Refereed publications by Ariane Ollier-Malaterre
Academy of Management Journal, 2020
We propose and test a relational boundary blurring framework, examining how employees' evaluation... more We propose and test a relational boundary blurring framework, examining how employees' evaluations of colleagues' characteristics drive their decisions to connect with colleagues as friends online. We use a multi-method approach across four studies to investigate how self-disclosure of personal information, gender, and (a)symmetric rank shape warmth evaluations of colleagues and subsequent boundary blurring decisions on online social networks such as Facebook. Study 1, a large archival study using a nationally representative sample, shows that connecting as friends with colleagues online is prevalent. Study 2, examining employees across several industries, shows that people experience connecting as friends with colleagues online as boundary blurring. Two experimental studies show that employees are more likely to connect as friends online with colleagues who engage in more (rather than less) self-disclosure and are less likely to connect with bosses (rather than peers). Further, self-disclosure, gender, and rank interact such that employees are more likely to connect with female bosses who disclose more compared to those who disclose less and compared to male bosses, regardless of self-disclosure. Our work contributes to boundary management research by demonstrating that employees' decisions to blur the personal/professional boundary online crucially depends on whom they are blurring the boundary with.
Journal of the Association for Information Systems, 2021
Individuals are increasingly connected with their coworkers on social network sites (SNS) that ar... more Individuals are increasingly connected with their coworkers on social network sites (SNS) that are personal and professional (e.g., Facebook), with consequences for workplace relationships. Drawing on SNS research and on social identity and boundary management theory, we surveyed 202 employees and found that coworkers’ friendship acts (e.g., liking, commenting) were positively associated with closeness to coworkers when coworkers were similar in age to or older than the respondent, as well as with organizational citizenship behaviors towards coworkers (OCBI) when coworkers were similar in age. Conversely, harmful behaviors from coworkers (e.g., disparaging comments) were negatively associated with closeness when coworkers were older than the respondent, and with OCBI when coworkers were older than the respondent and coworkers’ friendship acts were high. Preferences for segmentation between work and life moderated the relationship between coworkers’ friendship acts and OCBI (but not closeness) such that the positive relationship was stronger when the respondent had low (vs. high) preferences for segmentation. We discuss the theoretical and practical implications of this study and propose an agenda for future research.
Occupational Health Science, 2020
Raina, M., Ollier-Malaterre, A., & Singh, K. (2020). Despite the importance of India on the glob... more Raina, M., Ollier-Malaterre, A., & Singh, K. (2020). Despite the importance of India on the global scene, its unique culture, and the growing concerns about work-family balance in this country, existing work-family research in India is scarce. Moreover, it is predominantly quantitative and conducted using scales developed in Western developed countries, which limits our understanding of the work-family dynamics in the Indian context. Our research addresses these concerns through an emic study investigating idiosyncratic factors of the Indian context stemming from ancient philosophies as well as socio-economic structures. We conducted a qualitative, exploratory study of the work-family interface with 50 professional men and women in the private and public sectors in both large and small cities in India. Our findings reveal an intriguing combination of high family centrality, traditional gender roles, high work and family demands, with work construed as a means to support family, within a dense web of social support/obligations, and role integration being viewed as natural and organic. This combination resulted, perhaps surprisingly for the Westerners, in our interviewees feeling “happily exhausted”; that is, despite high role demands, they reported low work-family conflict (because they accepted spillover well) and high work-family enrichment. Nuances across more or less globalized cities and across the public and private industry sectors are discussed. This study contributes new knowledge on the work-family interface and opens future avenues for work-family research in other non-Western and less developed countries.
Journal of Vocational Behavior, 2020
Kossek, E. E., & Ollier-Malaterre, A. (2020). Reduced-load (RL) work, a flexible customized form... more Kossek, E. E., & Ollier-Malaterre, A. (2020). Reduced-load (RL) work, a flexible customized form of part-time work in which a full-time job is redesigned to reduce the hours and the workload while taking a pay cut, can enable sustainable careers. Yet previous research suggests mixed results, with RL work facing implementation hurdles such as insufficient workload reduction, and stalled careers often adversely affecting women and caregivers. This study, therefore, focuses on the implementation of sustainable RL work and sheds light on key issues under-examined in prior studies: 1) the job redesign tactics that supervising managers implement to reduce workloads, and 2) shared responsibilities at the job and organizational levels. Drawing on the literature on sustainable careers, work redesign, and job crafting, we analyze 86 qualitative interviews with managers who experimented with RL work, HR experts, and executives in 20 organizations that were early adopters of RL work. We identify differentiating and integrating work redesign tactics that either reduced or reshuffled workloads. Next, we propose a three-stage process of collaborative crafting of RL work, in which employees, managers, and employers share responsibilities to strengthen the work redesign tactics and manage cultural expectations to support RL implementation. We provide implications for future research and practice.
Applied Psychology: An International Review, 2020
Ollier-Malaterre, A., Haar, J., Sunyer, & A., Russo, M. (2020). The present study draws on the w... more Ollier-Malaterre, A., Haar, J., Sunyer, & A., Russo, M. (2020). The present study draws on the work–family and cross‐national management literature to examine the relationships between Family‐Supportive Organizational Perceptions (FSOP), work–family enrichment, and job burnout across five countries with different cultural backgrounds: Malaysia, New Zealand, France, Italy, and Spain. Using a combined sample of 980 employees, we find support for a partial mediation model in which FSOP is positively associated with work–family enrichment, which in turn is negatively related to job burnout. Given our focus on support, we test the moderating role of the cultural value humane orientation, that is, the extent to which a society values altruism, kindness, and compassion. The five countries in our sample offer variation in their country‐level scores as determined by the GLOBE study (House et al., 2004). We found that individuals from cultures that scored higher in “as is” humane orientation (i.e., scores for actual practices) experienced lower job burnout when FSOP increased. This pattern was reversed when considering “should be” humane orientation (i.e., scores for ideal values). The implications for the work–family and the cross‐national management literature, and for practice, are discussed.
Annual Review of Sociology, 2019
Ollier-Malaterre, A., Jacobs, J., & Rothbard, N.P. (2019). In this essay, we develop a framework... more Ollier-Malaterre, A., Jacobs, J., & Rothbard, N.P. (2019). In this essay, we develop a framework for understanding the evolving relationships between technology, work, and family. We focus primarily on the temporal, spatial, and relational boundaries between work and family and the ways in which technology is changing boundary management practices. We suggest that the ubiquity and power of communications technologies require active technology management and, specifically, the development of a form of cultural capital that we call digital cultural capital. We are concerned that the technological changes currently underway may deepen and reinforce social and economic inequalities in new and unanticipated ways. We endeavor to synthesize and connect the disparate bodies of research on these nascent issues and lay out an agenda for future lines of inquiry.
Computers in Human Behavior, 2019
Russo, M., Ollier-Malaterre, A., & Morandin, G. (2019). Most of the interruptions caused by smar... more Russo, M., Ollier-Malaterre, A., & Morandin, G. (2019). Most of the interruptions caused by smartphones and other communication technologies are initiated by the individuals themselves. Likewise, breakouts from connectivity are enacted by individuals who want to disconnect. The present study examines human agency in the face of material agency, and specifically the decisions that people make to disconnect from their smartphone so as to regulate their connectivity states and the motivations that drive such decisions. We analyze a corpus of LinkedIn comments posted on an article discussing the excessive use of mobile phones and build a typology of motivations underlying disconnection decisions. Individuals in our sample were likely to regulate their connectivity both with a promotion focus, to achieve gains at work and outside of work, and with a prevention focus, to avoid losses in these two domains. Moreover, disconnection decisions are simultaneously driven by the logic of consequences and the logic of appropriateness. Contrary to the popular depiction of connectivity resulting in work invading the non-work domain, people in this sample were likely to engage in disconnection decisions to protect both the work and non-work domains from potential distractions induced by communication technologies.
Certains réseaux sociaux numériques, comme Facebook, Twitter, Instagram ou Google+ par exemple, o... more Certains réseaux sociaux numériques, comme Facebook, Twitter, Instagram ou Google+ par exemple, offrent la possibilité de se connecter à des contacts aussi bien professionnels que personnels, et de partager des informations (messages, photos, vidéos, etc.) relevant des deux domaines. Les cercles sociaux d’un individu, qui sont largement segmentés dans la vie courante, entrent ainsi en collision sur les réseaux sociaux numériques, avec des conséquences parfois très bénéfiques, et parfois très néfastes pour les relations interpersonnelles et pour les réputations professionnelles. Cet article propose une analyse conceptuelle de la gestion des frontières entre identités professionnelle et personnelle sur les réseaux sociaux numériques comme étant une compétence numérique et une forme de capital culturel technologique à la Bourdieu (1979). Dans un premier temps, l’article définit la gestion des frontières entre rôles et identités comme une compétence à part entière. Ensuite, il présente les spécificités des interactions médiées publiques sur les réseaux sociaux numériques par rapport aux interactions directes et aux interactions médiées privées ; ces spécificités impliquent que la compétence de gestion des frontières doit être transposée à la sphère numérique. L’article se poursuit en illustrant cette nouvelle compétence numérique par la présentation d’une typologie de quatre stratégies de gestion des frontières entre identités professionnelle et personnelle sur les réseaux sociaux numériques. Enfin, l’article analyse la compétence numérique de gestion des frontières en ligne comme une forme de capital culturel incorporé et, plus précisément, comme un capital culturel technologique qui agit en tant que capital symbolique permettant de construire et de développer le capital social d’un individu.
Mots clés : gestion des frontières entre vie professionnelle et vie personnelle, réseaux sociaux numériques, compétence numérique, capital culturel technologique, Bourdieu
Managing boundaries on online social networks as a competency:
A digital cultural capital à la Bourdieu
On some online social networks, such as Facebook, Twitter, Instagram or Google+, people connect with professional and personal contacts, and share work and non-work information (e.g., stats, photos, videos). This creates a collision of the different social circles, which otherwise, in everyday life, tend to be segmented. The consequences of this collision may be very beneficial or on the contrary very detrimental to interpersonal relationships and professional reputations. This paper analyzes boundary management between work and non-work identities on online social networks as a digital competency and a form of digital cultural capital à la Bourdieu (1979). First, we argue that boundary management between work and non-work identities can be understood as a competency. Second, we explain how the publicly mediated interactions on online social networks differ from direct and privately mediated interactions, which implies that the boundary management competency needs to be transposed in the digital social world. We then illustrate this digital competency by presenting a typology of four online boundary management strategies on online social networks. Last, we analyze this competency as a form of digital cultural capital that individuals incorporate. We argue that this digital capital acts as a symbolic capital that enables the development and maintenance of an individual’s social capital.
Key words: boundary management between work and non-work identities, online social networks, digital competency, digital cultural capital, Bourdieu
Academy of Management Review, 2019
Bourdeau S., Ollier-Malaterre, A., (shared fist authorship), & Houlfort, N. (2019). Many employe... more Bourdeau S., Ollier-Malaterre, A., (shared fist authorship), & Houlfort, N. (2019). Many employees hesitate to use work-life policies (e.g., flexible work arrangements, leave, on-site services) for fear of career consequences. However, findings on the actual career consequences of such use are mixed. We debundle work-life policies, which we view as control mechanisms that may operate in an enabling way, giving employees some latitude over when, where, and how much they work, or in an enclosing way, promoting longer hours on work premises. Drawing on signaling and attributional theories, we construe the nature of the policies used as a work devotion signal; specifically, we argue that supervisors attribute lower work devotion to employees who use more enabling policies than to employees who use more enclosing policies. However, this relationship is moderated by employees’ work ethic prior to the use, by supervisors’ expectations of employees, and by the family supportiveness of organizational norms. In turn, the work devotion attributions made by supervisors lead to positive and negative career consequences for work-life policies users, depending on organizational norms. Our model opens up new avenues of research on the work-life policies implementation gap by differentiating between the policies and by teasing out the roles played by policies, organizational norms, supervisors, and employees.
Human Resource Management Review, 2019
Afota, M.C., Ollier-Malaterre, A., & Vandenberghe, C. (2019). This paper develops a theoretical ... more Afota, M.C., Ollier-Malaterre, A., & Vandenberghe, C. (2019). This paper develops a theoretical model that highlights the mechanisms underlying the contagion of long working hours from supervisors to subordinates at different stages of their relationship. Drawing upon social learning theory, we suggest that subordinates mimic the supervisor's working hours through vicarious learning. Focusing first on the role-taking stage of the supervisor-subordinate relationship, we identify four factors, namely supervisor's perceived status, subordinate's work centrality, congruence between organizational norms and supervisor's working hours, and subordinate's identification with the supervisor, that may influence the perceived desirability of adopting the supervisor's working hours. We then examine the relative influence of each of these factors through the lens of subordinates' self-motives. Turning, next, to the routinized supervisor-subordinate relationship, we elaborate on how social contagion may evolve over time. Lastly, the implications of our model as well as future research avenues are presented.
Proceedings of the 52nd Hawaii International Conference on Systems Sciences (HICSS), 2019
Ollier-Malaterre, A. & Foucreault, A. (2019). A large number of individuals are connected with t... more Ollier-Malaterre, A. & Foucreault, A. (2019). A large number of individuals are connected with their coworkers on social network sites (SNS) that are personal and professional (e.g., Facebook), with consequences on workplace relationships. Drawing on SNS, social identity and boundary management literatures, we surveyed 202 employees and found that coworkers’ friendship-acts (e.g., liking, commenting) were positively associated with closeness to coworkers when coworkers were of the same age or older than the focal individual, and with organizational citizenship behaviors towards coworkers (OCBI) when coworkers were of the same age. Harmful behaviors from coworkers (e.g., disparaging comment) were negatively associated with closeness (but not with OBCI) when coworkers were older than the focal individual. In addition, preferences for the segmentation of one’s professional and personal roles moderated the relationship between coworkers’ friendship-acts and OCBI (but not closeness) such that the positive relationship was stronger when the focal individual had low (vs. high) preferences for segmentation.
Social Indicators Research (SOCI), 2019
Haar, J., Sune, A., Russo, M., & Ollier-Malaterre, A. (2019). Drawing on the perceived work–fami... more Haar, J., Sune, A., Russo, M., & Ollier-Malaterre, A. (2019). Drawing on the perceived work–family fit and balance perspective, this study investigates demands and resources as antecedents of work–life balance (WLB) across four countries (New Zealand, France, Italy and Spain), so as to provide empirical cross-national evidence. Using structural equation modelling analysis on a sample of 870 full time employees, we found that work demands, hours worked and family demands were negatively related to WLB, while job autonomy and supervisor support were positively related to WLB. We also found evidence that resources (job autonomy and supervisor support) moderated the relationships between demands and work–life balance, with high resources consistently buffering any detrimental influence of demands on WLB. Furthermore, our study identified additional predictors of WLB that were unique to some national contexts. For example, in France and Italy, overtime hours worked were negatively associated with WLB, while parental status was positively associated with WLB. Overall, the implications for theory and practice are discussed.
Frontiers in Psychology, 2018
Russo, M., Ollier-Malaterre, A., Kossek, E.E., & Ohana, M. (2018). Given the increasing use of t... more Russo, M., Ollier-Malaterre, A., Kossek, E.E., & Ohana, M. (2018). Given the increasing use of technology and the growing blurring of the boundaries between the work and nonwork domains, decisions about when to interrupt work for family and vice versa can have critical implications for relationship satisfaction within dual-earner couples. Using a sample of 104 dual-earner couples wherein one of the partners is a member of the largest Italian smartphone-user community, this study examines how variation in boundary management permeability within dual-earner couples relates to partner relationship satisfaction, and whether the effect differed by gender and partners’ agreement on caregiving roles in the family. Using actor–partner analysis, we examined the degree to which an individual and his or her partner’s level of family-interrupting work behaviors (FIWB, e.g., taking a call from the partner while at work) and work-interrupting family behaviors (WIFB, e.g., checking work emails during family dinner) was positively related to relationship satisfaction. Results show that women experienced greater relationship satisfaction than men when their partners engaged in higher levels of FIWB, and this relationship was stronger when partners had perceptual congruence on who is primarily responsible for caregiving arrangements in the family. This study advances research on dual-earner couples by showing the importance of examining boundary management permeability as a family social phenomenon capturing transforming gender roles.
Industrial Relations Journal, 2018
Riva, E., Lucchini, M., den Dulk, L. & Ollier-Malaterre, A. (2018). This article investigates th... more Riva, E., Lucchini, M., den Dulk, L. & Ollier-Malaterre, A. (2018). This article investigates the relationship between the skill profile of the employees (i.e. the percentage of employees in highly skilled jobs) and the provision of flexible working hours in the workplace (i.e. the proportion of employees entitled to adapt, within certain limits, the time when they begin or finish their daily work according to their personal needs or wishes). Analyses draw on the 2009 European Company Survey, conducted on a representative sample (N = 26,640) of European establishments in 29 countries. Multilevel mixed‐effects linear regressions are used to study to what extent both workplace‐level and national‐level variables affect this relationship. Findings suggest a strong, positive and non‐linear relationship between the variables under scrutiny, which is moderated, at national level, by both unemployment and trade union density rates.
Journal of Management Inquiry, 2018
Morandin, G., Russo, M., & Ollier-Malaterre, A. (2018). Although we use our smartphone for many ... more Morandin, G., Russo, M., & Ollier-Malaterre, A. (2018). Although we use our smartphone for many important daily activities, overreliance on them can have some unintended and unfortunate consequences. Unlike the devices used by prior generations, smartphones are more than mere inanimate objects, and instead have become personally involved “subjects.” All of us—including individuals, organizations, families, and even societies—need to become more aware of the risks associated with such powerful communication devices. We acknowledge the myriad benefits and promises of smartphones, but also highlight their downsides. We identify a series of initiatives that could foster a greater awareness on the costs and benefits of such devices for the sake of employees, their employers, and many stakeholders outside of work.
Sociologia e Politiche Sociali, 2018
Ollier-Malaterre, A. (2018). This article examines the impact of national context, i.e., cultura... more Ollier-Malaterre, A. (2018). This article examines the impact of national context, i.e., cultural beliefs shared in a country and structural factors such as public policies, on individuals’ family care decisions, such as the number of children in the family or the time spent with them. I argue that although family care decisions are intimate, they are not private, because they are bounded by what individuals perceive to be possible in their family, workplace, and country contexts. I analyze two interrelated dynamics. First, national culture influences the relative valuation of care compared with paid work, via work devotion schemas built upon a gendered distinction between the public sphere of work and the private sphere of care. Second, culture and structure foster gendered expectations regarding who is expected to engage in care, and the devaluation of care is intimately connected to this gendered division of labor. Altogether, culture and structure contribute to the social construction of care in a country, in which individuals work-family decisions are deeply embedded.
Proceedings of the 51st Hawaii International Conference on Systems Sciences (HICSS), 2018
Ollier-Malaterre, A. & Luneau-de Serre, K. (2018). Although an increasing number of individuals ... more Ollier-Malaterre, A. & Luneau-de Serre, K. (2018). Although an increasing number of individuals are connected with their coworkers on social network sites (SNS) that are professional and personal (e.g., Facebook), little research has explored the outcomes of these connections on interpersonal relationships at work. Drawing on SNS research as well as on an existing typology of online boundary management strategies (i.e., "audience", "content", "custom" and "open"), we took an exploratory qualitative approach and interviewed all employees of 4 teams in diverse working environments. Our findings reveal that although interviewees’ behaviors reflected the 4 strategies, there were gray zones, and the audience strategy veered off course. Almost all interviewees monitored their content disclosure through either content or custom strategies. Specific social norms regarding SNS emerged. The outcomes of connecting with coworkers on SNS were mostly positive, including liking, closeness, respect, and organizational citizenship behaviors toward individuals (OCBI). However, disliking, loss of respect and envy were also mentioned.
The management of work–life boundaries is portrayed in the literature as being a matter of indivi... more The management of work–life boundaries is portrayed in the literature as being a matter of individual choice. Accordingly, organizational in uence has been underestimated. The rst objective of this article is therefore to determine whether an organizational culture of integration (e.g. expectations about taking work home) can in uence individuals’ ability to act on their personal preference for segmentation. The second objective is to determine whether a mismatch between culture and personal preferences can in uence the emotional state of employees and, if so, in what way. A study of 243 employees showed that the perception of an organizational culture of integration reduced the e ect of preference for segmentation on employees’ ability to detach themselves from work during rest periods. Further, a path analysis highlighted a moderated mediation, indicating that preference for segmentation was associated with reduced emotional exhaustion in employees by promoting a high level of psychological detachment, and this reduction was even stronger among those who perceived a weak culture of integration in their organization. This study proposes that jointly with individual preference for segmentation or integration, the norms and expectations of an organization have considerable in uence on employees’ ability to detach and recover during non-work time.
Journal of Managerial Psychology, 2017
Baruch Y., Prouska, R., Ollier-Malaterre, A. & Bunk, J. (2017).
Purpose
The purpose of this pape... more Baruch Y., Prouska, R., Ollier-Malaterre, A. & Bunk, J. (2017).
Purpose
The purpose of this paper is to explore the use and misuse of swearing in the workplace.
Design/methodology/approach
Using a qualitative methodology, the authors interviewed 52 lawyers, medical doctors and business executives in the UK, France and the USA.
Findings
In contrast to much of the incivility and social norms literatures, the authors find that male and female business executives, lawyers and doctors of all ages admit to swearing. Further, swearing can lead to positive outcomes at the individual, interpersonal and group levels, including stress-relief, communication-enrichment and socialization-enhancement.
Research limitations/implications
An implication for future scholarship is that “thinking out of the box” when exploring emotion-related issues can lead to new insights.
Practical implications
Practical implications include reconsidering and tolerating incivility under certain conditions.
Originality/value
The authors identified a case in which a negative phenomenon reveals counter-intuitive yet insightful results.
Community, Work and Family, 2017
Ollier-Malaterre, A. (2017). While cross-national work-life research is a flourishing field of r... more Ollier-Malaterre, A. (2017). While cross-national work-life research is a flourishing field of research, but a recent one, it is relatively recent as national context had been the missing ‘elephant in the room’ of work–life research for decades. Based on the keynote talk I gave at the 2015 Community, Work and Family conference in Malmö, Sweden, this research note highlights three pervasive challenges which I believe need to be discussed in our community of scholars, practitioners and policy-makers so that our research makes the strongest possible impact for individuals and organisations: (1) educating practitioners and policy-makers on the structuring impact that public and employer policies have on individual so-called private work–life decisions; (2) analyzing the inequalities of access to these policies within each country, which are often masked by simplified country-level comparisons and (3) finding innovative ways to combine ambitious etic research designs with in-depth emic understanding of local cultures.
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Refereed publications by Ariane Ollier-Malaterre
Mots clés : gestion des frontières entre vie professionnelle et vie personnelle, réseaux sociaux numériques, compétence numérique, capital culturel technologique, Bourdieu
Managing boundaries on online social networks as a competency:
A digital cultural capital à la Bourdieu
On some online social networks, such as Facebook, Twitter, Instagram or Google+, people connect with professional and personal contacts, and share work and non-work information (e.g., stats, photos, videos). This creates a collision of the different social circles, which otherwise, in everyday life, tend to be segmented. The consequences of this collision may be very beneficial or on the contrary very detrimental to interpersonal relationships and professional reputations. This paper analyzes boundary management between work and non-work identities on online social networks as a digital competency and a form of digital cultural capital à la Bourdieu (1979). First, we argue that boundary management between work and non-work identities can be understood as a competency. Second, we explain how the publicly mediated interactions on online social networks differ from direct and privately mediated interactions, which implies that the boundary management competency needs to be transposed in the digital social world. We then illustrate this digital competency by presenting a typology of four online boundary management strategies on online social networks. Last, we analyze this competency as a form of digital cultural capital that individuals incorporate. We argue that this digital capital acts as a symbolic capital that enables the development and maintenance of an individual’s social capital.
Key words: boundary management between work and non-work identities, online social networks, digital competency, digital cultural capital, Bourdieu
Purpose
The purpose of this paper is to explore the use and misuse of swearing in the workplace.
Design/methodology/approach
Using a qualitative methodology, the authors interviewed 52 lawyers, medical doctors and business executives in the UK, France and the USA.
Findings
In contrast to much of the incivility and social norms literatures, the authors find that male and female business executives, lawyers and doctors of all ages admit to swearing. Further, swearing can lead to positive outcomes at the individual, interpersonal and group levels, including stress-relief, communication-enrichment and socialization-enhancement.
Research limitations/implications
An implication for future scholarship is that “thinking out of the box” when exploring emotion-related issues can lead to new insights.
Practical implications
Practical implications include reconsidering and tolerating incivility under certain conditions.
Originality/value
The authors identified a case in which a negative phenomenon reveals counter-intuitive yet insightful results.
Mots clés : gestion des frontières entre vie professionnelle et vie personnelle, réseaux sociaux numériques, compétence numérique, capital culturel technologique, Bourdieu
Managing boundaries on online social networks as a competency:
A digital cultural capital à la Bourdieu
On some online social networks, such as Facebook, Twitter, Instagram or Google+, people connect with professional and personal contacts, and share work and non-work information (e.g., stats, photos, videos). This creates a collision of the different social circles, which otherwise, in everyday life, tend to be segmented. The consequences of this collision may be very beneficial or on the contrary very detrimental to interpersonal relationships and professional reputations. This paper analyzes boundary management between work and non-work identities on online social networks as a digital competency and a form of digital cultural capital à la Bourdieu (1979). First, we argue that boundary management between work and non-work identities can be understood as a competency. Second, we explain how the publicly mediated interactions on online social networks differ from direct and privately mediated interactions, which implies that the boundary management competency needs to be transposed in the digital social world. We then illustrate this digital competency by presenting a typology of four online boundary management strategies on online social networks. Last, we analyze this competency as a form of digital cultural capital that individuals incorporate. We argue that this digital capital acts as a symbolic capital that enables the development and maintenance of an individual’s social capital.
Key words: boundary management between work and non-work identities, online social networks, digital competency, digital cultural capital, Bourdieu
Purpose
The purpose of this paper is to explore the use and misuse of swearing in the workplace.
Design/methodology/approach
Using a qualitative methodology, the authors interviewed 52 lawyers, medical doctors and business executives in the UK, France and the USA.
Findings
In contrast to much of the incivility and social norms literatures, the authors find that male and female business executives, lawyers and doctors of all ages admit to swearing. Further, swearing can lead to positive outcomes at the individual, interpersonal and group levels, including stress-relief, communication-enrichment and socialization-enhancement.
Research limitations/implications
An implication for future scholarship is that “thinking out of the box” when exploring emotion-related issues can lead to new insights.
Practical implications
Practical implications include reconsidering and tolerating incivility under certain conditions.
Originality/value
The authors identified a case in which a negative phenomenon reveals counter-intuitive yet insightful results.
constituées de politiques formelles et d’arrangements informels. On admet
généralement qu’elles se composent de deux volets (Bailyn, 1993 ; Lewis, 1997):
la flexibilité temporelle et spatiale du travail (horaires flexibles, télétravail,
partages de postes, carrières à plusieurs vitesses), et la mise à la disposition
des salariés d’un ensemble d’informations, de prestations financières et d’infrastructures pour faciliter la vie hors-travail, notamment dans le domaine des
responsabilités familiales (crèches ou garderies, information sur les aides à la
dépendance), de la santé (prévention, séminaires), de la vie quotidienne (assistance juridique, logistique et psychologique), de la formation tout au long de
la vie, et du bénévolat.
contemporary history, and political sciences. The lay public interested in the implications of technology in daily life or in contemporary China will find it accessible as it synthesises the work of sinologists and offers many interview excerpts.
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