How can organizations help to ease this additional off-the-job burden? By reducing the likelihood of negative work-to-nonwork spillover and by increasing the likelihood of positive work-to-nonwork spillover. Put simply, by providing decent jobs that are (mental) energy-fueling rather than energy-depleting.
🔋To reduce negative work-to-nonwork spillover, our results suggest 3 aspects organizations should focus on (non-exclusive list):
1. Encourage supervisors to be sensitive to employees’ family and personal concerns
2. Encourage employees to strike a balance between their work and nonwork lives
3. Build a culture where it is generally okay to talk about one’s nonwork issues at work
🔋To increase positive work-to-nonwork spillover, organizations should focus on:
1. Allow employees to decide how to go about getting their job done
2. Allow employees to schedule their work
3. Communicate the importance of their jobs (provide meaningfulness)