Boundary management preferences from a gender and cross-cultural perspective

Although work is increasingly globalized and mediated by technology, little research has accu- mulated on the role of culture in shaping individuals' preferences regarding the segmentation or integration of their work and family roles. This study examines the relationships between gender egalitarianism (the extent a culture has a fluid understanding of gender roles and promotes gender equality), gender, and boundary management preferences across 27 countries/territories. Based on a sample of 9362 employees, we found that the pattern of the relationship between gender egalitarianism and boundary management depends on the direction of segmentation preferences. Individuals from more gender egalitarian societies reported lower preferences to segment family-from-work (i.e., protect the work role from the family role); however, gender egalitarianism was not directly associated with preferences to segment work-from-family. Moreover, gender was associated with both boundary management directions such that women preferred to segment family-from-work and work-from-family more so than did men. As theo- rized, we found gender egalitarianism moderated the relationship between gender and segmen- tation preferences such that women's desire to protect family from work was stronger in lower (vs. higher) gender egalitarianism cultures. Contrary to expectations, women reported a greater preference to protect work from family than men regardless of gender egalitarianism. Implica- tions for boundary management theory and the cross-national work-family literature are discussed

Humane Orientation, Work–Family Conflict, and Positive Spillover Across Cultures

Although cross-national work–family research has made great strides in recent decades, knowledge accumulation on the impact of culture on the work–family interface has been hampered by a limited geographical and cultural scope that has excluded countries where cultural expectations regarding work, family, and support may differ. We advance this literature by investigating work–family relationships in a broad range of cultures, including understudied regions of the world (i.e., Sub-Saharan Africa, Southern Asia). We focus on humane orientation (HO), an overlooked cultural dimension that is however central to the study of social support and higher in those regions. We explore its moderating effect on relationships between work and family social support, work–family conflict, and work–family positive spillover. Building on the congruence and compensation perspectives of fit theory, we test alternative hypotheses on a sample of 10,307 participants from 30 countries/territories. We find HO has mostly a compensatory role in the relationships between workplace support and work-to-family conflict. Specifically, supervisor and coworker supports were most strongly and negatively related to conflict in cultures in which support is most needed (i.e., lower HO cultures). Regarding positive spillover, HO has mostly an amplifying role. Coworker (but not supervisor) support was most strongly and positively related to work-to-family positive spillover in higher HO cultures, where providing social support at work is consistent with the societal practice of providing support to one another. Likewise, instrumental (but not emotional) family support was most strongly and positively related to family-to-work positive spillover in higher HO cultures

Who is Dropped and Why? Methodological and Substantive Accounts for Network Loss.

High rates of egocentric network turnover are frequently observed but not well explained. About 1,000 respondents to the UCNets survey named an average of 10 names in each of two waves a year apart. Consistent with prior studies, respondents in wave 2 failed to relist about half of the names they provided in wave 1. Asked why, respondents explained that they had forgotten the alter for about 40 percent of the missing names. Other common answers, such as no "occasion... to be in touch," also suggest that the true rate of alters being dropped is probably under 20 percent. Multilevel logit models identified the predictors of alters being dropped (neither relisted nor forgotten) versus retained. Immediate kin were likeliest to be retained and roommates, coworkers, and acquaintances to be dropped. Alters who provided companionship, confiding, advice, and emergency help were especially likely to be retained, as were those to whom respondents felt close. Little about the respondents themselves affected drop rates: having moved recently, having a close friend die, or having had an important relationship break up. Results are consistent with the argument that a tie's degree of constraint (notably being close family) and its balance of rewards determine the likelihood of it being dropped or demoted

Difficult People: Who Is Perceived to Be Demanding in Personal Networks and Why Are They There?

Why do people maintain ties with individuals whom they find difficult? Standard network theories imply that such alters are avoided or dropped. Drawing on a survey of over 1,100 diverse respondents who described over 12,000 relationships, we examined which among those ties respondents nominated as a person whom they "sometimes find demanding or difficult." Those so listed composed about 15 percent of all alters in the network. After holding ego and alter traits constant, close kin, especially women relatives and aging parents, were especially likely to be named as difficult alters. Non-kin described as friends were less, and those described as co-workers more, likely to be listed only as difficult alters. These results suggest that normative and institutional constraints may force people to retain difficult and demanding alters in their networks. We also found that providing support to alters, but not receiving support from those alters, was a major source of difficulty in these relationships. Furthermore, the felt burden of providing support was not attenuated by receiving assistance, suggesting that alters involved in reciprocated exchanges were not less often labeled difficult than were those in unreciprocated ones. This study underlines the importance of constraints in personal networks