Boundary management preferences from a gender and cross-cultural perspective

Allen, T. and Beham, B. and Ollier-Malaterre, A. and Baierl, A. and Alexandrova, M. and Artiawati, A. and Beauregard, T. Alexandra and Carvalho, V.S. and Chambel, M.J. and Cho, E. and Coden da Silva, B. and Dawkins, S. and Escribano, P. and Gudeta, K.H. and Huang, T.-P. and Jaga, A. and Kost, D. and Kurowska, A. and Leon, E. and Lewis, S. and Lu, C.-q. and Martin, A. and Morandin, G. and Noboa, F. and Offer, S. and Ohu, E. and Peters, P. and Rajadhyaksha, U. and Russo, M. and Sohn, Y.W. and Straub, C. and Tammelin, M. and Triki, L. and Van Engen, M. and Waismel-Manor, R. (2023) Boundary management preferences from a gender and cross-cultural perspective. Journal of Vocational Behavior , ISSN 0001-8791.

Abstract

Although work is increasingly globalized and mediated by technology, little research has accumulated 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 theorized, we found gender egalitarianism moderated the relationship between gender and segmentation 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. Implications for boundary management theory and the cross-national work-family literature are discussed.

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