Employees struggling with work‐related cognitions, emotions, and associated energy levels during non‐work time can find their private roles impaired and work–life balance derogated. To reduce unwanted psychological preoccupation with work concerns, boundary theory suggests employees find their ideal way to integrate or segment both life domains. In this study, the authors design and evaluate an intervention teaching mindfulness as a cognitive–emotional segmentation strategy to promote work–life balance. They use a randomized waitlist control group design to evaluate effects of a 3‐week online self‐training intervention, with 246 employees participating at pre‐ and post‐test, and 191 participating at a 2‐week follow‐up. As expected, experimental group participants, compared with control group participants, experienced significantly less strain‐based work–family conflict and significantly more psychological detachment and satisfaction with work–life balance. Practitioner points Mindfulness, a cognitive–emotional segmentation strategy, enables employees to balance between work and private life. Voluntary organizational health and work–life balance programmes should include low‐cost but effective brief mindfulness interventions.

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Abstract. Changes in technology, economy, and demography have generated today’s mobile and flexible workplace. These aspects, while leading to more permeable boundaries, render it more difficult to manage the boundaries between life domains. We conducted a quasi-experimental study to evaluate the effects of an intervention teaching mindfulness as a cognitive–emotional segmentation strategy to promote well-being. In all, 191 employees participated in the 3-week online self-training intervention and completed the preintervention–postintervention and follow-up questionnaires. As expected, the experimental group participants compared to the control group participants experienced significantly less emotional exhaustion and negative affect, and significantly more life satisfaction. Moreover, we could show that boundary management competency can be improved with an online-based self-training intervention.

Abstract. To evaluate the effects of a boundary management intervention on boundary management, recovery experiences, and well-being variables, we conducted a quasi-experimental study using an intervention lasting two consecutive days. The sample consisted of 64 employees of a large international German company; 37 in the experimental group and 27 in the control group. Boundary management, recovery experiences, and well-being outcomes were measured before the intervention and 2 weeks after the intervention. Analyses of covariance revealed an increase in boundary creation and detachment, but, contrary to the hypothesis, a decrease in control during leisure time after the intervention. No effects were found for the well-being variables.

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