Work and non-work interfaceindividual experiences and organizational responsiveness

Resumen

In the first empirical chapter, in an exploratory fashion, I examine the concurrence and co-variance of specific dimensions of work-family conflict and enrichment. Particularly, I aimed to identify empirically the specific combinations of conflict and enrichment dimensions that result in differentiated profiles within groups of employees. Moreover, it was also my aim to explore the relationship between the identified work-family profiles with several job characteristics and well-being outcomes that proved to be strongly related to global measures of work-family conflict and enrichment in previous research. Thus, I conducted a cross- sectional quantitative study using questionnaires with 412 employees from different job level categories, working in a wide range of economic activities in small and medium-sized firms in the region of Seville. Specifically, firms were operating in the following sectors: Mining and quarrying; manufacturing; repair and installation of machinery and equipments; electricity, gas and water supply; retail trade and repair of vehicles; hotels and restaurants; transport, storage and communication; financial intermediation; real state, renting and business activities; education; health and social work; other community, social and personal service activities; and private households with employed persons. It was particularly relevant for this study¿s aim to guarantee a diverse sample in terms of sex, age, family as well as work- related background because these demographics have shown to be related to conflict and enrichment experiences (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005; Moen, Kelly, & Huang, 2008; van Steenbergen, Ellemers, & Mooijaart, 2007), and it was my content to be able to cover a wide range of conflict and enrichment experiences as possible. In the second empirical chapter, I investigate the relationship between work-life policies, work-home culture and work-life conflict and enrichment. Concretely, I aimed at exploring the role of perceived work-home culture as a mechanism to explain the effects of work-life policies¿ utilization on employees¿ work-life conflict and enrichment. In line with recent suggestions on the importance of better understanding the context that shape work-life policies implementation and use (Kossek, Lewis, & Hammer, 2010; Ollier-Malaterre, 2009), I focused on a single organization where the implementation and use of work-life policies were well established and normalized, which allowed me to better understand the specific organizational context I was investigating (Bamberger, 2008; Gephart, 2004). Quantitative data was collected using questionnaires in a public sector organization in Spain, where a good range of work-life policies had been offered since 2005 via collective agreement. A total of 287 employees participated in the study. In the third empirical chapter, I adopt a qualitative approach and explore how participation in high commitment work systems influences employees¿ boundary management experiences. Specifically, I approached the public sector organization sampled in the second empirical chapter and conducted in-depth semi-structured interviews with 39 employees from different ages, family backgrounds, hierarchical levels and departments. Adopting a grounded perspective, the theme of a specific high commitment system emerged as the main organizational initiative to influence employees¿ work and non-work interface experiences in terms of boundary management in that firm, as voiced by participants. Quantitative data obtained for the second empirical chapter was also used to gain a better understanding of the organizational context in relation to work and non-work interface responsiveness.