Carrie A. Bulger

Work and personal life boundary management: Boundary strength, work/personal life balance, and the segmentation-integration continuum.

While researchers are increasingly interested in understanding the boundaries surrounding the work and personal life domains, few have tested the propositions set forth by theory. Boundary theory proposes that individuals manage the boundaries between work and personal life through processes of segmenting and/or integrating the domains. The authors investigated boundary management profiles of 332 workers in an investigation of the segmentation-integration continuum. Cluster analysis indicated consistent clusters of boundary management practices related to varying segmentation and integration of the work and personal life domains. But, the authors suggest that the segmentation-integration continuum may be more complicated. Results also indicated relationships between boundary management practices and work-personal life interference and work-personal life enhancement. Less flexible and more permeable boundaries were related to more interference, while more flexible and more permeable boundaries were related to more enhancement.

Beyond Work and Family: A Measure of Work/Nonwork Interference and Enhancement

Though early research on the work/nonwork interface was broader in scope, most recent research has focused on the interface between work and family. There is a need for an inclusive, validated measure of work/nonwork interference and enhancement that is appropriate for all workers regardless of their marital or family life status. The authors report here on 3 studies in which they develop a theoretically grounded and empirically validated multidimensional, bidirectional measure of work/nonwork interference and enhancement. All scale items refer to work/nonwork, whereas previous measures have mixed work/family and work/nonwork items or emphasize family roles in the nonwork domain. Quantitative analysis of the scale items yielded 17 items to measure work interference with personal life, personal life interference with work, work enhancement of personal life, and personal life enhancement of work. Confirmatory factor analyses and structural equation modeling results provide evidence for convergent, discriminant, and criterion-related validity for the scale from 2 large samples of workers (N = 540, N = 384) across multiple job types and organizations.

Self-efficacy as a mediator of the relationship between perceived union barriers and women's participation in union activities

This study investigated the influence of union self-efficacy (expectations of success in pursuit of union activities) as a mediator of the relationship between perceptions of barriers to union participation and womens participation in union activities (N = 89). Perceived barriers were defined in 4 domains (community, family, union, work), and self-efficacy was operationalized based on C. Lee and P. Bobkos (1994) analysis of self-efficacy measures (self-efficacy magnitude, self-efficacy strength). Union self-efficacy was found to mediate the relationship between the magnitude of perceived union barriers and the magnitude of union participation, although mediation was limited to women with weak union self-efficacy. Implications for designing training and intervention programs to enhance womens participation in the face of perceived barriers are discussed.

Augmenting the effect of verbal persuasion on self-efficacy to serve as a steward: Gender similarity in a union environment

We examined gender disparity in union leadership by studying the effects of gender similarity between union members and their stewards. We theorized and found that gender similarity augmented the effect of verbal persuasion on self-efficacy to serve as a steward.

Union Resources and Union Tolerance as Moderators of Relationships with Sexual Harassment

Union membership is often overlooked in organizational research, but is especially neglected in research on sexual harassment. This study investigated the impact of union resources for dealing with harassment and union tolerance for harassment on antecedents and consequences of harassment. Women union members (N = 242) of varying ethnicities (European American, 56.6%; mixed ethnicity, 15.7%; Native American, 9.9%; African American, 5.0%; Hispanic American, 1.2%; Asian American, 0.4%; non-American, 2.9%) responded to a survey. As predicted, Union Resources moderated the relationship between organizational tolerance for harassment and reported harassment, such that women in unions with more resources reported less harassment. Union Tolerance moderated the relationship between harassment and negative psychological outcomes, although not as predicted. Implications for unions, employers, and researchers are discussed.

Ethical Imperatives of Work/Life Balance

Changes in values, demographics, and technology have focused attention on work/life balance as an important indicator of employees’ quality of life. This chapter reviews research on work/life balance and organizational work/life benefits and policies designed to ameliorate the negative effects of work/life conflict and support individuals in trying to achieve a balance among the multiple roles in their lives. Individuals and organizations share the responsibility for helping employees achieve a work/life balance. Although a wide variety of work/life benefits and policies are offered, they are only used by a minority of employees for a variety of reasons. In addition, empirical support for the effectiveness of work/life programs is mixed for a variety of reasons. This chapter articulates multilevel ethical dilemmas that individuals and organizations may face, and how job design, organizational communication, and organizational development initiatives may provide some solutions to foster a better work/life balance for employees.

Self-Conscious Emotions: A New Direction for Emotion Research in Occupational Stress and Well-being

The aim of this chapter is to define and explore the group of emotions known as self-conscious emotions. The state of the knowledge on guilt, shame, pride, and embarrassment is reviewed, with particular attention paid to research on these four self-conscious emotions in work and organizational settings. Surprisingly little research on self-conscious emotions comes from researchers interested in occupational stress and well-being, yet these emotions are commonly experienced and may be a reaction to or even a source of stress. They may also impact behaviors and attitudes that affect stress and well-being. I conclude the review with a call for more research on these emotions as related to stress and well-being, offering some suggestions for areas of focus.

Bilingualism: Relationships With Willingness to Participate in Union Activities

This study examined the effects of bilingualism on willingness to participate in union activities. Surveys were completed by bilingual Hispanic members (n = 48), monolingual (Spanish-only) Hispanic members (n = 25), and monolingual (English-only) White and Black members (n = 215, n = 61, respectively) from a local union representing semiskilled workers. The concept of second-culture competence from biculturalism theory was used to explain the influence of bilingualism on willingness to participate. In contrast with White and Black members, bilingual Hispanic members were more willing to participate, whereas monolingual Hispanic members were less willing to participate. Implications for union policy on enhancing participation among Hispanic members are discussed.