The Bright and Dark Sides of Resources for Cross-Role Interrupting Behaviors and Work–Family Conflict: Preliminary Multigroup Findings on Remote and Traditional Working

Using boundary management and conservation of resources theories, we examined how job resources (i.e., job autonomy and goal-oriented leadership) and a work-related personal resource (i.e., personal initiative at work) relate to cross-role interrupting behaviors—i.e., interrupting the work (or non-work) role to attend to competing non-work (or work) demands—and how, in turn, they correlate with work–family conflict. Furthermore, we examined differences in the proposed nomological network between workers adopting traditional and remote ways of working. Using a multigroup structural equation modelling approach on a sample of 968 employees from an Italian telecommunications company, we found that: (a) job autonomy was positively related to both work interrupting non-work behaviors and to non-work interrupting work behaviors, (b) goal-oriented leadership was negatively related to non-work interrupting work behaviors, (c) personal initiative at work was positively related to work interrupting non-work behaviors and, finally, (d) cross-role interrupting behaviors were positively related to work–family conflict. Additionally, our findings revealed previously undocumented results; (a) mediating patterns in how resources relate, through cross-role interrupting behaviors, to work–family conflict and (b) non-invariant associations among job autonomy, cross-role interrupting behaviors and work–family conflict across traditional and remote workers. The limitations and theoretical and practical implications of the present study are discussed.