References

Segmentation and synergy: Two models of linking work and family

“Segmentation and synergy: Two models of linking work and family” explores how work and family domains interact. Here’s a breakdown:

Segmentation Model: This model suggests that individuals keep work and family roles separate to minimize conflict. It emphasizes creating clear boundaries between work and family life to maintain balance [2].

Synergy Model: In contrast, the synergy model proposes that work and family roles can complement each other, leading to positive outcomes. It focuses on finding ways in which work and family domains can mutually benefit and enhance each other [6].

These models provide frameworks for understanding how individuals navigate the complexities of balancing work and family life, offering insights into strategies for achieving harmony between these domains.

(李原) 工作家庭的冲突与平衡:工作—家庭边界理论的视角

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Sources of conflict between work and family roles. Academy of management review

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Who appreciates family‐responsive human resource policies: The impact of family‐friendly policies on the organizational attachment of parents and non‐parents.

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The impact of work‐life programs on firm productivity.

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Development and validation of work–family conflict and family–work conflict scales

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Balancing Work and Family: A Field Study of Multi-Dimensional, Multi-Role Work-Family Conflict

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区分还是融合?虚拟化团队工作模式下的员工工作−家庭平衡策略

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TBA

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“Work/Family Border Theory" 是由社會學家 Sue Campbell Clark 提出的，旨在解釋工作和家庭生活之間的互動和平衡。理論的核心概念是邊界，這些邊界可以是心理的、時間的或物理的，它們定義了工作和家庭生活的分隔線。
根據這個理論，個人在工作和家庭之間創建邊界，以管理兩個領域之間的互動和衝突。這些邊界的滲透性和彈性程度不同，影響了個人如何平衡工作和家庭責任。例如，一個人可能在工作時設定嚴格的時間邊界，下班後完全不處理工作相關事務，專注於家庭生活。另一個人可能有更加靈活的邊界，允許工作和家庭生活更多的交融。 此理論對於理解在現代社會中如何實現工作與家庭的平衡具有重要意義，特別是在遠程工作和靈活工作時間日益普及的背景下。

The development of border theory

• Practice it personally and summarize the principles from his own experience. In-depth investigative interviews. Organize study groups. 身體力行，從他自身體驗去歸納原理。深入調查訪談。組織研討小組。

• 請舉例說明 too discipline specific 是什麼意思？ 學科過於專業 (太侷限，只有該專業人能懂)

• regular breaks that one domain provides from the other allow individuals to renew their energy.
  Clark說 一個領域與另一個領域之間的定期休息可以讓個人恢復精力。
  所以從 給薪休假使用率 可以看出：完全不休/全部休完->應該是有所不同; 大部分休好於大部分不休;

• these borders have taken three main forms:physical, temporal and psychological 身体的、時間的、心理的

• Bodars: Permeability, flexibility,

• Blending When a great deal of permeability and flexibility occurs around the border, 'blending' occurs.

• Bodar: 'strong'. 'weak'

• Many employees are surprised when they learn that employers who offer flexible work options are not necessarily interested in their family's well-being. 誠心誠意的關心，比能提供或作到什麼還重要，更貼心。

** 無論bodar storng or weak 都需要休假

central participant or peripheral participant:
a) internalized the domain's culture, including learning the language and internalizing the domain's values;
b) demonstrated competence in one's responsibilities;
c) connected with others who have central membership; and
d) identified personally with domain responsibilities.
contrast
a) ignorance of or disdain for domain values and cultural norms;
b) full competence not yet achieved;
c) lack of interaction with members of the domain's central community; and
d) little or no sense of identification with domain responsibilities.

a) 內化領域的文化，包括學習語言和內化領域的價值觀；
b) 表現出履行職責的能力；
c) 與其他擁有核心會員資格的人有聯繫；和
d) 確定個人的領域職責。
對比
a) 對領域價值和文化規範的無知或蔑視；
b) 尚未達到完全能力；
c) 缺乏與域中心社群成員的互動；和
d) 很少或沒有對領域責任的認同感

• Using the latter definition, it is clear that identification and meaning creation at work and at home can add to, rather than detract from, individuals' attempts to improve balance.
  使用後一個定義，很明顯，在工作和家庭中的認同和意義創造可以增加而不是減損個人改善平衡的努力。

• Common border-keepers at work are supervisors; common border-keepers at home are spouses.

• Border-keepers such as supervisors and spouses have definitions of what constitutes 'work' and 'family' based on their own limited experience, and many carefully guard the domains and the borders to such a degree that border-crossers do not have flexibility to deal with conflicting demands.

• frequent communication is one way to alleviate role conflict since unrealistic or poorly timed demands are less likely to be made by members of one domain if they are able to understand the border-crosser's other-domain responsibilities. 商量是最好的辦法

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- Despite this notion, most employees actually prefer that supervisors be aware of their family situations so that their needs can be accommodated.
儘管如此，大多數員工實際上還是希望主管了解他們的家庭狀況，以便滿足他們的需求

Implications and directions for research

(這段可引用)
* Border theory suggests that organizations can alter domains and borders to increase work/family balance. However, as stated in propositions 1a and lb, borders and domains must work in tandem for balance to occur.
邊界理論表明，組織可以改變領域和邊界以增加工作/家庭平衡。然而，如命題 1a 和 lb 所述，邊界和域必須協同工作才能實現平衡。

• (i.e. adding flex-time, flex-place and leave policies)
  

• a more flexible workplace should be more like employees' homes in terms of values and purpose.

• American families lies largely in the hands of first-line supervisors. Most supervisors have enough discretion given to them by organizations that they can encourage or discourage employees from taking advantage of leave policies. 美國家庭很大程度上掌握在一線主管的手中。組織賦予大多數主管足夠的自由裁量權，他們可以鼓勵或阻止員工利用休假政策。

• a few organizations have required supervisors to undergo training to learn to be supportive of employees' family situations (Galinsky & Stein, 1990), but such training is rare. However, this kind of training may become more common as resources like the Wharton Resource Guide for Integrating Work and Life (Friedman et al., 1998) become available.

• empirical research using this theory can be more sound and more instrumental in bringing harmony to the two most important aspects of people's lives: work and family.