An earlier version of this article was presented at the 96th Annual Meeting of the American Sociological Association in Anaheim, CA, 2001.
HOME-TO-JOB AND JOB-TO-HOME SPILLOVER: The Impact of Company Policies and Workplace Culture
Article first published online: 18 JAN 2005
The Sociological Quarterly
Volume 46, Issue 1, pages 107–135, February 2005
How to Cite
Mennino, S. F., Rubin, B. A. and Brayfield, A. (2005), HOME-TO-JOB AND JOB-TO-HOME SPILLOVER: The Impact of Company Policies and Workplace Culture. The Sociological Quarterly, 46: 107–135. doi: 10.1111/j.1533-8525.2005.00006.x
- Issue published online: 18 JAN 2005
- Article first published online: 18 JAN 2005
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.