant transition, low blurring; C =transitioning from nonoverlap to overlap (or vice versa)-moderate transition, moderate blurring -​ Individual and contextual factors: -​ Role identification -​ Situational strength: In a strong situation (institution) there is consensus on the "right way" and "wrong way" to behave -​ Culture: (1) collectivism versus individualism, (2) femininity versus masculinity, (3) uncertainty avoidance ( culture's relative emphasis on rules and rituals) and (4) power distance  -​ Transition scripts: cognitive structure that specifies the typical (descriptive) or appropriate (normative) sequence of behaviors and events in a given goal-oriented situation or process -​ Eureka principle: individuals might have some of their more creative thoughts while engaged in time-consuming but relatively mindless role transitions, such as a long commute to work -​ Role schemas: cognitive structure that organizes one's knowledge about the typical or appropriate behaviors expected of a person oc- cupying a given position -​ The cuing and en- actment of a role schema tends to become more automatic over time Article 2: Technology-assisted supplemental work: A meta-analysis -​ TASW: performance of “role-prescribed tasks at home after regular work hours with the aid of technological tool -​ Differs from supplemental work: which may include performing work tasks without technological tools -​ Differs from extended availability requirements, such as on-call work or organizational expectations to be available after-hours because it not necessarily result in action -​ Work-nonwork enrichment - the extent to which experiences in one role improve the quality of life in the other role. -​ Results: in yellow the ones hard to memorize -​ Antecedents: -​ Employees feel compelled to engage in TASW due to implicit or explicit after-hours availability norms. -​ Telepressure, the perceived need to respond quickly to work communications, creates additional pressure to perform tasks outside standard hours. -​ Work-family supportive cultures negatively correlate with TASW, as they encourage separation between work and personal life. -​ Job characteristics: -​ Job demands strongly linked to increased TASW -​ Job control is also positively correlated with TASW. -​ Job control is a job resource that fosters work motivation. Flexible roles allow employees to use after-hours time to complete tasks at their discretion. -​ Technical infrastructure: such as remote access to organizational networks and employer-provided devices, lowers barriers to TASW and increases its frequency. -​ Nonwork characteristics: -​ The relationship between non-work characteristics and TASW remains unclear, prompting research questions on how non-work demands and non-work support relate to TASW. Mixed results -​ Personal characteristics: -​ Work identity and conscientiousness: Employees with strong work identity engage in TASW to demonstrate commitment and advance  their careers. Highly conscientious individuals, known for reliability and ambition, also show a positive association with TASW. -​ Attitudes and polychronicity: Positive attitudes toward ICTs (Information and Communication Technology) and TASW, as well as a preference for multitasking (polychronicity), are linked to increased TASW. These traits align with the use of technology and a tendency to blur work-life boundaries. -​ Controlled motivation: Employees driven by external pressures or expectations (controlled motivation) are more likely to engage in TASW, as supported by self-determination theory. -​ Segmentation preference and boundary control: Employees preferring strict work-life separation or exercising strong boundary control are less likely to engage in TASW -​ Outcomes of TASW: -​ TASW impairs physiological recovery by reducing sleep and triggering psychological stress, which adversely affects physical health. -​ In general negative outcomes but TASW occasionally fosters work-nonwork enrichment, as skills and knowledge gained in work contexts transfer positively to nonwork domains. -​ Work engagement: positive relationship with TASW. -​ Demographics: -​ Education: TASW is more prevalent among individuals with higher education levels -​ Working hours: Employees with longer working hours engage more frequently in TASW -​ Job levels: Those in higher-level positions, such as managers or executives, are more likely to engage in TASW -​ Gender: Men is more likely Article 3: A Diary Study on Work-Related Smartphone Use, Psychological Detachment and Exhaustion: Examining the Role of the Perceived Segmentation Norm -​ Perceived workplace segmentation norm: potential moderator of the link between work-related smartphone use after working hours and psychological detachment from work -​ Results: -​ intensive work-related smartphone use was negatively related to psychological detachment. -​ daily work-related smartphone was not related to daily work-related exhaustion via daily psychological detachment - no direct relation between smartphone use and work related exhaustion -​ but both work related smartphone use and work-related exhaustion are meaningfully related to psychological detachment -​ so indirectly: work-related smartphone use obstructs psychological detachment, and this lack of detachment is related to higher levels of work-related exhaustion. -​ Perceived workplace segmentation norm was not significant  -​ we can only tentatively suggest that employees who perceive a high segmentation norm, experience less psychological detachment on days that they use their smartphone more intensively Article 4: -​ Work home interference: form of inter-role conflict in which the role pressures from the work and the family domains are mutually incompatible so that participation in the home role conflicts with participation in the work role -​ Present study: focus on time- and strain-based work–home conflict. -​ explore the impact of recovery on daily work–home interference, smartphone use, and state levels of burnout using a within-person design -​ participants in our diary study were all smartphone users who obtained the smartphone from their employer and were compelled rather than had chosen to use the smartphone -​ Results: -​ Smartphone users who succeeded in engaging in activities to psychologically detach and/or relax indeed experienced less WHI -​ Daily WHI was positively related to state burnout operationalised as exhaustion and cynicism. -​ Smartphone use was positively related to WHI -​ When faced with high levels of WHI, intensive smartphone users are more exhausted than less intensive smartphone users but not for cynicism (withdrawal from work)