Clark’s (2000) work–family border theory extends the discussions of spillovers and compensation onto border management between the types of work and types of work–life boundaries. Work and personal life are seen as two life domains separated by borders. The domains may be close or distant. Typical ends that people aim for at work include money and sense of accomplishment, whereas at home, people value close relationships and personal happiness. When domains of work and home are similar, the ends, as well as the types of behaviors and the ways of thinking encouraged to achieve them, are similar. When domains are distant, the work self and private self are also experienced as different. Domains are separated by strong or weak borders. A border is strong when it is made inflexible by set working hours, a separate place of work physically distant from home, and different rules for patterns of thinking, feeling, and behaving that the individual has adopted for each domain. According to Clarck (2000), weak borders facilitate work–life balance when domains are close, and strong borders maintain the balance when
