This chapter addresses the topic of integration, a cognition-based personal intervention serving to balance work life with other important life domains such as family life, social life, and leisure life through the principle of spillover. Positive spillover refers to the mental process by which the individual allows positive feelings invested in one life domain to spill over to other domains. Positive spillover occurs when life domains are highly interdependent and integrated. We discuss four interventions that employees use to integrate their life domains to achieve work-life balance: (1) temporal, (2) physical, (3) behavior, and (4) communicative We also discuss intervention programs that organizations can institutionalize to achieve higher levels of employee work-life balance based on these personal strategies.

In this chapter we discuss how people try to achieve work-life balance and maintain a semblance of life satisfaction by allotting more time, energy, and financial resources in roles and life domains that can produce more personal happiness. Conversely, they decrease their involvement in roles and domains that are dissatisfying. We also discuss intervention programs that organizations can use to help their employees achieve greater work-life balance through behavior-based compensation.

This chapter covers the research focusing on how employees use a behavior-based personal intervention to balance their work life with other important life domains such as family life, social life, and leisure life. This personal intervention involves role engagement in multiple roles and domains. Role engagement can be implemented through (1) increasing role involvement in a manner consistent with life priorities, (2) engaging in multiple life domains to achieve positive balance, and (3) engaging in important roles with harmonious passion. We also discuss intervention programs that organizations can institutionalize to achieve higher levels of employee work-life balance through role engagement.

In this chapter we discuss how people try to achieve work-life balance and maintain an acceptable level of life satisfaction by reducing role conflict. Reducing role conflict is typically operationalized by (1) matching role resources with role demands, (2) managing time, and (3) managing stress. We also discuss intervention programs that organizations can use to help their employees achieve greater work-life balance through managing role conflict.

In this chapter we discuss role enrichment as a behavior-based personal intervention to achieve work-life balance and enhance life satisfaction. Employees can enrich their roles by transferring their skills, psychological capital, and social capital from one role to the next in work and nonwork domains. We also discuss intervention programs that organizations can institutionalize to achieve higher levels of employee work-life balance through role enrichment.