In our mobile working world, boundaries between work and non‐work domains are more and more blurred, which can impair professionals' recovery and well‐being. Consequently, managing work–non‐work boundaries represents an important challenge for professionals. Research suggests that boundary work tactics conveyed in boundary management interventions may promote recovery and well‐being. However, the efficacy of boundary work tactics is largely unknown, as well as theoretical mechanisms that may explain the effectiveness of boundary management interventions in regard of both training design and training transfer. Building on the social cognitive theory of self‐regulation, we develop a web‐based boundary management training. Based on the integrated training transfer and effectiveness model, we evaluate its effects on the three levels of training effectiveness: (1) perceived learning, (2) cognitions and behaviours, with boundary control and boundary creation as indicators, and (3) recovery and well‐being. Results of our randomized controlled intervention study show several expected changes in boundary creation, suggesting that drawing on the social cognitive theory of self‐regulation for training design can result in effective behaviour change. Intervention effects on recovery and well‐being are more ambiguous, hinting at the power but likewise potential limitations of boundary creation.

中文翻译：

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检查边界管理培训的培训设计和培训转移：随机对照干预研究

在我们的移动工作世界中，工作和非工作领域之间的界限越来越模糊，这可能会损害专业人员的康复和福祉。因此，管理工作与非工作的界限对专业人士来说是一个重要的挑战。研究表明，边界管理干预措施中传达的边界工作策略可能会促进康复和福祉。然而，边界工作策略的有效性很大程度上未知，也不清楚可以解释边界管理干预在培训设计和培训转移方面有效性的理论机制。基于自我调节的社会认知理论，我们开发了基于网络的边界管理培训。基于综合培训迁移和有效性模型，我们评估了其对培训有效性三个层面的影响：（1）感知学习，（2）认知和行为，以边界控制和边界创建为指标，以及（3）恢复和恢复福利。我们的随机对照干预研究的结果显示了边界创建的一些预期变化，这表明利用自我调节的社会认知理论进行培训设计可以导致有效的行为改变。干预对恢复和福祉的影响更加模糊，暗示了边界创造的力量，但也暗示了潜在的局限性。