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The study, conducted at selected Swedish universities and colleges, focused on the balance between work, family, and studies for working professionals. In this qualitative study, twelve individuals were examined to explore their experiences of balancing work and studies alongside their full-time employment, as well as how the boundaries between work and family affected individuals in committed relationships with children under the age of 12. The theoretical framework of the study was centered around work-life balance and the significance of different roles in achieving this balance. The study's results highlighted challenges in balancing work, family, and distance learning for working parents. Common challenges included time constraints, the impact of children on work and studies, and a lack of support. Women experienced greater effort and a dual workload due to traditional expectations. Men in leadership positions often had more flexibility and fewer conflicts. The study concludes that combining full-time employment, children, and studies is challenging, particularly for women striving for economic improvement. The authors suggest that future research should examine how communication patterns within the family can affect balance, and further explore the situation for individuals holding non-leadership positions.

The study, conducted at selected Swedish universities and colleges, focused on the balance between work, family, and studies for working professionals. In this qualitative study, twelve individuals were examined to explore their experiences of balancing work and studies alongside their full-time employment, as well as how the boundaries between work and family affected individuals in committed relationships with children under the age of 12. The theoretical framework of the study was centered around work-life balance and the significance of different roles in achieving this balance. The study's results highlighted challenges in balancing work, family, and distance learning for working parents. Common challenges included time constraints, the impact of children on work and studies, and a lack of support. Women experienced greater effort and a dual workload due to traditional expectations. Men in leadership positions often had more flexibility and fewer conflicts. The study concludes that combining full-time employment, children, and studies is challenging, particularly for women striving for economic improvement. The authors suggest that future research should examine how communication patterns within the family can affect balance, and further explore the situation for individuals holding non-leadership positions.

The primary purpose of the study is to get a deeper understanding about managers inheriting the role of corporate ambassadors on LinkedIn, and how it impacts their sense of managerial identity. One aspect of this topic is the interrogation of the blurred lines between the professional and private identities of the managers. The study was conducted in line with the qualitative research technique while following an interpretative perspective and adopting an abductive research approach. We adopted a cross-case approach to get a deeper understanding of the phenomena of corporate ambassadors and conducted eight semi-structured interviews via zoom. The theoretical perspective of our study discusses literature about identity, managerial identity, identity work, corporate ambassadorship, boundary management, and control. The study focused on these major themes in the online world of social media, mainly on LinkedIn. Besides our empirical results, findings of identity intrusion of employees working as ambassadors by Andersson (2019) and identity regulation by Alvesson & Willmott (2002) provided us with a deeper understanding of the managers’ role as corporate ambassadors and the identity work resulting from it. This study contributes to the existing literature about corporate ambassadorship on LinkedIn by examining the impact of this role on managers and their identity work with regard to normative control, boundary work and identity regulation.

Purpose - This study aims to explore how and why employees perceive technology-mediated interruptions differently and the role of sociocultural factors in this process using sociomaterial analysis. Design/methodology/approach - Data were gathered from 34 Sri Lankan knowledge workers using a series of workshop-based activities. The concept of sociomateriality is employed to understand how sociocultural elements are entangled with technology in work-life boundary experiences. Findings - The findings of the thematic analyses suggest how culture is intertwined in the way employees perceive technology-mediated interruptions and how they manage information communication technologies (ICTs) to balance their work and nonwork demands. Participants have been unable to avoid technology-mediated boundary interruptions from work, as organisations have created norms to keep employees connected to organisations using information communication technologies. Traditional gender roles are specifically found to be entangled in employees' boundary management practices, disadvantaging women more. Practical implications - The findings highlight how national culture and gender norms create challenging work-life experiences for female employees than males. This could create a disadvantageous position for female employees in their career progression. It is crucial to consider factors such as boundary preferences and family concerns when deciding on family-friendly work policies. Also, organisations have to consider the development of explicit guidelines on after-hours communication expectations. Originality/value - Using the lens of sociomateriality, researchers can understand the contextual entanglement of ICTs with national culture and gender norms in creating different work-life boundary experiences. It seems ICTs are creating a disadvantage for female employees when managing work-nonwork boundaries, especially in power distant and collectivist cultures where traditional gender norms are

Purpose - Contemporary workplaces undergo frequent reorganizations in order to stay competitive in a working life characterized by globalization, digitalization, economic uncertainty, and ever-increased complexity. Managers are in the frontline of these challenges, leading themselves, organizations and their employees in high stress environments. This raises questions on how to support managers' work-life sustainability, which is crucial for organizational sustainability. Mindfulness has been related to enhanced capacities to cope with challenges that are associated with organizational change. The authors evaluated short- and long-term effects of an eight-week mindfulness-based intervention in a company setting, which was going through reorganization. Design/methodology/approach - Forty managers (42.5% males), mean age 54.53 (SD 5.13), were randomized to the mindfulness intervention or a non-active wait-list control. Self-report data were provided on individual sustainability factors in a work context: job demands and resources, psychological detachment, i.e. possibilities for letting go of work-related thoughts during leisure, control over work-nonwork boundaries, work-life balance, and mindfulness at baseline, postintervention, and at 6-month follow-up. Findings - Linear mixed models (LMMs) analysis (all ps < 0.005 to 0.05) showed that the intervention group had a larger decrease in job demands and a smaller decrease in job resources, a larger increase in psychological detachment, work-nonwork boundary control, work-life balance, and mindfulness from baseline to postintervention when compared with the reference group. These initial effects were sustained at 6-month follow-up. Originality/value - The study provides evidence that mindfulness practice can enhance managers' long-term capacity to cope with challenging working conditions, and increase their work-life sustainability in times of organizational change and disruption.

Working time is an important factor in the text of work. Working time models regulate when and how long people in an employment relationship work per day, week, month, year. Organizations regulate these working time models and thus determine the temporal conditions of work. This paper addresses the role of working time models that affect the individuals who work according to them. Specifically, the focus is on working time regimes of shift work, which will be illuminated on the job profile of nursing work. The aim of this work is to answer which effects different working time models have on the general well-being of caregivers in their life areas work and home. To this end, the following research question is posed: What role do working time regimes play on the way caregivers manage the boundaries between private and professional life domains? To answer this research question, a qualitative case study was conducted on work-home reconciliation and boundary management between these life domains. Specifically, this study conducted expert interviews with caregivers in two long-term care facilities. Reference was made to a continuous ten-hour model on the one hand and a shared work schedule model on the other. The study investigated how the individuals deal with the working hours and how they use them to reconcile their work and private lives. In the qualitative comparative study, the participants were asked open-ended questions in a semi-structured guideline interview, which were then evaluated using selected categories and associated codes. Care was taken to ensure that the group of participants for both working time models was as heterogeneous as possible. The answers from the interviews show that working time models have a significant influence on the caregivers' boundary management in their areas of life. There are differences in the handling of boundaries when comparing both working time models. A model-independent preference of segmentation for the organization of, Hannah Sophia Holzner BSc., BSc., Masterarbeit Universität Innsbruck 2022

Working time is an important factor in the text of work. Working time models regulate when and how long people in an employment relationship work per day, week, month, year. Organizations regulate these working time models and thus determine the temporal conditions of work. This paper addresses the role of working time models that affect the individuals who work according to them. Specifically, the focus is on working time regimes of shift work, which will be illuminated on the job profile of nursing work. The aim of this work is to answer which effects different working time models have on the general well-being of caregivers in their life areas work and home. To this end, the following research question is posed: What role do working time regimes play on the way caregivers manage the boundaries between private and professional life domains? To answer this research question, a qualitative case study was conducted on work-home reconciliation and boundary management between these life domains. Specifically, this study conducted expert interviews with caregivers in two long-term care facilities. Reference was made to a continuous ten-hour model on the one hand and a shared work schedule model on the other. The study investigated how the individuals deal with the working hours and how they use them to reconcile their work and private lives. In the qualitative comparative study, the participants were asked open-ended questions in a semi-structured guideline interview, which were then evaluated using selected categories and associated codes. Care was taken to ensure that the group of participants for both working time models was as heterogeneous as possible. The answers from the interviews show that working time models have a significant influence on the caregivers' boundary management in their areas of life. There are differences in the handling of boundaries when comparing both working time models. A model-independent preference of segmentation for the organization of, Hannah Sophia Holzner BSc., BSc., Masterarbeit Universität Innsbruck 2022

Purpose Modern intra- and inter-organizational arrangements require firms to cross boundaries, but this process represents a crucial and complex challenge, especially for organizations that face pluralistic tensions. Scholars still lack sufficient knowledge of how boundaries can be crossed and what kind of boundary management is necessary within pluralistic contexts. This paper aims to enrich the understanding of these issues by exploring how strategy maps can be mobilized and used as boundary objects to elicit boundary-spanning practices that foster cross-boundary collaboration in pluralistic organizations. Design/methodology/approach This paper employs the case study methodology to capture the dynamics of cross-boundary management elicited by the use of a strategy map within a pluralistic social/healthcare organizational context. Findings This study identifies four practices of boundary spanning (i.e. identifying and crossing problem boundaries, orchestrating collective responsibilities, acknowledging a common understanding of convergent values and goals, and evolving into action) in the analysed pluralistic context and investigates the conditions under which cross-boundary interactions can mobilize a shared zone of knowing via strategy maps. Originality/value This paper suggests a complex (and not linear) processual model of boundary management in pluralistic contexts in which the use of the strategy map mobilizes a dynamic of centrifugal and centripetal movements which engage plural actors in a shared site of collaborative knowing. The study contributes to a conceptualization of boundary management in pluralistic contexts as a progressive social accomplishment.

Purpose – Modern intra- and inter-organizational arrangements require firms to cross boundaries, but this process represents a crucial and complex challenge, especially for organizations that face pluralistic tensions. Scholars still lack sufficient knowledge of how boundaries can be crossed and what kind of boundary management is necessary within pluralistic contexts. This paper aims to enrich the understanding of these issues by exploring how strategy maps can be mobilized and used as boundary objects to elicit boundaryspanning practices that foster cross-boundary collaboration in pluralistic organizations. Design/methodology/approach – This paper employs the case study methodology to capture the dynamics of cross-boundary management elicited by the use of a strategy map within a pluralistic social/healthcare organizational context. Findings – This study identifies four practices of boundary spanning (i.e. identifying and crossing problem boundaries, orchestrating collective responsibilities, acknowledging a common understanding of convergent values and goals, and evolving into action) in the analysed pluralistic context and investigates the conditions under which cross-boundary interactions can mobilize a shared zone of knowing via strategy maps. Originality/value – This paper suggests a complex (and not linear) processual model of boundary management in pluralistic contexts in which the use of the strategy map mobilizes a dynamic of centrifugal and centripetal movements which engage plural actors in a shared site of collaborative knowing. The study contributes to a conceptualization of boundary management in pluralistic contexts as a progressive social accomplishment.

Einleitung: Durch die Digitalisierung können die Grenzen zwischen Arbeit- und Privatleben immer stärker verschwimmen. Um längerfristig eine gesunde Work-Life-Balance aufrechtzuerhalten, ist es notwendig eine gewisse Grenze zwischen den beiden Lebensbereichen zu ziehen. Das Ziel der vorliegenden Arbeit ist es zu beantworten, welche Strategien zur Abgrenzung zwischen Arbeit- und Privatleben verwendet werden. In der Fachliteratur sind diverse Segmentationsstrategien (Strategien zur Abgrenzung) bereits bekannt. Fragestellung: Dazu wurde folgende Forschungsfrage gestellt: Welche Segmentationsstrategien wenden mobil-flexibel arbeitende Personen in der Praxis ihres Arbeitsalltags an? Methode: Um die Forschungsfrage zu beantworten, wurden 10 qualitative Einzelinterviews mit mobil-flexibel arbeitenden Personen durchgeführt. Ergänzend dazu wurde eine systematische Suche durchgeführt. Zentrale Ergebnisse: Am häufigsten grenzen sich Personen durch physische Strategien ab. Beispielweise, indem im Home-Office ein separater Raum als Arbeitszimmer genutzt wird. Alle befragten Personen verwenden Segmentationsstrategien zur Trennung von Arbeit- und Privatleben, um längerfristig eine gesunde Work-Life-Balance aufrechterhalten zu können. Schlussfolgerung: Die Daten zeigen, dass Segmentationsstrategien für die notwendige Abgrenzung zwischen Arbeit- und Privatleben hilfreich sein können. Sie sollen als Handlungsempfehlungen für Interventionen in der Praxis genutzt werden.

The primary purpose of the study is to get a deeper understanding about managers inheriting the role of corporate ambassadors on LinkedIn, and how it impacts their sense of managerial identity. One aspect of this topic is the interrogation of the blurred lines between the professional and private identities of the managers. The study was conducted in line with the qualitative research technique while following an interpretative perspective and adopting an abductive research approach. We adopted a cross-case approach to get a deeper understanding of the phenomena of corporate ambassadors and conducted eight semi-structured interviews via zoom. The theoretical perspective of our study discusses literature about identity, managerial identity, identity work, corporate ambassadorship, boundary management, and control. The study focused on these major themes in the online world of social media, mainly on LinkedIn. Besides our empirical results, findings of identity intrusion of employees working as ambassadors by Andersson (2019) and identity regulation by Alvesson & Willmott (2002) provided us with a deeper understanding of the managers’ role as corporate ambassadors and the identity work resulting from it. This study contributes to the existing literature about corporate ambassadorship on LinkedIn by examining the impact of this role on managers and their identity work with regard to normative control, boundary work and identity regulation.

During the COVID-19 pandemic, college students were abruptly forced into remote work arrangements that altered their work and life demands and impacted their work-life boundaries. Past research on ICT-reliant work and well-being notes that in contrast to the many benefits of ICT-enabled work arrangements, these arrangements can increase feelings of exhaustion when there is a discrepancy between demands and resources. Unlike traditional knowledge workers, college students do not receive the necessary training and infrastructural resources to balance their work-life boundaries. Additionally, underrepresented student populations are at an even greater disadvantage. As such, this study takes an explanatory sequential mixed-methods approach to examining the effects of boundary permeability, boundary flexibility, and work-life conflict on work-engagement and exhaustion across a diverse student sample. Convergent findings from both the quantitative and qualitative strand of this research revealed that 1) college students are facing increased boundary permeability, work-life conflict, and exhaustion across all academic identities and 2) college students experience boundary characteristics and work-life conflict differently depending on their academic identities as either underrepresented or traditional students. The present research contributes theoretically to the boundaries and borders literature and research in Diversity, Equity, Inclusion, and Justice (DEIJ), practically in that it highlights the support needs of various types of students, and methodologically in that it provides further support for the importance of mixed-methods research.

During the current pandemic many employees are working remotely from their home. This is ineviteably leading to a dissolution of boundaries between the two domains work and private life. While individual needs and preferences concerning the separation of these two domains may vary, the ability to perform and to achieve personal wellbeing is in any case depending on congruence between one's needs and the actual situation. Specific Boundary Strategies can help achieve boundary congruence. These strategies involve temporal, physical, communicative and behavioral tools.

Purpose: The purpose of this paper is to introduce a special issue on boundary organising in healthcare bringing together a selection of six leading papers accepted for presentation at the 12th Organisational Behaviour in Health Care (OBHC 2020) Conference. Design/methodology/approach: In this introductory paper, the guest editors position the special issue papers in relation to the theoretical literature on boundaries and boundary organising and highlight how these contributions advance our understanding of boundary phenomena in healthcare. Findings: Three strands of thinking – practice-based, systems theory and place-based approaches – are briefly described, followed by an analytical summary of the six papers included in the special issue. The papers illustrate how the dynamic processes of boundary organising, stemming from the dual nature of boundaries and boundary objects, can be constrained and enabled by the complexity of broader multi-layered boundary landscapes, in which local clinical and managerial practices are embedded. Originality/value: The authors set the scene for the papers included in the special issue, summarise their contributions and implications, and suggest directions for future research. Research implications/limitations: The authors call for interdisciplinary and multi-theoretical investigations of boundary phenomena in health organisation and management, with a particular attention to (1) the interplay between multiple types of boundaries, actors and objects operating in complex multi-layered boundary systems; (2) diversity of the backgrounds, experiences and preferences of patients and services users and (3) the role of artificial intelligence and other non-human actors in boundary organising. Practical implications: Developing strategies of reflection, mitigation, justification and relational work is crucial for the success of boundary organising initiatives.

During the COVID-19 pandemic, college students were abruptly forced into remote work arrangements that altered their work and life demands and impacted their work-life boundaries. Past research on ICT-reliant work and well-being notes that in contrast to the many benefits of ICT-enabled work arrangements, these arrangements can increase feelings of exhaustion when there is a discrepancy between demands and resources. Unlike traditional knowledge workers, college students do not receive the necessary training and infrastructural resources to balance their work-life boundaries. Additionally, underrepresented student populations are at an even greater disadvantage. As such, this study takes an explanatory sequential mixed-methods approach to examining the effects of boundary permeability, boundary flexibility, and work-life conflict on work-engagement and exhaustion across a diverse student sample. Convergent findings from both the quantitative and qualitative strand of this research revealed that 1) college students are facing increased boundary permeability, work-life conflict, and exhaustion across all academic identities and 2) college students experience boundary characteristics and work-life conflict differently depending on their academic identities as either underrepresented or traditional students. The present research contributes theoretically to the boundaries and borders literature and research in Diversity, Equity, Inclusion, and Justice (DEIJ), practically in that it highlights the support needs of various types of students, and methodologically in that it provides further support for the importance of mixed-methods research.

Det är många som är aktiva i diskussionen om work life balance och gränsdragningen mellan arbetsliv och privatliv, allt från forskare till filosofer och sociologer. Även politiker och lagstiftare är med och bidrar till samtalet och alla dessa aktörer påverkar säkerligen hur vi, som individer, uppfattar skillnaden mellan arbetsliv och privatliv och hur gränsen däremellan bör konstrueras. Till skillnad från tidigare studier går vi i vår studie till botten med hur samtalet utvecklats historiskt och till slut nått den uppfattning vi idag har av ”arbetsliv/ privatliv”. På så sätt hoppas vi kunna öka förståelsen för hur och varför vi uppfattar gränsdragningen som vi gör och vad vi kan göra för att bemästra just vår situation, för att nå en ökad balans mellan arbetsliv och privatliv. För att ta reda på detta reser vi i historien och får chans att uppleva och tolka olika tiders uppfattning av tankefiguren “arbetsliv/privatliv”, genom Asplunds (1979) tankefigurmodell. Genom vår historiska tidsresa har vi ökat vår, och förhoppningsvis din, förståelse för vad som kan påverka den enskilda individen i den gränsdragande processen och varifrån uppfattningen om att arbetsliv och privatliv skiljer sig ifrån varandra, kommer. Slutligen är du nu välkommen att följa med på en historisk resa, med slutdestination ‘gränsdragning’.

Contrary to the common claim that privacy is a concept in disarray, this Article argues that there is considerable coherence in the way privacy has been conceptualized over many decades of privacy scholarship. Seemingly disparate approaches and widely differing definitions actually share close family resemblances that, viewed together from a bird’s-eye perspective, suggest that the concept of privacy is more akin to a kaleidoscope than to a swamp. As a heuristic device to look at this kaleidoscope, we use a working definition of privacy as "having spaces in which you can be yourselves," building on two major strands in privacy theory: identity-building and boundary-management. With this heuristic, we analyze how six authoritative privacy accounts can be under¬stood in the terms and rationale of other definitions. We show how the notions of Cohen (room for boundary management), Johnson (freedom from others’ judgement), Nissenbaum (contextual integrity), Reiman (personhood), Warren and Brandeis (being let alone), and Westin (control over information) have significant overlap with—or may even be equivalent to—an understanding of privacy in terms of identity-fostering spaces. Our kaleidoscopic perspective high¬lights not only that there is coherence in privacy, but also helps to understand the function and value of having many different privacy definitions around: each time and context bring their own privacy-related challenges, which might best be addressed through a certain conceptualization of privacy that works in that particular context. As the world turns its kaleidoscope of emerging privacy issues, privacy scholarship turns its kaleidoscope of privacy definitions along. The result of this kaleidoscopic perspective on privacy is an illuminating picture of unity in diversity.

During the current pandemic many employees are working remotely from their home. This is ineviteably leading to a dissolution of boundaries between the two domains work and private life. While individual needs and preferences concerning the separation of these two domains may vary, the ability to perform and to achieve personal wellbeing is in any case depending on congruence between one's needs and the actual situation. Specific Boundary Strategies can help achieve boundary congruence. These strategies involve temporal, physical, communicative and behavioral tools.

Det är många som är aktiva i diskussionen om work life balance och gränsdragningen mellan arbetsliv och privatliv, allt från forskare till filosofer och sociologer. Även politiker och lagstiftare är med och bidrar till samtalet och alla dessa aktörer påverkar säkerligen hur vi, som individer, uppfattar skillnaden mellan arbetsliv och privatliv och hur gränsen däremellan bör konstrueras. Till skillnad från tidigare studier går vi i vår studie till botten med hur samtalet utvecklats historiskt och till slut nått den uppfattning vi idag har av ”arbetsliv/ privatliv”. På så sätt hoppas vi kunna öka förståelsen för hur och varför vi uppfattar gränsdragningen som vi gör och vad vi kan göra för att bemästra just vår situation, för att nå en ökad balans mellan arbetsliv och privatliv. För att ta reda på detta reser vi i historien och får chans att uppleva och tolka olika tiders uppfattning av tankefiguren “arbetsliv/privatliv”, genom Asplunds (1979) tankefigurmodell. Genom vår historiska tidsresa har vi ökat vår, och förhoppningsvis din, förståelse för vad som kan påverka den enskilda individen i den gränsdragande processen och varifrån uppfattningen om att arbetsliv och privatliv skiljer sig ifrån varandra, kommer. Slutligen är du nu välkommen att följa med på en historisk resa, med slutdestination ‘gränsdragning’.

Die vorliegende Masterarbeit behandelt vor allem die beiden Themen Grenz- und Generationenmanagement. Diese zwei Bereiche sollen ausführlich analysiert und erklärt werden. Die Angelegenheit ist gerade jetzt in Zeiten von Veränderung und Flexibilisierung besonders spruchreif. Denn es ist wichtig, dass die unterschiedlichen Generationen gut zusammen arbeiten können und dass sie als Team funktionieren. Gemeinsam sind die Möglichkeiten und die Chancen viel größer. Ein generationenvielfältiges Team kann durch unterschiedliche Sichtweisen und Gedanken sehr gute Ergebnisse erzielen. Genau hier kommt es aber auch sehr oft zum Konflikt, da die Altersgruppen teilweise sehr unterschiedliche Werte und Vorstellungen haben. Gerade in Bezug auf Arbeitszeitgestaltung und Grenzmanagement gehen die Meinungen oft sehr auseinander. Vor allem die jungen Generationen möchten arbeiten wann und wo sie wollen. Nach dem Theorieteil wird mit Hilfe eines standardisierten Fragebogens eine empirische Analyse durchgeführt, bei der Angehörige der Generation X und der Generation Y nach ihrem Grenzziehungsverhalten befragt werden. Das Ziel dieser Arbeit ist es, die Unterschiede der beiden Generationen in Bezug auf ihr Grenzziehungsverhalten herauszukristallisieren und diese anschließend im Ergebnissteil zu erläutern und zu diskutieren. *****The present master's thesis deals primarily with the two topics of border and generation management. These two areas will be analysed and explained in more detail. The matter is particularly ripe for discussion in times of change and flexibilization. It is important that the different generations can work well together and function as a team. Together the possibilities and chances are much greater. But this is precisely where conflict often occurs, as the age groups sometimes have very different values and ideas of life and work. Especially with regard to the organisation of working hours and border management, opinions often differ greatly. Especially the younge

Programme management is increasingly used in The Netherlands to realize more integrated regional development, where different sectoral policy objectives are combined. To understand how integration of different objectives is realized in programme management approaches, it is important to have in depth knowledge on how actors manage social, cognitive and physical boundaries. Therefore, this article analyses how actors manage boundaries in a regional integrative programme. Within this case we focus on two integration attempts: one which has succeeded relatively well and one which was less successful. The analysis shows the importance of boundary spanning actions, such as jointly working on strategy documents, organizing events where actors can formally and informally interact, and the activities of a political change agent. Adding to previous insights, we find four additional explanations for successful integration which shed new light on how boundaries can be best managed in future programmatic approaches: the influence of contextual factors on boundary management and its success, the need to address both the social and cognitive dimension of boundaries, the need to make the programme attractive for the actors governing the issues it wants to integrate with, and the role of boundary drawing to create an understanding and respect for boundaries.

The management of work-family conflict is an important aspect within the context of family firms. Managing work and family domains successfully are often known to be an issue for members of family firms and may result in negative outcomes affecting both individuals and organisations. Organisational cultures supporting individuals in managing work and family domains is believed to reduce the level of work-family conflict and constitutes the focus of this study. Historically, most of the scholarly contributions within the field of work-family conflict and organisational culture are within a non-family firm context. This thesis contributed to current literature with in-depth insights on the family business concepts by relating it with work-family conflicts. Family firms possess unique characteristics that are different from non-family firms, making the management of work-family conflict more difficult. The study shows that the relationships between the components of supportive work-family culture and work-family conflict are factors that impede individuals’ ability to manage multiple roles satisfactorily. The findings of this study could be used to contribute understanding in future research within the field of family firms and in connection to the management of work-family conflicts.

The management of work-family conflict is an important aspect within the context of family firms. Managing work and family domains successfully are often known to be an issue for members of family firms and may result in negative outcomes affecting both individuals and organisations. Organisational cultures supporting individuals in managing work and family domains is believed to reduce the level of work-family conflict and constitutes the focus of this study. Historically, most of the scholarly contributions within the field of work-family conflict and organisational culture are within a non-family firm context. This thesis contributed to current literature with in-depth insights on the family business concepts by relating it with work-family conflicts. Family firms possess unique characteristics that are different from non-family firms, making the management of work-family conflict more difficult. The study shows that the relationships between the components of supportive work-family culture and work-family conflict are factors that impede individuals’ ability to manage multiple roles satisfactorily. The findings of this study could be used to contribute understanding in future research within the field of family firms and in connection to the management of work-family conflicts.

Organisations of land managers in landscape management face the challenge of combining the need to foster bonding social capital within their member groups with the need to develop bridging social capital with other stakeholders and linking social capital with public authorities. This paper compares the concepts of self-governing groups, boundary organisations and quangos, to analyse how agri-environmental collectives in the Netherlands navigate their identity in interactions with public authorities and manage potential trade-offs between different forms of social capital. It shows the paradoxical situation that these self-governing collectives have to adopt characteristics of public agencies, in order to meet the demands of the Dutch government and EU legislation, required to gain the trust of the authorities for more room for self-governance. The resulting ‘professionalization’ and enlargement of agri-environmental collectives is likely to reduce bonding social capital, which in turn is an important asset for effective landscape management. In order to prevent this counterproductive incentive of expecting self-governing groups to behave like public agencies, we recommend to nourish and protect the in-between identity of agri-environmental collectives, to acknowledge their variety, and to allow them to be self-governing groups as well as boundary organisations.

Den teknologiska utvecklingen har bidragit till att arbete kan utföras under mer flexiblaformer. Syftet med studien var därför att undersöka om skillnader i upplevelsen avinformations och kommunikationsteknikens krav (IKT-krav) påverkade möjligheterna att dragränser mellan arbete och fritid. Metoden för datainsamling var kvantitativ och 31enhetschefer erbjöds möjlighet att delta i studien genom att besvara en webbenkät.Svarsfrekvensen uppgick till 58 % (N = 18). Studiens huvudresultat visade på signifikantaskillnader i förhållande till mental distansering från arbetet, där de som upplevde låga IKTkravskattade förmågan till mental distansering högre och de som upplevde höga IKT-kravskattade förmågan till mental distansering lägre. Det betyder att när kraven om tillgänglighetoch förväntningar på respons ökar på enhetscheferna, så är upplevelsen att förmågan tillmental distansering minskar. Utövad gränsstrategi visade inte på några signifikantaskillnader. Resultaten betraktas med försiktighet eftersom deltagarantalet är lågt. Någragenerella slutsatser bör inte dras men den praktiska relevansen är av värde i sammanhanget., Technology development has contributed work to be performed under more flexible forms.The aim of the study was to investigate if information and communication technologydemands (ICT-demands) affected the ability to create boundaries between work and leisure.The method of collecting data was quantitative and 31 managers for different units in thehealth and care sector had the opportunity to participate by answer an websurvey. 58 %responded and the main result showed significant differences in order to psychologicaldetachment. Those who experienced low ICT-demands estimated higher ability topsychological detachment from work, and those who experienced high ICT-demandsestimated the ability to psychological detachment lower. This means that when demands likeavailability and response expectations increases among the managers, the sense of beingaway from work decreases. Boundary management on the other hand, does not show anysignificant differences in experience. The results are considered with caution as the numberof participants are low. Some general conclusions should not be drawn but the practicalrelevance is of value in the context.

Den här uppsatsens syfte var att undersöka upplevelserna och hanteringen av gränsen och genomträngligheten mellan arbetslivet och privatlivet hos arbetstagare som arbetar under förtroendetid. Åtta kvalitativa intervjuer genomfördes där deltagarna beskrev sina upplevelser kring fenomenen permeabilitet (genomtränglighet) och work-life conflict (rollkonflikten mellan arbetsliv och privatliv) samt hur dessa fenomen hanterades (boundary management) i situationer då arbetslivet trängde in på privatlivet och vice versa. Intervjusvaren analyserades med en teoretisk tolkning. Resultaten visade att permeabilitet i arbetsdomänen (permeability of the family domain to work) upplevdes vara aningen mer förekommande än permeabilitet i den privata domänen (permeability of the work domain to family). Det här fenomenet benämns asymmetrisk permeabilitet, alltså att fler avbrott tillåts i den ena domänen än i den andra. Vidare framkom att den mentala permeabiliteten i form av tankar ansågs vara svårare att begränsa än den fysiska permeabiliteten i form av kontaktförsök via tekniska medel. Liknande resultat framkom rörande work-life conflict, nämligen att tankar från den ena domänen till den andra framstod som mer konfliktframkallande än fysiska kontaktförsök. I syfte att hantera permeabiliteten och undgå work-life conflict användes olika individuella boundary management-metoder. Vilka metoder som valdes var i hög grad person- och situationsbaserat.

Den här uppsatsens syfte var att undersöka upplevelserna och hanteringen av gränsen och genomträngligheten mellan arbetslivet och privatlivet hos arbetstagare som arbetar under förtroendetid. Åtta kvalitativa intervjuer genomfördes där deltagarna beskrev sina upplevelser kring fenomenen permeabilitet (genomtränglighet) och work-life conflict (rollkonflikten mellan arbetsliv och privatliv) samt hur dessa fenomen hanterades (boundary management) i situationer då arbetslivet trängde in på privatlivet och vice versa. Intervjusvaren analyserades med en teoretisk tolkning. Resultaten visade att permeabilitet i arbetsdomänen (permeability of the family domain to work) upplevdes vara aningen mer förekommande än permeabilitet i den privata domänen (permeability of the work domain to family). Det här fenomenet benämns asymmetrisk permeabilitet, alltså att fler avbrott tillåts i den ena domänen än i den andra. Vidare framkom att den mentala permeabiliteten i form av tankar ansågs vara svårare att begränsa än den fysiska permeabiliteten i form av kontaktförsök via tekniska medel. Liknande resultat framkom rörande work-life conflict, nämligen att tankar från den ena domänen till den andra framstod som mer konfliktframkallande än fysiska kontaktförsök. I syfte att hantera permeabiliteten och undgå work-life conflict användes olika individuella boundary management-metoder. Vilka metoder som valdes var i hög grad person- och situationsbaserat.

Den teknologiska utvecklingen har bidragit till att arbete kan utföras under mer flexiblaformer. Syftet med studien var därför att undersöka om skillnader i upplevelsen avinformations och kommunikationsteknikens krav (IKT-krav) påverkade möjligheterna att dragränser mellan arbete och fritid. Metoden för datainsamling var kvantitativ och 31enhetschefer erbjöds möjlighet att delta i studien genom att besvara en webbenkät.Svarsfrekvensen uppgick till 58 % (N = 18). Studiens huvudresultat visade på signifikantaskillnader i förhållande till mental distansering från arbetet, där de som upplevde låga IKTkravskattade förmågan till mental distansering högre och de som upplevde höga IKT-kravskattade förmågan till mental distansering lägre. Det betyder att när kraven om tillgänglighetoch förväntningar på respons ökar på enhetscheferna, så är upplevelsen att förmågan tillmental distansering minskar. Utövad gränsstrategi visade inte på några signifikantaskillnader. Resultaten betraktas med försiktighet eftersom deltagarantalet är lågt. Någragenerella slutsatser bör inte dras men den praktiska relevansen är av värde i sammanhanget., Technology development has contributed work to be performed under more flexible forms.The aim of the study was to investigate if information and communication technologydemands (ICT-demands) affected the ability to create boundaries between work and leisure.The method of collecting data was quantitative and 31 managers for different units in thehealth and care sector had the opportunity to participate by answer an websurvey. 58 %responded and the main result showed significant differences in order to psychologicaldetachment. Those who experienced low ICT-demands estimated higher ability topsychological detachment from work, and those who experienced high ICT-demandsestimated the ability to psychological detachment lower. This means that when demands likeavailability and response expectations increases among the managers, the sense of beingaway from work decreases. Boundary management on the other hand, does not show anysignificant differences in experience. The results are considered with caution as the numberof participants are low. Some general conclusions should not be drawn but the practicalrelevance is of value in the context.

Contemporary technologies enable students to be "connected" with friends, family, student peers, and their study materials 24/7. This study aimed to examine how college students' boundary management enactment (BME; ranging from segmentation to integration) related to school-to-home conflict and home-to-school conflict and, subsequently, to school performance, satisfaction with home life, and home-school balance. Moreover, this study aimed to establish whether these relationships depended on students' boundary management preferences for segmenting school from home, and home from school. A diary study was conducted among 122 students from a major university in the Netherlands. Students completed an online questionnaire and online daily surveys over a period of 5 consecutive days of study. Results supported that students experienced more school-home and home-school conflict when they integrated rather than segmented school and home. Also as predicted, integration related to lower school performance, lower home life satisfaction, and lower balance, and these relationships were mediated by increased conflict between home and school life. Students' preferences did not moderate these relationships. This indicates that segmenting school and home life roles seems to be the advisable strategy for students, irrespective of their preference for segmentation. Students would benefit from increased awareness of the advantages of segmentation and 'how to' training sessions that teach them how to set boundaries between school and home. (PsycINFO Database Record

Given the increasing use of technology and the growing blurring of the boundaries between the work and nonwork domains, decisions about when to interrupt work for family and vice versa can have critical implications for relationship satisfaction within dual-earner couples. Using a sample of 104 dual-earner couples wherein one of the partners is a member of the largest Italian smartphone-user community, this study examines how variation in boundary management permeability within dual-earner couples relates to partner relationship satisfaction, and whether the effect differed by gender and partners' agreement on caregiving roles in the family. Using actor-partner analysis, we examined the degree to which an individual and his or her partner's level of family-interrupting work behaviors (FIWB, e.g., taking a call from the partner while at work) and work-interrupting family behaviors (WIFB, e.g., checking work emails during family dinner) was positively related to relationship satisfaction. Results show that women experienced greater relationship satisfaction than men when their partners engaged in higher levels of FIWB, and this relationship was stronger when partners had perceptual congruence on who is primarily responsible for caregiving arrangements in the family. This study advances research on dual-earner couples by showing the importance of examining boundary management permeability as a family social phenomenon capturing transforming gender roles.

Given the increasing use of technology and the growing blurring of the boundaries between the work and nonwork domains, decisions about when to interrupt work for family and vice versa can have critical implications for relationship satisfaction within dual-earner couples. Using a sample of 104 dual-earner couples wherein one of the partners is a member of the largest Italian smartphone-user community, this study examines how variation in boundary management permeability within dual-earner couples relates to partner relationship satisfaction, and whether the effect differed by gender and partners' agreement on caregiving roles in the family. Using actor-partner analysis, we examined the degree to which an individual and his or her partner's level of family-interrupting work behaviors (FIWB, e.g., taking a call from the partner while at work) and work-interrupting family behaviors (WIFB, e.g., checking work emails during family dinner) was positively related to relationship satisfaction. Results show that women experienced greater relationship satisfaction than men when their partners engaged in higher levels of FIWB, and this relationship was stronger when partners had perceptual congruence on who is primarily responsible for caregiving arrangements in the family. This study advances research on dual-earner couples by showing the importance of examining boundary management permeability as a family social phenomenon capturing transforming gender roles.

Nowadays, many European countries delegate health and social care responsibilities from the national level to local authorities. In January 2015, the Netherlands similarly introduced a policy programme authorising municipalities to set their own social welfare policy. A specific feature of this programme is that it stimulates municipalities to implement teams wherein professionals from different disciplines are collectively responsible for a team’s decision‐making. This suggests that teams ideally have (a) high levels of functional heterogeneity (professionals from different disciplines) and (b) high levels of team autonomy (collective responsibility and decision‐making). Based on the policy programme, it can be further assumed that (a) information elaboration, (b) boundary management and (c) team cohesion in teams will improve. In practice, the majority (87%) of Dutch municipali

Given the increasing use of technology and the growing blurring of the boundaries between the work and nonwork domains, decisions about when to interrupt work for family and vice versa can have critical implications for relationship satisfaction within dual-earner couples. Using a sample of 104 dual-earner couples wherein one of the partners is a member of the largest Italian smartphone-user community, this study examines how variation in boundary management permeability within dual-earner couples relates to partner relationship satisfaction, and whether the effect differed by gender and partners' agreement on caregiving roles in the family. Using actor-partner analysis, we examined the degree to which an individual and his or her partner's level of family-interrupting work behaviors (FIWB, e.g., taking a call from the partner while at work) and work-interrupting family behaviors (WIFB, e.g., checking work emails during family dinner) was positively related to relationship satisfaction. Results show that women experienced greater relationship satisfaction than men when their partners engaged in higher levels of FIWB, and this relationship was stronger when partners had perceptual congruence on who is primarily responsible for caregiving arrangements in the family. This study advances research on dual-earner couples by showing the importance of examining boundary management permeability as a family social phenomenon capturing transforming gender roles.

Given the increasing use of technology and the growing blurring of the boundaries between the work and nonwork domains, decisions about when to interrupt work for family and vice versa can have critical implications for relationship satisfaction within dual-earner couples. Using a sample of 104 dual-earner couples wherein one of the partners is a member of the largest Italian smartphone-user community, this study examines how variation in boundary management permeability within dual-earner couples relates to partner relationship satisfaction, and whether the effect differed by gender and partners' agreement on caregiving roles in the family. Using actor-partner analysis, we examined the degree to which an individual and his or her partner's level of family-interrupting work behaviors (FIWB, e.g., taking a call from the partner while at work) and work-interrupting family behaviors (WIFB, e.g., checking work emails during family dinner) was positively related to relationship satisfaction. Results show that women experienced greater relationship satisfaction than men when their partners engaged in higher levels of FIWB, and this relationship was stronger when partners had perceptual congruence on who is primarily responsible for caregiving arrangements in the family. This study advances research on dual-earner couples by showing the importance of examining boundary management permeability as a family social phenomenon capturing transforming gender roles.

Kriminalvården är en statlig myndighet som i dagsläget befinner sig i startgroparna för att ta fram en tillgänglighetspolicy. De diskuterar även eventuella åtgärder för att hantera användandet av informations- och kommunikationsteknik (IKT) kopplat till arbete. Studien syftar till att beskriva och analysera fenomenet tillgänglighet och uppkoppling utifrån chefers uppfattningar inom Kriminalvården samt hur de hanterar detta. Vidare syftar studien till att undersöka chefers uppfattade möjligheter och utmaningar kopplat till ämnet. Insamlingen av datamaterialet skedde via tio semistrukturerade intervjuer som bearbetades utifrån en fenomenografisk analysmetod. Studiens resultat pekade på såväl likheter som skillnader mellan chefernas uppfattningar. Majoriteten av cheferna uttryckte att de satte en tydlig gräns mellan arbete och fritid vilket analysen dock inte tydde på. Cheferna uppfattade i stor utsträckning att tillgänglighet och uppkoppling inte var ett problem. Några chefer hade strategier för att hantera uppkopplingen och andra inte. En skillnad var i hur cheferna hanterade mejl utanför kontorstid. Detta kunde ske genom att några chefer skickade mejl,vissa inte alls och en del chefer skickade mejl även om de var av uppfattningen att det sände dåliga signaler.

The thesis provides an analysis of the boundary shifting which social media creates between the public/private dimensions of employees and the regulation of social media and work. The thesis analyses the legal complexities of corporate control over personal social media use and the challenges in both managing corporate risk and preserving personal autonomy interests of identity, participation and speech in online spaces. The research outlines what is wrong with social media policies and highlights uncertainties in the law from an individual autonomy perspective. It proposes an innovative model for constructing social media policies through the lens of communicative tenets of Corporate Social Responsibility.

Kriminalvården är en statlig myndighet som i dagsläget befinner sig i startgroparna för att ta fram en tillgänglighetspolicy. De diskuterar även eventuella åtgärder för att hantera användandet av informations- och kommunikationsteknik (IKT) kopplat till arbete. Studien syftar till att beskriva och analysera fenomenet tillgänglighet och uppkoppling utifrån chefers uppfattningar inom Kriminalvården samt hur de hanterar detta. Vidare syftar studien till att undersöka chefers uppfattade möjligheter och utmaningar kopplat till ämnet. Insamlingen av datamaterialet skedde via tio semistrukturerade intervjuer som bearbetades utifrån en fenomenografisk analysmetod. Studiens resultat pekade på såväl likheter som skillnader mellan chefernas uppfattningar. Majoriteten av cheferna uttryckte att de satte en tydlig gräns mellan arbete och fritid vilket analysen dock inte tydde på. Cheferna uppfattade i stor utsträckning att tillgänglighet och uppkoppling inte var ett problem. Några chefer hade strategier för att hantera uppkopplingen och andra inte. En skillnad var i hur cheferna hanterade mejl utanför kontorstid. Detta kunde ske genom att några chefer skickade mejl,vissa inte alls och en del chefer skickade mejl även om de var av uppfattningen att det sände dåliga signaler.

Using multiwave survey data collected among 251 financial sales professionals, we tested whether involuntarily working more from home (teleworking) was related to higher time-based and strain-based work-tofamily conflict (WFC). Employees’ boundary management strategy (integration vs. segmentation) and work–family balance self-efficacy were considered as moderators of these relationships. Data were collected one month before, three months after, and 12 months after the implementation of a new cost-saving policy that eliminated employees’ access to office space in a centralized work location. The policy resulted in employees being forced to work more from home. A voluntary telework program had been in effect before the new policy, implying that working more from home as a result of the new policy was involuntary in nature. Results revealed that involuntarily working more from home was associated with higher strain-based WFC but not higher time-based WFC. However, moderator analyses revealed that the positive association between involuntarily working more from home and both types of WFC was significantly stronger among employees with weaker self-efficacy in balancing work and family. Boundary management strategy had no detectable moderating effect.

Title: The personal-time bankruptcy: A case study of how working-at-home employees justifies work-life imbalance by time-lending Course: BUSN49, Degree Project in Managing People, Knowledge and Change – Master level, Business Administration. Author: Jonas Sennerstig Advisor: Jens Rennstam Key words: Work-life-balance, at-home workers, technology, boundary less work, boundary management, border theory, work-life spillover Purpose: The purpose of this study is to expand on and to nuance the understanding of the work-life balance literature and how at-home workers perceives work-life-balance. Methodology: The study has used a qualitative research method with an interpretative knowledge view in order to gain in-depth understanding of the perception of work-life-balance by the individual. This has been done through in-depth semi structured interviews at a student Nation in Lund. Theoretical perspectives: The study takes its starting point in the existing work-life-balance literature but questions border and boundary theory, that is based on the assumption of work and non-work being physically separated, in order to further investigate how the lack of spatial separation between the two domains affects work-life-balance. Conclusions: The results of the study implicate that a lack of spatial distance between work and home has a significant impact on how work-life balance is perceived due to the difficulties to disengage from work and to establish boundaries between the two domains. Further, time-loans are found to be a technique used to obtain work-life-balance. The author argues that these loans also can take more extreme forms and introduces the concepts of “time-pawning” and “time-bankruptcy”.

Title: The personal-time bankruptcy: A case study of how working-at-home employees justifies work-life imbalance by time-lending Course: BUSN49, Degree Project in Managing People, Knowledge and Change – Master level, Business Administration. Author: Jonas Sennerstig Advisor: Jens Rennstam Key words: Work-life-balance, at-home workers, technology, boundary less work, boundary management, border theory, work-life spillover Purpose: The purpose of this study is to expand on and to nuance the understanding of the work-life balance literature and how at-home workers perceives work-life-balance. Methodology: The study has used a qualitative research method with an interpretative knowledge view in order to gain in-depth understanding of the perception of work-life-balance by the individual. This has been done through in-depth semi structured interviews at a student Nation in Lund. Theoretical perspectives: The study takes its starting point in the existing work-life-balance literature but questions border and boundary theory, that is based on the assumption of work and non-work being physically separated, in order to further investigate how the lack of spatial separation between the two domains affects work-life-balance. Conclusions: The results of the study implicate that a lack of spatial distance between work and home has a significant impact on how work-life balance is perceived due to the difficulties to disengage from work and to establish boundaries between the two domains. Further, time-loans are found to be a technique used to obtain work-life-balance. The author argues that these loans also can take more extreme forms and introduces the concepts of “time-pawning” and “time-bankruptcy”.

Realizing the innovation potential of OSS communities, firms now create or sponsor their own open source software (OSS) communities, generally as part of an open innovation strategy. However, maximizing the innovation capability of a sponsored OSS community is a challenging task since firms cannot rely on traditional hierarchical authority to control community members. Furthermore, a firm's efforts to manage its sponsored community may also impact the firm's absorptive capacity, or its ability to effectively absorb and leverage the valuable knowledge created by the community. Thus, the purpose of this article is to investigate two research questions: 1) How does the boundary management of a firm-sponsored OSS community impact the community's innovation capacity? and 2) How does the boundary management of a firm-sponsored OSS community impact the firm's absorptive capacity? Using the results from our qualitative analysis of eZ Systems and its successfully sponsored OSS community - eZ Publish we develop a theoretical model depicting how the boundary management of a firm-sponsored OSS community influences both the community's innovation capacity and the absorptive capacity of the firm. In addition, the results of our study highlight the central importance of an integrative IT platform in boundary management activities., AuthorCount:5

Boundary spanning activities, or external team processes such as establishing and managing relationships with key external parties to the team, are critical to the success of many organizational work teams. Surprisingly, however, while the performance benefits of team boundary management have been documented in several seminal pieces by Ancona and her colleagues (e.g., Ancona, 1990; Ancona & Caldwell, 1992), little research has directly explored the role of the individual team members in carrying out these critical activities or if performance benefits exist for those engaging in boundary management for their teams. My dissertation addresses these limitations by considering potential predictors and consequences of individual boundary spanning behavior within a team setting. By investigating several personal and motivational antecedents to boundary spanning, I seek to expand previous teams research by predicting why particular team members engage in critical boundary spanning behaviors. Furthermore, complementing existing support for the performance benefits accompanying boundary management at the team level of analysis, I explore the consequences of boundary spanning on individual level outcomes, namely, peer ratings of individual leadership and contributions to the team. Finally, I present two sets of alternative hypotheses postulating a mediating and a moderating role for information network centrality in the boundary spanning behavior-individual outcome relationship. Hypotheses for this dissertation were tested using data from 27 consulting teams, comprised of 171 full-time MBA students. Data were collected primarily through surveys administered to team members at multiple points in time and were analyzed via hierarchical linear modeling, regression, and social network techniques. Results indicated partial support for the predictive value of self-monitoring, proactive personality, and boundary management self-efficacy on an individual's engagement in boundary spa