Oceans apart: work-life boundaries and the effects of an oversupply of segmentation

Employment trends see work and personal life domains becoming both more integrated (e.g. flexible working) and more segmented (e.g. global careers). Trends toward more extreme segmentation or integration may lead to a greater risk of misfit between employee preferences for and organizational supplies of integration/segmentation. This paper investigates the impact of organizational fit and misfit within a highly segmented occupational context: offshore work. With lengthy rotations away from home, followed by long periods away from work, limited inter-role communications and reduced day-to-day transitions between work and non-work roles, offshore work offers a segmented work-life interface. Fit and misfit of integration-segmentation preferences with perceptions of organizational integration-segmentation supply were examined among offshore employees, as well as their counterparts working traditional, office-based schedules. Using polynomial regression and response surface analysis, the impact of fit and misfit on work-life conflict, enrichment and organizational commitment was assessed. The data show that misfit resulting from an oversupply of segmentation may result in behavioral work-to-life conflict, associated with the reduced number of transitions between work and home roles, strain-based conflict, and a reduced transfer of resources from work to home resulting in less developmental work-life enrichment and organizational commitment. These findings contribute to existing literature by identifying the impact of misfit resulting from segmentation oversupply on individual and organizational outcomes, emphasizing the need for HR practitioners to recognize the potential for and impact of different forms of misfit within the changing landscape of their own organizational environments.

Automated summary

This paper investigates the impact of organizational fit and misfit within a highly segmented occupational context, specifically focusing on offshore work. The findings suggest that misfit resulting from an oversupply of segmentation may lead to behavioral work-to-life conflict, strain-based conflict, and reduced transfer of resources from work to home, impacting work-life enrichment and organizational commitment.