育儿假后的工作场所再社会化作为工作/生活悖论的场所,在三个界限设定背景下
Emily A Godager1, Sarah E Riforgiate2
1Independent Scholar, Milwaukee, WI 53211, USA.
Behavioral sciences (Basel, Switzerland)
|September 27, 2025
概括
在育儿假后返回工作的员工通过界限设定来解决工作与生活之间的悖论. 他们管理组织同化和个性化之间的紧张关系,以平衡职业规范和父母身份.
科学领域:
- 组织行为 组织行为
- 工作与生活平衡研究 工作与生活平衡研究
- 沟通研究 沟通研究
背景情况:
- 在育儿假后的工作场所再社会化为员工带来了独特的挑战.
- 管理工作与生活的界限对于成功重新融入工作场所至关重要.
研究的目的:
- 探索员工在工作场所复社会化后的育儿假期间设定界限的策略.
- 分析控制 (同化) 和抵抗 (个性化) 之间的辩证紧张关系,以管理工作与生活的界限.
主要方法:
- 对制定边界法案的定性分析.
- 这项研究涉及16名在美国父母假期后返回工作的员工.
- 使用一种辩证的镜头,专注于控制和抵抗.
主要成果:
- 员工经历了一种工作生活悖论,受到身份,时间和主题压力因素的影响.
- 矛盾的反应 (摇摇欲,整合,平衡) 被用来与专业规范保持一致或优先考虑父母身份.
- 在员工的紧张管理中观察到一种控制/抵抗辩证法.
结论:
- 重社会化是一种沟通过程,涉及管理对压力因素的矛盾反应.
- 了解和管理工作与生活之间的紧张关系可以减轻组织的辩证式紧张关系.
- 为组织,监督者和个人提供建议,以应对这些挑战.
关键词:
控制/阻力 控制/阻力辩证的紧张关系,辩证的紧张关系.个人身份 身份 身份 身份.组织同化 组织同化组织个性化个性化.组织的社会化和社会化.这是一个矛盾的悖论.父母育儿假的时间.工作/生活界限的设定更多相关视频
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