Employees around the world have experienced sudden, significant changes in their work and family roles due to the COVID-19 pandemic. However, applied psychologists have limited understanding of how employee experiences of work-family conflict and enrichment have been affected by this event and what organizations can do to ensure better employee functioning during such societal crises. Adopting a person-centered approach, we examine transitions in employees' work-family interfaces from before COVID-19 to after its onset. First, in Study 1, using latent profile analysis (N = 379; nonpandemic data), we identify profiles of bidirectional conflict and enrichment, including beneficial (low conflict and high enrichment), active (medium conflict and enrichment), and passive (low conflict and enrichment). In Study 2, with data collected before and during the COVID-19 pandemic, we replicate Study 1 profiles and explore whether employees transition between work-family profiles during the pandemic. Results suggest that although many remain in prepandemic profiles, positive (from active/passive to beneficial) and negative (from beneficial to active/passive) transitions occurred for a meaningful proportion of respondents. People were more likely to go through negative transitions if they had high segmentation preferences, engaged in emotion-focused coping, experienced higher technostress, and had less compassionate supervisors. In turn, negative transitions were associated with negative employee consequences during the pandemic (e.g., lower job satisfaction and job performance, and higher turnover intent). We discuss implications for future research and for managing during societal crises, both present and future. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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COVID-19 大流行期间工作-家庭界面的变化：使用潜在转变分析检查预测因素和影响。

由于 COVID-19 大流行，世界各地的员工的工作和家庭角色都经历了突然的、重大的变化。然而，应用心理学家对这一事件如何影响员工的工作家庭冲突和丰富体验以及组织可以采取哪些措施来确保在此类社会危机期间更好地发挥员工作用的了解有限。我们采用以人为本的方法，研究了员工工作与家庭界面从 COVID-19 之前到其发病之后的转变。首先，在研究 1 中，使用潜在剖面分析（N = 379；非大流行数据），我们确定了双向冲突和丰富的剖面，包括有益的（低冲突和高度丰富）、主动（中等冲突和丰富）和被动（低冲突和丰富）。在研究 2 中，利用在 COVID-19 大流行之前和期间收集的数据，我们复制了研究 1 的资料，并探讨了员工是否在大流行期间在工作与家庭资料之间过渡。结果表明，尽管许多人仍处于大流行前状态，但相当一部分受访者发生了积极（从主动/被动到有益）和消极（从有益到主动/被动）转变。如果人们有较高的细分偏好、以情绪为中心的应对方式、经历更高的技术压力并且没有富有同情心的主管，他们更有可能经历负面转变。反过来，在大流行期间，负面转变与负面员工后果相关（例如，较低的工作满意度和工作绩效，以及较高的离职倾向）。我们讨论了对未来研究和当前和未来社会危机期间管理的影响。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。