For decades, researchers examined work and home life as separate domains. If they were taken together it was usually to study so-called work-life balance.
Authors
- Candice Harris
Professor of Management, Auckland University of Technology
- Jarrod Haar
Dean's Chair in Management and Māori Business, Te Kunenga ki Pūrehuroa – Massey University
But these days, the reality is more complex. Our work and home lives are more seamlessly integrated than ever, largely because of communications technology and the work-from-home trend.
This can mean we deal with a work matter and a bit of domestic or family business virtually simultaneously, shifting attention and focus from one to the other within seconds.
We've dubbed this phenomenon " zigzag working " to describe how employees blend work and family roles within times and spaces that might once have been separate.
During and in the immediate aftermath of the pandemic, this became more common as many working parents had to perform their paid work at home. But as workers increasingly return to the office, has zigzag working become the new normal?
In our research, we studied zigzag working beyond COVID to test support for it, and to understand its effects on conflict and happiness. Our study used a survey with two samples: 318 employees and 373 managers.
Zigzag working in action
Zigzag working provides a unique way to examine the blending of work and life. Frequent interspersing of family and work happens regularly. But what does it look like?
Consider Raj, a senior banking professional and solo parent of a 14-year-old. Here's how a couple of hours of interspersing work and family while in the office unfold:
11:02 am. While listening to the CEO's update, Raj messages his son, encouraging him to play basketball in the school break instead of gaming. His son responds with "whatever".
11:09 am. Raj replies: "Yes, whatever - go have a run."
11:48 am. He dashes out to buy lunch, remembering school camp fees are due by 5 pm.
11:54 am. Heading back to his office, he takes a call from a colleague.
12:02 pm. Back at his desk, Raj checks his diary while on the call, realising it's his mother's birthday.
12:11 pm. Raj orders flowers for her, remembering he often said "whatever" as a teenager. He starts a message to his son but is interrupted when pulled into an urgent meeting.
12:27 pm. As the meeting unfolds, Raj realises it has minimal impact on his division. Multitasking, he messages his son, replies to an email and mentally reviews his to-do list, including the camp fees.
12.43 pm. Working on a product proposal, he notices no replies from his son or the florist, but his mother has messaged telling him not to bring anything for dinner since he's so busy.
Zigzag working results
After speaking with employees and managers, we were able to identify several key points.
• Zigzag working, characterised by frequent small transitions between work and family responsibilities, occurs throughout the workday.
• Both men and women regularly zigzag between work and family responsibilities during the day. Gender differences were tested for, finding no significant variation in zigzagging behaviour. This contrasts with prior research that often finds gender differences in work-family conflict.
• Managers zigzag more than employees.
• Zigzag working is more prevalent for those working from home. This aligns with the idea that remote work environments make it easier for employees to switch rapidly between work and personal responsibilities.
• Even those not working from home still reported moderate levels of zigzag working, suggesting this phenomenon is not limited to remote work.
• Zigzag working was linked to both work-family conflict and happiness, underscoring its unique impact. While managing multiple responsibilities can be challenging, it can also be rewarding - especially when individuals feel a sense of control over their time and tasks.
The key takeaway? Zigzagging exists, and it is practised across genders, levels of seniority and locations. While it makes workers busier, our research found it also makes them happier.
Employers should embrace zigzag working
Recognising zigzagging as a normal work dynamic can foster a more supportive workplace, enhancing employee wellbeing, focus and overall performance. Employers can promote discussions about zigzagging to challenge rigid work-life boundaries.
Encouraging men to share their zigzagging experiences broadens the conversation beyond the assumption that openly juggling work and family is primarily a women's issue. Normalising work-family intersections can make them feel more manageable and even gratifying.
Zigzagging is not a one-size-fits-all approach. Employers should recognise that zigzagging can vary by job role, time constraints and caregiving responsibilities, differing across professions and individuals.
Technology can further support zigzag working, enabling staff to efficiently manage both work and family responsibilities.
Zigzagging provides a fresh perspective on the blend of work and family, revealing the interplay between work and family can be simultaneously both beneficial and detrimental. Zigzaggers may be busy, but they are also happy - working as masters of their own universes.
The authors do not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.
