“…This happens to knowledge workers too (see for example [4,6,19]) for whom the boundary between the working and the private spheres is blurring [1], specifically because of the demands of this type of work including the atypical working patterns and the ubiquitous presence of digital technology [14,26,33]. From a management perspective, the enactment of policies to support balance of work and life roles may be beneficial to employees' performance [8,22] and these effects are not direct but rather mediated by employee wellbeing [25]. Furthermore, the beneficial effects are not mediated by gender (that is, on female employees only) and not either by family responsibilities, provided that the policies are accessible and known.…”