Women are more likely than men to take on informal caregiving responsibilities – such as parenting or caring for elderly family members.

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.

ūüĒčTo 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

ūüĒčTo 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)

#culture #parenting #caring #worklifeflow