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Originalia

Konflikte zwischen Privat- und Berufsleben bei Führungskräften

Segmentierung der privaten Lebensbereiche von der Arbeit als eine Ressource?

Published Online:March 17, 2014https://doi.org/10.1026/0932-4089/a000141

Abstract

In Anlehnung an Belastungs- und Ressourcen-Modelle sowie die Person-Environment-Fit-Theorie untersucht die vorliegende Studie die Dreifach-Interaktion von Privatleben-Arbeits-Konflikten (sog. Family-to-Work Conflict; FWC), individueller Präferenz zur Abgrenzung des Privatlebens von der Arbeit (sog. Segmentierung) sowie organisationalen Möglichkeiten zur Segmentierung in ihrer Wirkung auf die Zufriedenheit mit der Vereinbarkeit von Arbeit und Privatleben sowie die emotionale Erschöpfung als abhängige Variablen. Anhand einer Stichprobe von 250 Führungskräften eines internationalen Unternehmens der Automobilindustrie konnte gezeigt werden, dass Führungskräfte bei einem hohen FWC zufriedener mit der Vereinbarkeit von Arbeit und Privatleben und weniger erschöpft sind, wenn ihre hohe Segmentierungspräferenz auf hohe Segmentierungsmöglichkeiten trifft. Ein Mangel an Segmentierungsmöglichkeiten wirkt sich dann positiv auf den Zusammenhang zwischen FWC und emotionaler Erschöpfung aus, wenn dieser mit hohen Segmentierungspräferenzen einhergeht. Basierend auf diesen Ergebnissen wird Organisationen nahegelegt, eine Segmentierung zwischen Privatleben und Arbeit auf organisationaler Ebene unter Berücksichtigung individueller Präferenzen zu stärken.


Family-to-work conflict at management level–Work-home segmentation as a resource?

Based on resources-and-demands perspectives and the person-environment-fit theory, this study investigates the three-way interaction between family-to-work conflict (FWC), individual preferences for work-home segmentation and organizational segmentation possibilities on the satisfaction with work-family balance and emotional exhaustion as dependent variables. Data from 250 managers of an international company in the automotive industry showed that managers with high FWC levels were more satisfied with work-family balance and less emotionally exhausted when their preference for work-home segmentation was met by organizational segmentation possibilities. A lack of organizational segmentation possibilities affected the relationship between FWC and emotional exhaustion positively, if managers had a high preference for work-home segmentation. Based on the study results this paper concludes with a recommendation for organizations to strengthen a separation between private and work life under consideration of individual preferences for work-home segmentation.

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