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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.

Work and family are the most important spheres of human¡¦s life. These two spheres are not independent of each other. Work-family conflict arises when negative attitudes intrude into the other domain, or when experiences and intense involvement in one domain interfere with active participation in the other domain. It may cause absenteeism or turnover intentions. However, employees whose organizations provided work-family support report less work-to-family conflict. Telework is a common work-family supportive strategy. Teleworkers can periodic work out of the principal office, one or more days per week either at home, in a client¡¦s site, or in a teleworker center and aided by computer and telecommunication. Moreover, SOHO (Small Office, Home Office) is another popular work arrangement nowadays. Comparing with teleworkers, they are self-employed. Although combining work and family may help employees balance their work and family, the blurring of the boundary always make them feel even they are home they can¡¦t get away from work. The aim of this study is to gain an understanding of the work-family conflict, sex division of labor, job involvement and work-family conflict of these working-at-home employees. Below are the discoveries of this thesis: 1.The boundary between work and family is dynamic. When the life cycle of work and family changes the boundaries also changes. 2.Homeworkers did perceive work-family conflicts. Within six types of work-family conflicts, time-based work-to-family conflicts, strain-based work-to-family conflicts and strain-based family-to-work conflicts were the biggest problems for them. 3.The reasons why they choose working at home were work-related. Even women with children didn¡¦t work at home for family-related reasons. Moreover, almost all couples shared responsibility for housework. But working at home was not the only reason for the change of the sex division of labor. 4.Almost all homeworkers admitted that their job involvements were too high. The high job involvements might due to their work values, family values and family support.

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 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.

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This mixed methods study contains two studies that are linked together sequentially to explore the work/nonwork boundary management of home-based teleworkers through the overarching research question: Do personality traits and ICT use influence how teleworkers manage their work-nonwork boundary? Mobile ICT s such as smartphones are becoming increasingly more important for work and they can have a boundary blurring effect on the work-nonwork boundary as they may be used at anytime and anywhere. However, the issue of how personality traits influence ICT use and work-nonwork boundary management has been neglected, particularly in a teleworking context. As people manage their work-nonwork boundaries differently and some people work better at home than others, it is not known to what extent personality traits play a role in boundary management and ICT use. Study One explores the relationships between the big five personality traits of conscientiousness, extraversion and neuroticism, the facet level traits of dutifulness, gregariousness, and impulsiveness and work/nonwork boundary interruptions. It also explores the relationships between these traits and frequency of technology use for work purposes and the relationship of ICT s (smartphones, tablets and laptops) to work/nonwork boundary interruptions. Data was collected via an online survey, with recruitment from social media sites and Local Authorities totalling 391 usable responses. Conscientiousness was found to be negatively related to work-nonwork and nonwork-work interruptions, dutifulness negatively related to nonwork-work interruptions, neuroticism positively related to work-nonwork interruptions and impulsiveness positively related to nonwork-work interruptions. Personality traits were found to have small correlations to boundary interruptions which was a new finding, although it was expected that the correlations might have been larger than they were found to be. Extraversion was positively related to frequency of laptop use and extraversion and gregariousness were positively related to frequency of smartphone use, neuroticism was negatively related to frequency of smartphone use which were new findings in a work context. Frequency of ICT use was positively related to work-nonwork interruptions, with smartphones showing the highest correlation, followed by tablet and then laptop displaying a stepped effect. This finding of a stepped effect was new and suggests that the portability of smartphones makes them much easier to connect to work out of hours, than laptops and tablets. The second study included interviews from 20 participants who had completed the survey, four from each of five boundary management groups (Strong Segmentors, Strong Integrators, Moderate Managers, Work Boundary Protectors and Family Boundary Protectors). The groups were derived from scores from the survey data, in order to investigate in more depth, other factors that influenced boundary management interruptions that were not picked up in Study One and specifically the idiosyncrasies of ICT use between groups. The qualitative data was analysed via Template Analysis and the final themes in the template were Boundary Management, Crafting Work, Individual Differences, Telework and Interruptions. The theme of Boundary Management was dealt with in this study. Some key findings were that Study Two built upon Study One by finding that proactivity was a key theme and that this trait may be particularly active while individuals are teleworking due to the context. ICT s were used in a way that reflected the wide ranging boundary management preferences of the individuals using them.

In the light of major changes affecting the workplace, the present research investigates the interaction of life domains. Specifically, the studies included in this research comprehensively integrate conceptual advancements in the literature on the interaction of life domains. These advancements refer to the scope of the life domains considered, the different directions of interactions between the work and the private life domain, the inclusion of a positive perspective on the interplay, and the adoption of multi-time and multi-level research methodology. At the same time, the present research adopts new perspectives by investigating life domain conflict and enrichment from an international perspective, by integrating boundary management tactics and by considering the role of emotions at the workplace. Four different studies based on different international and domestic samples were conducted. The results of the first study demonstrate that life domain enrichment plays an important role for international assignees and contributes to the prediction of important outcomes beyond what is contributed by life domain conflict. Using a large international sample, the second study underlines the need to take cultural value dimensions into account when examining the interplay of life domains. This study indicates that Individualism/Collectivism moderate the relationship between life domain conflict and satisfaction outcomes, such that the relationship is stronger in cultures high on Individualism. In the third study, the impact of boundary management tactics for the interplay of different life domains is shown for a sample of expatriates. Specifically, the third study demonstrates that permeability and flexibility of life domains are associated with life domain conflict and enrichment. Finally, the fourth study adopts a longitudinal research design using a weekly diary approach. This study indicates that daily affective events and mood predict life domain conflict and enrichment over time. Taken together, the present studies demonstrate that the integration of conceptual advancements with recent trends at the workplace substantially contribute to our knowledge on life domain interactions and open promising avenues for future research. At the same time, this integration provides several implications for organizations and individuals for the successful management of the interplay of life domains in a modern workplace.

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