IO psych chunk 1

What is the work–life interface?

How our roles at work and outside of work influence each other, both positively (enrichment) and negatively (conflict).

What is telepressure?

Intense, persistent urge to respond immediately to work-related messages (email, text, chat), regardless of urgency, often via digital devices.

What are the two directions of work–family conflict?

1. Family-to-Work Conflict (FWC): Family obligations make work more difficult.
2. Work-to-Family Conflict (WFC): Work obligations make family life more difficult.

Give an example of Family-to-Work Conflict (FWC).

Getting a call from your kid’s school that they are sick and need you to pick them up.

Give an example of Work-to-Family Conflict (WFC).

Responding to work emails during a parent-teacher conference.

What are the three types/forms of work–family conflict?

1. Time-based: Time in one role limits time for another.
2. Strain-based: Stress in one role spills over into another.
3. Behavior-based: Behaviors effective in one role are ineffective or inappropriate in another.

What is work–life enrichment?

When experiences in one role improve quality of life in another role (positive spillover).

Give examples of work–life enrichment.

Social support at work helps cope with family stress; skills learned at work or in hobbies boost confidence; positive mood at work carries over to home.

How do traditional gender norms impact work–life conflict?

Men are seen as breadwinners and women as caregivers; this shapes expectations for work and family involvement.

What is the Rational Perspective on gender differences in WFC?

Time spent in one domain increases intrusions into the other:

• Women spend more time on unpaid caregiving → more FWC

• Men spend more time on paid work → more WFC

What is the Sensitization Perspective on gender differences in WFC?

People are more sensitive to intrusions in domains they value:

• Women value family more → more sensitive to WFC

• Men value work more → more sensitive to FWC

What is the Boundary Management Perspective on gender differences in WFC?

• Men create stronger work boundaries → less FWC

• Women create stronger family boundaries → less WFC

• Women still often report more total conflict.

Why do women report more WFC than men?

Because women on average:

• Work fewer hours

• Create stronger family boundaries

• Have less autonomy in jobs

What are the four categories of predictors for work–family conflict?

1. Work domain
2. Family domain
3. Personality/individual differences
4. Demographic variables

What work domain factors increase conflict?

Job role stressors (overload, ambiguity, conflict), high job involvement, and task variety.

What family domain factors increase conflict?

Family overload, family stress/conflict, ambiguous role expectations at home.

What personality factors increase conflict?

External locus of control (seeing outcomes as caused by external forces), trait negative affect (prone to negative emotions).

What factors reduce work–family conflict?

Social support at work (supervisors, peers), family/spousal support, family understanding of work demands, internal locus of control, trait positive affect.

What are the four boundary management strategies?

1. Behavioral: Different behaviors for work and non-work (e.g., go for a walk after work)
2. Temporal: Set time boundaries (e.g., stop work at 5pm)
3. Physical: Separate spaces for work and home
4. Communication: Manage availability for work (e.g., turn off notifications)

Why is boundary management important?

Helps employees detach from work, recover psychological resources, and reduce work–family conflict.

Give an example of physical boundary management.

Not bringing work home; having a designated workspace.

Give an example of behavioral boundary management.

Engaging in a relaxing activity after work to transition out of work mode.