Answer

Logical Plan to begin to develop Identification of the Problem Space section in Chapter

1. Spillover model

1. How does the Spillover model apply to the problem space?
2. The spillover model is premised on the assumption that work-life has a likelihood of spilling over to non-work life.
3. Popularly, known as the Spillover-Crossover model (SCM) the model is used to examine the effect of work-life or work domain on the non-work life – the home domain. This way, it provides researchers with insights into how employees transfer work-related emotions, attitudes, and wellbeing to their partners and other closely related people at home. The spillover can be positive (work-family enrichment) or negative (work-life conflict); the latter is the most common, and thus of most interest to researchers.
4. The model is more appropriate to my research problem as it will provide a way of linking the workplace experiences and job satisfaction of the UN employees working in the U.S. with the wellbeing of their close family members, particularly children and partners. For example, heavy workload, lack of engagement, burnout, and other negative experiences at work are more likely to spur work-family conflict (negative spillover)
5. How the Spillover model has evolved over time?
6. The spillover model emerged in the early 1990s when Mosier (1990) theorized that there are no boundaries between work- and non-work (family) life. Instead, people tend to bring emotions, behaviors, wellbeing, and attitudes from one domain into the other. The model was further developed by Grzywacz and Marks (2000) to include four different work-family spillover experiences. These experiences, according to Lawson et al. (2013), include negative spillover from work to family, positive spillover from work to family, negative spillover from family to work, and positive spillover from family to work.
7. The effects the Spillover model has had on the research (research trends).
8. In recent years, there has been an increasing amount of literature on the Spillover model, most of which focused on the ways of increasing the scope of its applications. For instance, more recent research studies – Rodríguez-Muñoz et al. 2014; Bakker & Demerouti, 2013; and Sok Blomme & Tromp, 2014 – have tried to integrate employees’ work experiences and everyday well-being, and this has led to the birth of the Spillover-Crossover Model (SCM). Rodríguez-Muñoz et al. (2014) drew a clear distinction between spillover and crossover by defining the former as “the transmission of experiences between” the work and home domains, and the latter as the transmission of experiences across individuals within the same domain”. As such, the SCM, unlike the earlier spillover model brings together both work and non-work (family) domains of the employees.
9. In their seminal article, Shimazu et al. (2020) gave a simpler and more comprehensive definition of the Spillover model/effect: “a within-person, across-domains transmission of demands and consequent strain from the work domain to the nonwork domain” (p. 3).

1. National Context

1. National context and culture affect the extent to which employees will transfer experiences, demands, and attitudes across the work- and non-work life domains.

1. Employee’s Perception of their Work-life Balance

1. Positive employees’ perception of their work-life balance, as a result of job satisfaction, is more likely to incentivize work-family facilitation/enrichment and contribute to positive wellbeing and overall satisfaction with life.

1. Employees’ perception of the non-wok life

1. The negative perception of non-work life is detrimental to the employees’ individual wellbeing and job performance because it breeds negative spillover (work-family conflict) where the employees transfer the negative experiences at home and family-related emotions to the work domain.

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