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Using person-environment fit theory, this article formulates a conceptual model that links work, family, and boundary-spanning demands and resources to work and family role performance and quality. Linking mechanisms include 2 dimensions of perceived work-family fit (work demandsfamily resources fit and family demands-work resources fit) and a global assessment of perceived work-family balance. Work, family, and boundary-spanning demands and resources are associated with the 2 dimensions of fit, which combine with boundary-spanning strategies to influence work-family balance, which in turn affects role performance and quality. The model provides a framework for clarifying and integrating previous conceptualizations, measures, and empirical research regarding perceived work-family fit and balance as linkages between the work-family interface and outcomes. The article closes with suggestions for further work.
Key Words: demands, resources, work-family balance, work-family fit.
As it became clear that work and family are interrelated domains, scholars and practitioners began to develop approaches to increase our understanding of the linkages between them. Ecological systems and boundary theory provide useful frameworks. From the perspective of ecological systems theory, work and family are microsystems consisting of patterns of activities, roles, and interpersonal relationships experienced in networks of face-to-face relationships. The linkages and processes occurring between two or more microsystems comprise a mesosystem (Bronfenbrenner, 1989). Cross-domain processes include resource drain, resource generation, and positive and negative spillover (Edwards & Rothbard, 2000; Voydanoff, 2004). Boundary theory suggests that when the boundaries between the work and family microsystems are sufficiently permeable and flexible, processes occur through which aspects of the work and family domains influence each other (Ashforth, Kreiner, & Fugate, 2000). Voydanoff (2002) proposed several linking mechanisms between the work and family characteristics making up the work-family interface and individual, family, and work outcomes. This article focuses on two of these mechanisms: perceived work-family fit and work-family balance. It presents conceptualizations of both mechanisms and proposes a model that links them to work, family, and boundary-spanning demands and resources, to each other, and to work and family role performance and quality.
Perceived work-family fit and balance are cognitive appraisals of the effects of the work and family domains on each other. According to Lazarus and Folkman (1984), cognitive appraisal is the process of deciding whether an experience is positive, stressful, or irrelevant with...