Between Home and Work: Commuting as an Opportunity for Role Transitions

Abstract

Across the globe, every workday people commute an average of 38 minutes each way, yet surprisingly little research has examined the implications of this daily routine for work-related outcomes. Integrating theories of boundary work, self-control, and work-family conflict, we propose that the commute to work serves as a liminal role transition between home and work roles, prompting employees to engage in boundary management strategies. Across three field studies (n = 1,736), including a four-week-long intervention study, we find that lengthy morning commutes are more aversive for employees with lower trait self-control and greater work-family conflict, leading to decreased job satisfaction and increased turnover. In addition, we find that employees who engage in a specific boundary management strategy we term role-clarifying prospection (i.e., thinking about the upcoming work role) are less likely to be negatively affected by lengthy commutes to work. Results further show that employees with higher levels of trait self-control are more likely to engage in role-clarifying prospection, and employees who experience higher levels of work-family conflict are more likely to benefit from role-clarifying prospection. Although the commute to work is typically seen as an undesirable part of the workday, our theory and results point to the benefits of using it as an opportunity to transition into one’s work role.

Stop and go, where is my flow? How and when daily aversive morning commutes are negatively related to employees’ motivational states and behavior at work.

“…We hope to see research that compares this exogenously induced “no-commute” situation with the subsequent situation (i.e., people commuting to work again). On the one hand, initial evidence indicates that no commute is not a satisfying solution either (Humagain & Singleton, 2020), as it makes it more difficult for people to separate home and work (Jachimowicz et al, in press). On the other hand, commuting in the context of the COVID-19 pandemic may be even more depleting, as it is associated with additional self-control demands (e.g., wearing a mask, inhibiting the urge to touch one’s face, controlling impulsive reactions toward others who are not adhering to social distancing guidelines).…”

“…Similar to the argument in the positive and negative affectivity literature (Cropanzano et al, 2003), the absence of a negative commute experience does not equal a positive commute experience. The latter refers to a stimulating activity that can come into place, for example, through inspiring conversations with one’s coworkers on the way to work or by transitioning into one’s work role by planning the workday (Jachimowicz et al, in press). Such positive commute experiences may help maintain and expand regulatory resources, thereby facilitating flow experiences at work.…”

Psychological contract breach during the pandemic: How an abrupt transition to a work from home schedule impacted the employment relationship

“…While in a family role, the individual may be expected to be caring or accommodating. Jachimowicz, Cunningham, Staats, Gino, and Menges (2021) suggest that the commute to and from work may be an opportunity for individuals to transition into the appropriate role. Without a clear boundary, like a commute, between work and home roles, a behavior role conflict may be an additional source of WLC with a work from home schedule.…”

Daily engagement and productivity: The importance of the speed of engagement.

“…For example, the duration of the commute relative to one's baseline or the stress experienced on a given morning may divert cognitive and emotional resources (Zhou et al, 2017) ordinarily invested quickly into one's work. Alternatively, a lengthier commute may provide an opportunity for employees to engage in detachment and/or reattachment tactics (e.g., Jachimowicz et al, 2021) that ultimately facilitate greater speed of engagement. Of course, a boundary transitions perspective (Ashforth et al, 2000) is just one way to frame this search for predictors.…”