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Attaining work-life balance is one of most important needs expressed by the 21st century global population in the western world. Such balance relies on boundary work and boundary management processes that when combine lead to individuals' work/non-work experiences. As experiences, this paper aims underlining and understanding how narratives participate to the work/non-work experiences. This paper reveals that six narratives are in fact present in individual's work/non-work experiences. It reveals that each of them is purposive. Together, narrative participate to diverse elements of the work/non-work experiences especially to boundary work, boundary management but also to the development of work/non-work self-identity or even to the development of the actual organisational formal and informal context. This paper thus suggests that further and deeper adopting a narrative perspective is needed to understand work/non-work experiences especially when combined with a "narrative approach" to access work/non-work experiences.

Attaining work‐life balance is one of most important needs for the 21st century global population. Traditionally, the work‐life issues have been mostly treated from a sociologic perspective and from a business/HR perspective, work‐life issues also belong to "urban studies". Indeed, from a work‐life perspective, urbanisation indicates that cities represent one context in which individuals may fulfil their "needs" or "wants" to meaningfully develop and management life domains. In line with the person‐fit model, , the city and its urban physical milieu play a role in individuals` work/non‐work boundary making process. This paper is anchored in boundary management undelying that individuals create and manage different boundaries to reach their preference for segmentation or integration. Based on visual data this research presents physical urban elements affecting boundary making. In connecting visual data with comments, this paper explains how these elements affect affecting boundary making.

Previous research (Bjuggren & Duggal, 2012) shows that more than half of all family businesses in Sweden are located in rural areas. This fact has, however, not been much noticed in research so far. Unique for rural entrepreneurship is that the business and the family home often are located at the same physical place; sometimes it is literally the same place. In that regards, boundaries between work and non-work are blurred. Rural entrepreneurship may be comparable to the "pre-industrial" society where integration was seen as a norm, but the development of our society lead to value separation between work and non-work, today it is a cultural norm to separate between the two. In rural context, separation of work place and home place is indeed observable. Today, however, new entrepreneurship is developed, like "bed and breakfast", like "experience one week-end at the farm", like "riding school" and so forth. What we observe is thus a panel of ways to which boundaries between work and non-work are defined by rural entrepreneurs. We use theories from the field of work non-work boundary theory and management (integration, segmentation, permeability of boundaries, flexibility of boundaries) to frame this phenomenon. So far, this theoretical framework has been scarcely applied on the field of family businesses and only recently used in rural entrepreneurship (see for example Andersson-Cederholm and Hultman, 2010) especially with consequences on individual's well-being. Considering that rural entrepreneurship is central to of the rural economic development, it becomes central to further understand rural entrepreneurial family businesses and how the family and the business construct boundaries between work and non-work activities. This is the aim of this paper.

Attaining work-life balance is one of most important needs for the 21st century global population. Traditionally, the work-life issues have been mostly treated from a sociologic perspective and from a business/HR perspective. Whereas in the first one the roles of societal values and social structures have been related with individuals' work-life balance, in the second one the roles of the employing organisations in enabling individuals to reach a balance have been discussed. Even if not visible on the research agenda, work-life issues also belong to "urban studies". This research bridges work-life studies with urban studies. The 2012 edition of Demographia World Urban Areas (http://www.demographia.com/db-worldua.pdf) identifies around 1500 urban areas in the world sheltering about 1.9 billion people, or 52% of the world's urban population. The report indicates that 850 urban areas in the world with a population of 500,000 or more represent 48% of the world's urban population (http://www.demographia.com/db-worldua.pdf). From a work-life perspective, urbanisation indicates that cities shall represent one context in which individuals may fulfil their "needs" or "wants" to meaningfully develop and management life domains. The purpose of this paper is to describe the urban elements affecting work/non-work experiences and their roles for individuals' boundary development and management

Attaining work-life balance is one of most important needs or the 21st century global population. The work-life issues have been mostly treated from a sociologic perspective (see for exemple Nordenmark, 2004), a work psychological perspective (see for exemple, Sonnentag and Kruel, 2006; Jones, Burke, & Westman, 2006) and from a business perspective (see for example Kossek & Lambert, 2005). Whereas in the first one the roles of societal values and social structures have been related with individuals' work-life balance, in the second one the roles individuals is in the centre and in the third, the roles of the employing organisations in enabling individuals to reach a balance have been discussed. Even if not that visible on the research agenda, work-life issues also belong to "urban studies". This paper intent to connect lifestyle migration to work/non-work process discussing what could be named as "work/non-work lifestyle migration". Based on the accepted proactive view of the work/non-work process, this paper deems work/non-work lifestyle migration as a "rational" or "cognitive" choices where individuals knowing their work/non-work preferences, will search for a context enabling such preferences to be enacted in a better way for a better outcome. By "finding" the right urban context, individuals, couples and families may have an opportunity to experience a sustainable work/non-work process where the urban context is enabling them reach a sustainable work/non-work equilibrium. Following the reasoning above, cities may use the "work/non-work" argument to attract people while convincing them that their cities, in comparison to others, will represent the "ideal" or "idyllic" context for enacting their work/non-work preferences and reaching sustainable work/non-work equilibrium. By enabling individual's work/non-work process and enabling individuals to reach work/non-work equilibrium, cities may, as organisations, become sustainable economically, environmentally and socially. Such cities could be referred as "sustainable work/non-work friendly cities". However, to what extent are in fact cities aware of their role in enabling people to reach work/non-work equilibrium? To what extent do cities think, "work/non-work" and integrate "work/non-work" while planning and developing the urban context? If cities do so, they may use "work/non-work" arguments in their information to potential migrants. One evidence is the discourse on transport management in urban context that points out how cities aim at reducing commuting time which is an essential component of work-life balance via "time based strain" and participate to the definition of "temporal boundaries". But are their other arguments? The purpose of the paper is to explore the information presented to potential migrants in cities to identify if and to what extent cities include a "work/non-work perspective" into their approach to urban development enabling individuals to reach sustainable work/non-work equilibrium.

The contextual changes create numerous demands on organizations to address stakeholders' expectations. In our contemporary dynamic society, characterized by rapid changes and sustainability, two main observations can be done. First, stakeholders have changed forms andnew stakeholders have appeared in the context of project organizations. These are developed to address rapid changes especially in regards to those in the context of sustainability. Second, the stakeholders' expectations have been shifting in relation to economic, environmental and socialsustainability. Taken together, managing project stakeholders' expectations in regards to sustainability is becoming a challenge for the project's own sustainability and success, and thus for the project organization as a whole. Thus, project organizations need to build sustainable relationships with their stakeholders in order to manage these rapid changes. The argument in this paper is that securing and building sustainable relationships require trusting relationships with stakeholders in temporary organizations. Additionally, trusting relationships become especiallyimportant when the project outcome has a sustainable scope and when they have agile life cycles. The purpose of this paper is to theoretically explore the importance and effects of trust between stakeholders in agile projects in the lens of current research on trust and project management. Trust has been found to be a central component of the stakeholders' relationship. The research discloses the effects of trust on internal and external processes as well as appearances, in stakeholder relationship-building, in order to reach sustainability. The main value of this paper is that concept “trust” is not a template to use depending on the kind of project, but a concept that needs to be worked with in every new relationship and maintained with the ones existing.

Managing work and non-work is central for individuals’ well-being however to different extents and to different manners for diverse individuals. For organisations, managing work and non-work becomes central to the development of healthy organisations especially one considering individuals in the centre. To truly be a healthy but above all a sustainable and healthy organisation, it is essential to listen to every employees. It is thus central to understand individuals as unique "human resource" and therefor to understand human resources in their diversity. Diversity can be discussed in diverse terms among those cultural or biological. The diversity in focus in this paper is sexual orientation in terms of "homosexuality" especially "gay homosexuality". The aim of this paper is to problematise and potentially hypothesise gay work/non-work experiences to set a research agenda.This dicussion is based on the accumulation of knowledge in the work/non-work life and the observation that the gay perspective in work-life tended to be forgotten whereas the society seems to give a place to these issues as the legalisation of the gay marriage is on the political agenda in serveral countries including the US, France and the UK recently. This discussion explores the extent to which the work/non-work experiences could be different just due toone’s sexual preferences of beeing gay.

The rapidly changing environment in which organizations operate demands adequate and fast organizational response. Organizations answer such demand with new forms of organizing among those projects. Project management can be seen as a process tool to react on fast changing environment and to be efficient and competitive. But beyond what could be seen as the structure of the organizations, the major distinguishing feature of successful companies as well as one of the most powerful factors for their success is their organizational culture. Even if in research, there is still no unique definition of organizational culture, there is no disagreement about the importance of organizational culture and its roles for attaining organization coherence and performance. Culture can be seen as the strategic key of a competitive advantage. Beyond such consensus, research is still at its infancy when it comes to understand how to develop a sustainable organizational culture. The question becomes whether project management as a form of organization and a set of tools to implement change could in fact become a tool to develop a sustainable culture. This paper aims at exploring to what extent a sustainable organizational culture for sustainability could be a sustainable outcome of a sustainable project. This paper is largely based on a literature review where few examples are used to illustrate how Agile or Extreme Project Management approaches have been discussed and used as a relevant way to use project tools and techniques to create sustainable organizational culture. The paper also shows the centrality of project as an organizational pattern to develop sustainable culture of adaption and flexibility.

This paper shows that integrating and segmenting are complementary processes in individual’s work/non-work experiences. This paper is based on individuals’ self-narratives of 6 French middle-managers. This paper analyse qualitatively integrating and segmenting as work/non-work preferences and as work/non-work activities. It reveals that segmenting and integrating are experienced as two parallel strategies. Reaching long-term integration between one’s life domains is a long-term process essential to one’s work/non-work balance. However, such long-term objectives require in our contemporary and integrative society to daily segment some central work/non-work activities by drawing some of our boundaries more clearly on daily and short term. Their complementarities renders complexity to the segmentation-integration continuum leading to consider five archetypes of individuals in regard to their work/non-work experiences.

The relationships between work and personal life have been on the public, business, and research agenda for about 35 years. Perspectives on these relationships have shifted from a work-family to work-life or work-personal life focus, from a conflict to a balance or enrichment view and, finally, from a segmentation to an integration perspective. This evolution, however, leads to a theoretical and practical impasse where neither integration nor segmentation can be seen as the absolute individual, organisational and societal value. This thesis takes the discussion one step further and focuses on individuals’ work/non-work experiences, calling for a humanistic case. The humanistic case urges placing individuals’ work/non-work experiences at the centre of human resources and at the centre of the work-life field. The aim of the thesis is to theorise individuals’ work/non-work experiences in their individual, organisational and societal contexts. To achieve the purpose, the thesis presents individuals’ work/non-work self-narratives. These self-narratives of six French middle-managers, three men and three women, underline how individuals experience their diverse life domains, namely the work, the family, the social and the private and their management. The self-narratives have been generated through in-depth qualitative interviews and diaries. The thesis explores and provides an understanding of individuals’ work/non-work experiences from a boundary perspective. Focusing on the processes behind individuals’ work/non-work experiences, the thesis reveals that work/non-work preferences for integration and/or segmentation are not sufficient to understand individuals’ experiences. It is essential to consider the preferences in relation to their level of explicitness and the development of work/non-work self-identity. Moreover, it is important to understand the roles of positive and negative work/non-work emotions emerging in the work/non-work process as a respective signal of individuals’ satisfaction or dissatisfaction in how their life domains are developed and managed. The thesis contributes to the work-life field, especially the boundary perspective on work and non-work by presenting a model of individuals’ work/non-work experiences. The model pursued is derived from 33 theoretical propositions. The study suggests a two-dimensional approach for life domain boundaries as a systematic combination of seven boundary types (spatial, temporal, human, cognitive, behavioural, emotional and psychosomatic) and their mental and concrete natures. It suggests a three-dimensional model for work/non-work preferences, revealing five major archetypes of work/non-work preferences between segmentation and integration, and stressing the emotional side of the work/non-work process. It shows that individuals value segmentation on a daily basis and integration on a long-term. This thesis concludes that segmenting and integrating is essential for the harmony of their life domains namely their work, their family, their social and their private.