Dominant theories of the relationship
Several theories explain different aspects of the relationship between the work and family life. Boundary theory and border theory are the two fundamental theories that researchers have used to study these role conflicts. Other theories are built upon the foundations of these two theories. In the two decades since boundary theory and border theory were first proposed, the rise of Information and Communication Technologies (ICT) has drastically altered the work–life interface. Work can now be completed at any time and in any location, meaning that domains are more likely to be blended and boundaries barely exist.

Seven dominant theories have been utilized to explain this relationship on the boundary-border spectrum; These theories are: structural functioning, segmentation, compensation, supplemental and reactive compensation, role enhancement, spillover, and work enrichment model.

Structural functionalism
The roots of this theory can be traced back to the early 20th century, when industrial revolution was separating economic work from the family home. The 19th century's technological advancements in machinery and manufacturing initiated the separation of work from family. However, it was not until the early 20th century that the first view of work–family theories started to take shape. Structural-functionalism as one of the dominant sociology theories of early 20th century was a natural candidate.

The structural functionalism theory, which emerged following WWII, was largely influenced from the industrial revolution and the changes in the social role of men and women during this period. This theory implies that the life is concerned mainly with two separate spheres: productive life which happens in the workplace and affective life which is at home. Structural functionalism theory believes in the existence of radical separation between work (institution, workplace, or market) and families. According to this theory, these two (workplace and family) work best "when men and women specialize their activities in separate spheres, women at home doing expressive work and men in the workplace performing instrumental tasks" (Kingsbury & Scanzoni, 1993; as cited in MacDermid, 2005: 18).

Greedy institutions
It has been argued that the work–family conflicts, in particular role conflicts, can be interpreted in terms of Lewis A. Coser's concept of "greedy institutions". These institutions are called "greedy" in the sense that they make all-encompassing demands on the commitment and loyalty of individuals, and tend to discourage involvement in other social spheres. Institutions such as religious orders, sects, academia, top level sports, the military and senior management have been interpreted as greedy institutions. On the other hand, also the family has been interpreted as a greedy institution in consideration of the demands placed on a caretaker. When a person is involved in two greedy institutions—be it child care and university, or family and the military, or others—task and role conflicts arise.

Segmentation
Based on this theory work and family do not affect each other, since they are segmented and independent from each other. The literature also reports the usage of the terms compartmentalization, independence, separateness, disengagement, neutrality, and detachment to describe this theory.

Compensation
In 1979, Piotrkowski argued that according to this theory employees "look to their homes as havens,  look to their families as sources of satisfaction lacking in the occupational sphere." What distinguishes compensation theory from the previous theories is that, in compensation theory, for the first time, the positive effect of work to family has been recognized.

Supplemental and reactive compensation
Supplemental and reactive compensation theories are two dichotomies of compensation theory which were developed during the late 1980s and the early 1990s. While compensation theory describes the behavior of employees in pursuing an alternative reward in the other sphere, supplemental and reactive compensation theories try to describe the reason behind the work–family compensation behavior of employees.

Role enhancement theory
According to this theory, the combination of certain roles has a positive, rather than a negative effect on well-being. This theory states that participation in one role is made better or easier by virtue of participation in the other role. Moreover, this theory acknowledges the negative effect of the work–family relationship, in which, only beyond a certain upper limit may overload and distress occur, however, the central focus of this perspective is mainly on the positive effects of work and family relationship, such as resource enhancement.

Work enrichment model
This theory is one of the recent models for explaining the relationship between work and family. According to this model, experience in one role (work or family) will enhance the quality of life in the other role. In other words, this model tries to explain the positive effects of the work–family relationship.
Please give me a short bulleted list of the theories that explain different aspects of the relationship between the work and family life made in this passage.
- Structural Functionalism: The theory of structural functionalism indicates that life is strictly separated between the workplace, where productive life occurs, and home or family life where affective life takes place.

- Greedy Institutions: The theory of greedy institutions posits that institutions make sweeping demands on individuals, and discourage an individual's participation in other social areas or institutions, leading to conflict when competing demands arise.

- Segmentation: The theory of segmentation argues that work and family life are fully segmented or severed from one another and therefore do not affect each other.

-Compensation: The theory of compensation states that individuals find refuge from work and its deficiencies in their home lives and the satisfaction that comes from their families.

-Supplemental and Reactive Compensation: Supplemental and reactive compensation are two theories that describe the ways in which individuals pursue alternative forms of life satisfaction while caught between the work and family social spheres.

- Role enhancement: The theory of role enhancement posits that participation in one social sphere can enhance satisfaction and participation in the other--up to certain limits beyond which overload may occur. 

- Work Enrichment Model: The theory of work enrichment attempts to explain how experience in one role or social sphere can complement or increase satisfaction in another. In this way, the work enrichment model is similar to the theory of role enhancement.