HOME-TO-JOB AND JOB-TO-HOME SPILLOVER: The Impact of Company Policies and Workplace Culture


  • An earlier version of this article was presented at the 96th Annual Meeting of the American Sociological Association in Anaheim, CA, 2001.

 *Sue Falter Mennino, Department of Sociology, Campus Box 30, Loyola University, New Orleans, LA 70118; e-mail: smennino@tulanealumni.net


We draw on gender theory and neo-institutional theory to examine the impact of workplace characteristics and family demands on negative job-to-home and home-to-job spillover. Our multivariate analyses of the 1997 National Study of the Changing Workforce data indicate that family-supportive workplace cultures reduce negative spillover in both directions, whereas the availability of company policies, such as dependent care benefits and flextime, do not. Our results also show that family demands increase spillover more for women than for men. Our findings suggest that the atmosphere of the workplace is more important than the availability of company policies in reducing negative spillover.