Crossing the borders: the relationship between boundary management, work–family enrichment and job satisfaction

Abstract

Building upon Boundary Theory, the present study aims at investigating boundary management as a predictor of work-to-family enrichment and, in turn, of job satisfaction. We conceptualize boundary management both as an individual (preferences of an employee) as well as a contextual variable (perceived supplies of a workplace), both with respect to the two dimensions permeability (psychological boundary) and flexibility (physical boundary). In a survey of 222 employees with at least one child at home, we assessed employees' permeability and flexibility preferences, perceived permeability and flexibility supplies of the workplace, work-to-family enrichment and job satisfaction. Regression analysis showed a strong positive association between employees' permeability preferences, work-to-family enrichment and job satisfaction and between perceived flexibility supplies of the workplace, work-to-family enrichment and job satisfaction. Work-to-family enrichment mediated the relationship between permeability preferences and job satisfaction. Furthermore, work-to-family enrichment mediated the relationship between perceived flexibility supplies and job satisfaction. Theoretical and practical implications of the results will be discussed.

Keywords::

• boundary management
• job satisfaction
• work–family enrichment

Notes

^1. In the CFA, we modeled enrichment as second-order factor, comprising three subdimensions (capital, affective and developmental enrichment).

^2. We additionally conducted all analyses by controlling, first, for a participant's current mood state while answering the survey and, second, for trait negative job-related affect in addition to trait positive job-related affect in order to handle the common method bias that might be caused by a participant's affect (Podsakoff et al., 2003). Specifically, we assessed the current affective state with one item (‘How do you feel at the moment?’). This item had to be answered on a five-point Likert scale from 1 (very good) to 5 (very bad). Trait negative job-related affect was measured with the 10 items from the PANAS (Watson et al., 1988). Participants were asked to report on a five-point scale, ranging from 1 (not at all) to 5 (fully), how they generally feel regarding their job (sample items are ‘upset’ and ‘irritable’). Including these control variables did not change the results.

^3. All results remained the same without control variables.

^4. The respective results can be ordered from the first author.