ABSTRACT
Working from home became more common during the COVID-19 pandemic when people were called to stay home but work was still required to perform. As a result of this situation, with individuals experiencing identity “collapse” in overlapped working and home environments, work–family conflicts (WFCs) and employee engagement have generated much attention. After a survey of 395 employees, this chapter's findings were consistent with the work/family boundary theory, which suggests that communication with one's supervisor regarding time pressure and emotional exhaustion are highly positively associated with one's WFCs and that communication regarding time pressure can help relieve these, indicating that engagement can also be addressed this way.
