<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>

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.