Although women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work‐to‐home and home‐to‐work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values‐driven, and gendered perspective on boundary management.

中文翻译：

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设定我们的界限：性别、价值观和角色显着性在工作与家庭界限渗透性中的作用

尽管女性占美国劳动力的近一半，但性别角色刻板印象依然存在，而且性别角色可能与男性和女性如何管理工作与家庭的界限有关。在本研究中，我们探讨了员工价值观（传统、成就）如何转化为角色身份显着性，进而转化为边界管理偏好和行为的性别差异。通过分两波从 200 名员工收集的数据，我们研究了传统和成就的个人价值观如何根据性别与角色身份显着性以及边界管理之间的不同关系。我们发现，更重视传统的男性具有更高水平的工作身份显着性，并且更喜欢并在工作周围建立一个不可渗透的边界，以防止来自家庭的入侵。更重视传统的男性也更喜欢并精心打造一个可渗透的家庭边界，以允许工作侵入。相比之下，具有较高传统价值观的女性报告了更高的家庭身份显着性，这与更喜欢在工作到家庭和家庭到工作方向上的分割，以及在行为上保护家庭免受工作影响有关。与预期相反，成就值与任一性别的角色身份显着性的边界管理流程无关。我们讨论了对边界管理的更细致、价值观驱动和性别视角的影响。