EXAMINING THE EFFECTS OF BOUNDARY MANAGEMENT PRACTICES AMONGST REMOTE WORKERS IN A POST-PANDEMIC WORLD

With remote work on the rise after a world-wide pandemic, boundary management practices have been harder to establish for employees because of the high levels of integration that is seen when working from home. Identifying the impact that boundary management behaviors have on employees is important amongst remote workers because they are more often at risk for work-life spillover and conflict because of permeability between domains. This study looks at the relationship between work arrangements and employee outcomes such as work family conflict and job satisfaction with boundary preference and family supportive supervisor behaviors as moderators. Using linear regression models, we analyzed boundary management behaviors as a main effect for work family conflict and job satisfaction. We examined the moderating role of boundary preferences and family supportive supervisor behaviors. Results showed significant positive relationships between integration scores and work family scores as well as a negative relationship between home permeability and job satisfaction. Results did not support the moderation hypotheses which stated that boundary management preference and family supportive supervisor behaviors will cause an interaction between boundary management behaviors and employee outcomes. New studies later found that employee personality and family living arrangements could affect how the employee adapts to the new working environment that comes stems from involuntary working from home policies.