<p>Coworker friendships refer to interpersonal relationships between peers and overlap across work and personal domains of life. Prior research suggests that these relationships are beneficial in some ways and detrimental in others, and that they are characterized by divergent forms of social bonds (i.e., friendly or affective bond and work-related or instrumental bond), relational expectations, and norms. Yet, the processes through which coworker friendships influence employees’ work outcomes and well-being remains poorly understood. To illuminate the features of coworker friendships and the mechanisms through which they affect employees, I develop the Coworker Friendship-Resource (CFR) Model. Specifically, building from interaction ritual theory, I explore how features of friendship—nonwork socializing and self-disclosure with coworker along with the personal growth function (i.e., benefit or purpose) of the coworker relationship—simultaneously drain and replenish employees resources or energy by shaping work-nonwork (enrichment and conflict), affective (vitality), cognitive (psychological detachment from work), and relational (intrusion) mechanisms, and subsequent employee work behaviors, well-being, and relationship conflict. I also consider the contingencies affecting these pathways, including contextual work features and individual differences. Overall, the CFR model highlights the simultaneous benefits and burdens of coworker friendships for employees and organizations. To test the CFR model, I conducted a pilot study to validate new measures, a vignette experiment, and a two-wave field study. As a set, the results of the vignette and field studies revealed countervailing effects of the friendship features on resource gain and drain.</p>

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Viljan till fortsatt hemarbete efter covid-19 skiljer sig åt mellan individer. Gränserna mellan- och samspelet kring arbets- och privatlivet associeras med hemarbetet och relaterar till arbetstillfredsställelse. Syftet var att förklara arbetstillfredsställelse i hemarbetet utifrån segmenteringspreferens, gränskontroll, arbets- till privatlivskonflikter (AtPK), privat- till arbetslivskonflikter (PtAK), arbets- till privatlivsberikning (AtPB) och privat- till arbetslivsberikning (PtAB). Vidare avsågs att undersöka hemarbetets effekt på konflikter och berikning samt om hemarbete innan pandemin och viljan till fortsatt hemarbete efter pandemin kunde kopplas till segmenteringspreferens. Deltagarna var 164, fördelade över 13 arbetsområden. En enkät med 57 item användes och datamaterialet analyserades med korrelationer, z-test, regressionsanalys, t-test samt variansanalys. Arbetstillfredsställelse relaterade till segmenteringspreferens, gränskontroll, AtPB och PtAB. Ingen skillnad i segmenteringspreferens påvisades mellan individer som hemarbetat innan pandemin i låg respektive hög utsträckning och mellan individer som ville fortsätta arbeta hemifrån i hög respektive låg utsträckning. Resultatet diskuterades utifrån berikningens betydelse för arbetstillfredsställelse samt att segmenteringspreferens inte var avgörande för hemarbetet.

Aim: The increasing importance of employee retention and talent acquisition have necessitated the need for a deeper understanding of employee psychology influencing these factors. As such, the current study examines the relationship between individual organizational attachment and work-nonwork conflict and work-nonwork enrichment.  Further interest was paid to possible moderating influences of work centrality, gender, number of dependents and number of contract hours. Design: Data was collected through online surveys. Participants were contacted through internet portals and selected business contacts at private companies. The study followed a cross-sectional design. The contributing sample consisted of 94 participants. Results: Organizational attachment styles contribute to differences in experienced work-nonwork conflict and work-nonwork enrichment. Anxious and avoidant organizational attachment exhibit a positive relationship with work-nonwork conflict and a negative relationship with work-nonwork enrichment. The relationship between organizational attachment anxiety and work-nonwork conflict is partially moderated by gender. No empirical support was found for the moderating influences of work centrality, number of dependents and number of contract hours. Implications: The results indicate that patterns of organizational attachment shape adult lives inside and outside of the workplace. Knowledge of how individuals experience work and nonwork depending on their organizational attachment allows for a sensitization towards individuality in the workplace. Catering to employees’ attachment needs could feasibly contribute to organizational viability and success. Novelty: Previous research has mostly examined attachment at work in terms of interpersonal attachment, while disregarding the role the organization can play as an attachment figure. While existing studies have examined the connection between (romantic) attachment and work-family or work-life conflict and enrichment, this study offers insights into how employees’ attachment relationships to the organization connects to the experience of work-nonwork conflict and enrichment.

Although work-family conflict (WFC) has been of particular interest to work-family researchers, little attention has been paid to the consequences of WFC that reside in the family domain. Research on WFC and child outcomes is especially scant. The current study addresses the gap in the literature by investigating the relationship between work-interfere-with-family (WIF) and three forms of parent-child interaction behavior (PB): physical and recreational PB (PRPB), cognitive and academic-oriented PB (CAPB), and passive and maintenance-oriented PB (PMPB). The mechanism by which WIF relates to PB was further investigated by examining negative emotion as a mediator and trait guilt as a moderator of the relationship. Employed parents of early school-aged children (n = 201) participated in the survey. Results indicated that both time- and strain-based WIF were negatively related to two types of active PB, PRPB and CAPB. However, negative emotion did not mediate the relationship between WIF and PB. With regard to the moderating role of trait guilt, support was found for PRPB. Theoretical and practical implications, as well as future directions, are discussed.

O aumento do número de mulheres no mercado de trabalho, dos casais em que ambos trabalham enquanto mantêm uma vida familiar conjunta e dos novos arranjos familiares têm provocado uma lacuna nos estudos sobre as relações entre trabalho e não trabalho, já que esses estudos concentravam-se há três décadas na família como sinônimo de não trabalho. E essas relações ocorrem em um momento de destaque para a dimensão subjetiva na Gestão de Carreira: não apenas o sucesso socialmente visível (objetivo) é desejado pelos indivíduos, mas principalmente aquele que atende a seus desejos mais intrínsecos (subjetivo). Nesse contexto, esta tese tem como objetivo geral investigar o conflito trabalho-não trabalho (CTNT) e sua relação com os sucessos objetivo e subjetivo na carreira. Para atender a esse objetivo, cinco outros, específicos, foram elaborados, versando sobre: a) a alocação de tempo nas dimensões do não trabalho; b) a validação do construto multidimensional atual de conflito trabalho-não trabalho para uma amostra brasileira; c) as dimensões mais afetadas no conflito trabalho-não trabalho; d) a variação da alocação de tempo declarada, dos níveis de conflito trabalho-não trabalho e dos sucessos objetivo e subjetivo na carreira de acordo com características demográficas; e) a associação entre o conflito trabalho-não trabalho e os sucessos objetivo e subjetivo na carreira. O estudo foi quantitativo, descritivo e correlacional, e a coleta de dados foi realizada por meio de uma survey autoadministrada eletrônica, que teve como base a escala de conflito trabalho-não trabalho validada nos Estados Unidos. A amostra não probabilística e por conveniência foi formada por 338 profissionais que trabalham no Brasil atualmente. Fez-se uso de técnicas de estatística descritiva, análise fatorial confirmatória e análise de variância (teste t e ANOVA) na análise dos dados. Três resultados se destacam: 1) a amostra percebe conflito do trabalho com oito dimensões do não trabalho - saúde, família, gestão da casa, amizades, educação, relacionamento romântico, envolvimento com a comunidade e lazer - originado tanto pelo tempo que o trabalho consome como pela tensão gerada por ele; 2) o lazer mostra-se como dimensão-chave do não trabalho, pois alocar mais tempo a essa dimensão está associado a menor conflito entre trabalho e as oito dimensões do não trabalho; 3) para as mulheres, as diferenças em relação aos homens são maiores para a origem tensão e para dimensões mais coletivas, como família, envolvimento com a comunidade e amizades - elas estão mais tensas e sentem-se mais pressionadas a atender ao coletivo, possivelmente em detrimento de prioridades mais individuais. Destacam-se também, como variáveis relacionadas a maiores níveis de conflito, o sexo feminino, o estado civil casado somente para as mulheres, e a ausência de filhos também apenas para as mulheres. Como último destaque, há indícios de que a relação entre fatores do CTNT e o sucesso objetivo seja quadrática, a principal hipótese a ser verificada em estudos futuros. / The increasing of women in the marketplace, of couples in which they both work while maintaining a family life together and of new family arrangements have created a gap in the studies on the relations between work and nonwork, since these studies have been concentrated in the family as synonymous of nonwork for the last three decades. And these relations occur at a moment of prominence for the subjective dimension in Career Management: not only socially visible success (objective success) is desired by individuals, but especially the one that meets their most intrinsic desires (subjective success). In this context, this thesis has as general objective to investigate the work-nonwork conflict (WNWC) and its relation with the objective and subjective successes in the career. For achieving this objective, five others, specifics, were elaborated, addressing: a) the allocation of time in the dimensions of nonwork; b) the validation of the current multidimensional construct of work-nonwork conflict for a Brazilian sample; c) the dimensions most affected in the work-nonwork conflict; d) the variation of the stated time allocation, the levels of work-nonwork conflict and the objective and subjective successes in the career according to demographic characteristics; e) the association between the work-nonwork conflict and the objective and subjective successes in the career. The study was quantitative, descriptive and correlational, and the data collection was made through a self-administered electronic survey based on the work-nonwork conflict scale validated in the United States. The non-probabilistic and convenience sample consisted of 338 professionals working in Brazil nowadays. Descriptive statistics, confirmatory factorial analysis and analysis of variance (t-test and ANOVA) were used for data analysis. Three results stand out: 1) the sample perceives conflict from work with eight nonwork dimensions - health, family, household management, friendships, education, romantic relationship, community involvement and leisure - originated by the time that work consumes and by the tension generated by work; 2) leisure is a key nonwork dimension, since allocating more time to this dimension is associated with less conflict between work and the eight nonwork dimensions; 3) for women, the differences (compared to men) are bigger for the tension origin and for more collective dimensions, such as family, community involvement and friendships - women are more tense and feel more pressure to attend to the collective, possibly to the detriment of more individual priorities. The variables related to higher levels of conflict include the female sex, marital status married only to women, and the absence of children also for women. As a last highlight, there are indications that the relationship between WNWC factors and the objective success is quadratic, which is the main hypothesis to be verified in future studies.

O aumento do número de mulheres no mercado de trabalho, dos casais em que ambos trabalham enquanto mantêm uma vida familiar conjunta e dos novos arranjos familiares têm provocado uma lacuna nos estudos sobre as relações entre trabalho e não trabalho, já que esses estudos concentravam-se há três décadas na família como sinônimo de não trabalho. E essas relações ocorrem em um momento de destaque para a dimensão subjetiva na Gestão de Carreira: não apenas o sucesso socialmente visível (objetivo) é desejado pelos indivíduos, mas principalmente aquele que atende a seus desejos mais intrínsecos (subjetivo). Nesse contexto, esta tese tem como objetivo geral investigar o conflito trabalho-não trabalho (CTNT) e sua relação com os sucessos objetivo e subjetivo na carreira. Para atender a esse objetivo, cinco outros, específicos, foram elaborados, versando sobre: a) a alocação de tempo nas dimensões do não trabalho; b) a validação do construto multidimensional atual de conflito trabalho-não trabalho para uma amostra brasileira; c) as dimensões mais afetadas no conflito trabalho-não trabalho; d) a variação da alocação de tempo declarada, dos níveis de conflito trabalho-não trabalho e dos sucessos objetivo e subjetivo na carreira de acordo com características demográficas; e) a associação entre o conflito trabalho-não trabalho e os sucessos objetivo e subjetivo na carreira. O estudo foi quantitativo, descritivo e correlacional, e a coleta de dados foi realizada por meio de uma survey autoadministrada eletrônica, que teve como base a escala de conflito trabalho-não trabalho validada nos Estados Unidos. A amostra não probabilística e por conveniência foi formada por 338 profissionais que trabalham no Brasil atualmente. Fez-se uso de técnicas de estatística descritiva, análise fatorial confirmatória e análise de variância (teste t e ANOVA) na análise dos dados. Três resultados se destacam: 1) a amostra percebe conflito do trabalho com oito dimensões do não trabalho - saúde, família, gestão da casa, amizades, educação, relacionamento romântico, envolvimento com a comunidade e lazer - originado tanto pelo tempo que o trabalho consome como pela tensão gerada por ele; 2) o lazer mostra-se como dimensão-chave do não trabalho, pois alocar mais tempo a essa dimensão está associado a menor conflito entre trabalho e as oito dimensões do não trabalho; 3) para as mulheres, as diferenças em relação aos homens são maiores para a origem tensão e para dimensões mais coletivas, como família, envolvimento com a comunidade e amizades - elas estão mais tensas e sentem-se mais pressionadas a atender ao coletivo, possivelmente em detrimento de prioridades mais individuais. Destacam-se também, como variáveis relacionadas a maiores níveis de conflito, o sexo feminino, o estado civil casado somente para as mulheres, e a ausência de filhos também apenas para as mulheres. Como último destaque, há indícios de que a relação entre fatores do CTNT e o sucesso objetivo seja quadrática, a principal hipótese a ser verificada em estudos futuros. / The increasing of women in the marketplace, of couples in which they both work while maintaining a family life together and of new family arrangements have created a gap in the studies on the relations between work and nonwork, since these studies have been concentrated in the family as synonymous of nonwork for the last three decades. And these relations occur at a moment of prominence for the subjective dimension in Career Management: not only socially visible success (objective success) is desired by individuals, but especially the one that meets their most intrinsic desires (subjective success). In this context, this thesis has as general objective to investigate the work-nonwork conflict (WNWC) and its relation with the objective and subjective successes in the career. For achieving this objective, five others, specifics, were elaborated, addressing: a) the allocation of time in the dimensions of nonwork; b) the validation of the current multidimensional construct of work-nonwork conflict for a Brazilian sample; c) the dimensions most affected in the work-nonwork conflict; d) the variation of the stated time allocation, the levels of work-nonwork conflict and the objective and subjective successes in the career according to demographic characteristics; e) the association between the work-nonwork conflict and the objective and subjective successes in the career. The study was quantitative, descriptive and correlational, and the data collection was made through a self-administered electronic survey based on the work-nonwork conflict scale validated in the United States. The non-probabilistic and convenience sample consisted of 338 professionals working in Brazil nowadays. Descriptive statistics, confirmatory factorial analysis and analysis of variance (t-test and ANOVA) were used for data analysis. Three results stand out: 1) the sample perceives conflict from work with eight nonwork dimensions - health, family, household management, friendships, education, romantic relationship, community involvement and leisure - originated by the time that work consumes and by the tension generated by work; 2) leisure is a key nonwork dimension, since allocating more time to this dimension is associated with less conflict between work and the eight nonwork dimensions; 3) for women, the differences (compared to men) are bigger for the tension origin and for more collective dimensions, such as family, community involvement and friendships - women are more tense and feel more pressure to attend to the collective, possibly to the detriment of more individual priorities. The variables related to higher levels of conflict include the female sex, marital status married only to women, and the absence of children also for women. As a last highlight, there are indications that the relationship between WNWC factors and the objective success is quadratic, which is the main hypothesis to be verified in future studies.