The influence of boundary management preference on work-nonwork policy effectiveness: Is "turning off" the solution?

How does boundary management (BM) preference influence the effectiveness of work-nonwork policies? Drawing on BM and person-environment fit theory, we examine the effects of off-hours work-related communication restriction on policy satisfaction, organizational commitment, emotional exhaustion, and work engagement. We suggest a moderated mediation model, assuming that the interaction between communication restriction and BM preference predicts perceived BM fit, positively affecting the outcomes. We investigated this assumption using an experimental vignette study (Study 1, N = 257) and a correlational study (Study 2, N = 239). The findings of both studies show moderated indirect effects of the work-nonwork policy on policy satisfaction, organizational commitment, emotional exhaustion, and work engagement (only investigated in Study 2) via perceived BM fit and conditional on BM preference. Specifically, restricting work-related communication only benefits employees preferring low levels of integration. Contrarily, employees who prefer high levels of integration do not benefit from the policy. Due to using two studies with different methodological approaches, these findings rest on data with high internal and external validity. In particular, the experimental method in Study 1 allows for causal inferences on the effects of communication restriction, supporting the literature on BM fit and offering practical implications.