Work pressure or overload prevents people from moving away from private life. For example, families who were forced to work long hours complained that it was difficult for them to do housework or be with children (Cousins ​​& Tang, 2004). Furthermore, reduced physical and psychological effort and less work commitment attract depressive emotions in people, which will decrease both job and life satisfaction (Demerouti, Geurts, & Kompier, 2004; Peeters, Montgomery, Bakker, & Schaufeli, 2005). Even more dire consequences will occur if individuals try to devote more time and energy to their work, and such effects could be passed down to the next generation. This can be illustrated in Gheorghiţa's (2014) case study: Growing up with the absenteeism of a busy father, a young accountant went to work very early. To obtain a job commitment and position, perhaps just like her father had done, she worked day and night in terrible physical and psychological conditions, dying in her early twenties due to a heart attack from exhaustion. In this case such work-to-life impacts should give the individuals or organization a warning about how to set up the work activity, how to treat the activity and how to maintain a dynamic work-life balance.