Domain Satisfaction as a Mediator of the Relationship Between Work–Family Spillover and Subjective Well-Being: A Longitudinal Study

Purpose

Despite greater recognition that public and workplace policies are needed to facilitate work–family integration, scarce evidence exists on whether and how work–family spillover relates to future subjective well-being (SWB). Guided by conservation of resources theory and bottom-up theories of SWB (i.e., domain-specific satisfaction serves as a source of overall SWB), we investigated the relationship between work–family spillover and future life satisfaction and the potential mechanisms of the relationship (job and marital satisfaction). The relative contribution of positive and negative work–family spillover to SWB was also examined.

Design/Methodology/Approach

Lagged analyses were conducted on self-reported data from a representative U.S. sample over a 9-year interval (N = 2588).

Findings

Individuals who experienced negative work-to-family spillover were less satisfied with their life at a 9-year follow-up, whereas those who experienced positive family-to-work spillover reported higher life satisfaction at the follow-up. These prospective associations remained significant when considering other established predictors of life satisfaction (baseline life satisfaction, health, gender, income, and personality) and were mediated by job satisfaction and marital satisfaction.

Implications

This study provides empirical evidence for ongoing advocacy for working families, suggesting that policies that facilitate positive family-to-work spillover and minimize negative work-to-family spillover should be regarded as essential to enhance SWB of individuals in our society in the long run.

Originality/Value

This study expands our understanding of the causal relationship between work–family spillover and life satisfaction by considering both positive and negative spillover and demonstrating the mechanisms by which work–family spillover relates to future life satisfaction, even beyond personality, health, and income.

     

Incivility in Meetings: Predictors and Outcomes

Purpose

The purpose of this study is to provide a deeper understanding of uncivil meeting behaviors (UMBs) by exploring their frequency, potential predictors, and perceived impact on meeting outcomes. Five forms of UMBs were identified and examined. Key situational variables (meeting characteristics) and individual differences (Big Five factors and the Dark Triad of personality) were explored as potential predictors of UMBs.

Methodology

We collected data from two independent samples of meeting participants (N _s  = 345, 170) via two online surveys. We used confirmatory factor analysis, correlations, hierarchical multiple regressions, and relative weight analyses to analyze the data.

Findings

The findings demonstrated that attendees’ perceptions of UMBs were linked to lower ratings of meeting satisfaction and effectiveness. In particular, the ratings were most affected by the observation of attendees who did not participate actively and who showed inappropriate interpersonal behavior. Results further suggest situational variables (meeting purpose and meeting norms) and individual differences (narcissism, psychopathy, and agreeableness) as potential predictors of UMBs.

Implications

By showing the consequences of UMBs on meeting outcomes and by providing insights into potential causes of engagement in UMBs, this study offers valuable input for running and leading work meetings.

Originality/Value

No previous study has empirically examined how different forms of UMBs affect meeting outcomes. Additionally, the paper introduces situational and personality variables that may act as potential predictors of UMBs.

     

The Heritability of Job Satisfaction Reconsidered: Only Unique Environmental Influences Beyond Personality

Purpose

The purpose of this study was to investigate the degree to which genetic and environmental influences explain differences in job satisfaction and its relationship to personality in order to explain the heritability of job satisfaction.

Design

Behavior genetic analyses are based on a dataset containing 622 individuals, including 185 MZ (M = 39.5 years) and 126 DZ twin pairs (M = 40.1 years).

Findings

The results showed that all genetic influences (28 %) on job satisfaction could be explained by its relation to personality, especially Neuroticism, Extraversion, and Conscientiousness, representing a high genetic overlap between job satisfaction and personality. Non-shared environmental influences explained the remaining three fourths of the variance.

Implications

By showing that genetic influences of job satisfaction overlap completely with personality, including common non-additive genetic influences, the results support an interactionist view of job satisfaction in that both situational and dispositional determinants of job satisfaction are relevant.

Originality

In contrast to previous studies, we used a more appropriate behavior genetic approach meaning that our approach allows to directly estimate parameters of specific and common (additive and non-additive) genetic and environmental influences. Building on this, interpretations of behavior genetic findings were explained in detail to avoid common misunderstandings.

     

Friends and Family: The Role of Relationships in Community and Workplace Attachment

Purpose

Most work–life research focuses on the spillover of the nuclear family to the workplace, offering little insight into how other family relationships and friendships can spill over to affect employees’ organizational attachment. Past research has also overlooked the role of relationship quality and the mechanisms underlying these life-to-work spillover effects. Addressing these shortcomings, we integrate the systemic model of community attachment with job embeddedness theory to develop a model of community relational embeddedness and then use this model to examine how nonwork relationships connect people to their workplaces.

Design/Methodology/Approach

We used survey data from a national sample of 2025 accounting professionals and tested mediation hypotheses using structural equation modeling.

Findings

Employees’ relationships with friends and family predicted their attachment to their communities, which in turn predicted their workplace turnover intentions. Supporting our theoretical model, bonds with friends and family predicted moving intentions, and community fit and sacrifice mediated these effects. Community fit and sacrifice also predicted work turnover intentions indirectly through moving intentions. Tests also revealed that, surprisingly, friendships had a stronger impact on community attachment than family.

Implications

Employees are connected to their organizations through an array of close community relationships that extend beyond the nuclear family (i.e., spouse, children). Organizations can enhance employees’ workplace attachment by recognizing the role of friends and offering work–life programs that use a broad conceptualization of family (e.g., adult siblings, parents).

Originality/Value

Our study illustrates the importance of community relationships to workplace attachment, and the need to incorporate relational quality, nonnuclear family, and friendships in future research.

     

How Today’s Shocks Predict Tomorrow’s Leaving

Purpose

This research explores “shocking events” as part of the unfolding model of turnover, extending our understanding of the influence of various types of shocks on future voluntary employee separations.

Design/Methodology/Approach

1536 new hires at a large financial institution reported shocks monthly during their first 8 months at work as well as their job satisfaction and perceptions of marketability. We used event history to estimate the basic distributional properties of the shocks and Cox proportional hazards models to examine the effects of shocks on job satisfaction and turnover over the subsequent year as reported by the organization.

Findings

Organizational shocks generally occur earlier than personal shocks. Further, unexpected shocks have a stronger impact than expected shocks on subsequent turnover. Finally, the effects of organizational shocks on turnover are mediated by job satisfaction, whereas personal shocks have direct effects on turnover.

Implications

Our findings offer evidence for the utility of the shock construct in the unfolding model of turnover and speak to the importance of encouraging managers to monitor shocks on an ongoing basis in order to predict when different types of shocks will occur and their likely influence on turnover.

Originality/Value

Ours is the first study to examine shocks as they occur. This is a contrast to prior studies that relied on retrospective accounts. Thus, we are able to test new hypotheses (e.g., direct effects vs. mediation) that expand the unfolding model of turnover.

     

Distinguishing CEOs from Top Level Management: A Profile Analysis of Individual Differences,Career Paths and Demographics

Purpose

Identifying the characteristics of chief executive officers (CEOs) has been a longstanding goal in leadership and individual differences research. The purpose of this exploratory study was to consider which individual difference and career path variables differentiate CEOs from other senior managers.

Design/Methodology/Approach

Participants (N = 1152) were UK-based senior managers (n = 1040) and CEOs (n = 112) who completed a self-report measure of the Five Factor Model of personality (NEO-PI-R), a measure of cognitive ability (graduate and management aptitude test), and answered a number of additional questions on their career paths as part of development centres. Analyses comprised inter-individual mean difference tests, intra-individual external profile analysis and logistic regression.

Findings

Results indicated that personality facets of impulsiveness, vulnerability, activity and dutifulness showed the largest mean differences. No significant effects were found for the criterion profile pattern, but significant effects were found for profile level. Of the additional predictors, career path variables were the strongest predictors of CEO status.

Implications

The combination of significant effects across domains of individual differences and career path variables emphasizes the importance of a multivariate approach in the study of leadership, top management teams and career progression.

Originality/Value

The current study combines personality, cognitive ability, demographic and career path variables, and applies intra-individual methodologies to explore the characteristics of the very top level of organisational hierarchy.

     

Motivational Mechanisms of Self-Concordance Theory: Goal-Specific Efficacy and Person–Organization Fit

Purpose

The purpose of this study was to elaborate on two mechanisms of self-concordance theory (SCT; Sheldon and Elliot in Pers Soc Psychol 24(5):546, 1998)—goal-specific efficacy and perceived person–organization (PO) fit—as mediators of the relationships between autonomous and controlled goal motives and goal accomplishment and job satisfaction.

Design/Methodology/Approach

Data were from two independently collected samples of administrative employees (N1 = 37, N2 = 102) and their significant others across two points in time.

Findings

Results indicated that autonomous motives were positively related to goal-specific efficacy and perceived PO fit (Time 1), and showed indirect effects on goal accomplishment and other-rated job satisfaction (Time 2). Controlled motives were negatively related to the same intermediaries and outcomes.

Implications

Goal motives implicate goal-specific outcomes, and individuals’ overall composition of goal motives—across their goals—shape their goal efficacy and PO fit perceptions. These mechanisms relate to distal outcomes of goal accomplishment and job satisfaction. The research offers theoretical implications for the proximal outcomes of goal motives, but also practical implications for ways in which organizations can improve incumbent PO fit perceptions.

Originality/Value

Although research has shown that having self-concordant goals is positively associated with individual outcomes, existing research has yet to understand why this is the case. In addition, most studies of SCT apply difference scores to study the construct at the individual-level rather than specifying motives separately and considering a multilevel perspective. Our research offers a novel investigation of the proximal outcomes of SCT and the levels at which they operate.

     

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

Purpose

This paper advances a socioecological perspective toward understanding the relationship between demography and job attitudes by considering the joint effects of individual ethnicity and ethnic group relative representation—the degree to which an individual’s own demographic group is represented similarly in their organization and the community in which the organization is located.

Design/Methodology/Approach

Hierarchical polynomial regression analyses of census and survey data from 57,000 employees of 142 hospitals in the United Kingdom suggest that ethnic group relative representation is related to ethnic minority employees’ job satisfaction and turnover intentions.

Findings

An asymmetric pattern emerged wherein the effect of under-representation on turnover intentions was stronger than the effect of over-representation. Moreover, the effects of relative representation varied with respectful treatment by coworkers; relative representation had little effect on attitudes of employees who reported low levels of coworker respect but generally enhanced attitudes when respect was high.

Originality/Value

This work points to the meaningful role that socioecological factors can play in what are typically considered to be intraorganizational phenomena, thereby highlighting the need for organizational research to assess relevant aspects of the communities in which organizations are embedded.

     

Work Passion Through the Lens of Culture: Harmonious Work Passion,Obsessive Work Passion,and Work Outcomes in Russia and China

Purpose

This cross-cultural study with employee–supervisor dyads in Russia and China examines links between harmonious and obsessive work passion and four job- and organization-focused outcomes (job satisfaction, intentions to quit, job performance, and organizational citizenship behaviors) and two career-focused outcomes (career satisfaction and occupational commitment).

Design/Methodology/Approach

Data were collected from employee–supervisor dyads in Russia (N = 223) and China (N = 193). We undertook a series of hierarchical regressions to examine the hypothesized relationships.

Findings

We found considerable support for the harmonious passion–work outcome relationships and less support for the obsessive passion–work outcome relationships. In both Russia and China, harmonious passion predicted all six hypothesized outcomes. However, obsessive work passion predicted job satisfaction and occupational commitment in Russia, but was unrelated to any of the hypothesized outcomes in China. We also identified several culture-specific work passion–outcome relationships.

Implications

Our research extends the duality of the work passion construct to non-Western cultures. The examination of a variety of work passion outcomes provides a finer-grained approach to how two types of passion uniquely link to different work consequences. Several culture-specific findings refute the traditionally held assumption that harmonious passion relates to solely positive outcomes, whereas obsessive passion relates to solely negative outcomes. Collectively, the results augment the nomological framework of the passion construct. The study informs managerial practices by suggesting when work passion needs to be encouraged or tamed.

Originality/Value

This is the first study that examines a variety of job-, organization-, and career-focused outcomes of work passion in non-Western organizations.

     

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

Purpose

The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes.

Methodology

Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses.

Findings

Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions.

Implications

Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression.

Originality

This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes.

     

Late Onset First Episode Psychosis Emerging as Delusional Misidentification of Familiar Sacred Places During a Holy Pilgrimage: A Case Report and Literature Review

Background

The delusional misidentification syndromes (DMS) include a myriad of discrete but related syndromes, which have wide spectrum anomalies of familiarity. Several misidentification syndromes have been described in the psychiatric literature, the most common of these delusions are: the Capgras syndrome; the Fregoli syndrome; the syndrome of inter-metamorphosis; reduplicative paramnesia; and environmental reduplication.

Case Presentation

The reported case highlights the emergence of late onset first episode psychosis in a Middle Eastern 65-year-old female who has no previous psychiatric history. The nature of psychosis was mainly delusions of misidentification and persecution.

Discussion

DMS are relatively rare and occur predominantly in association with schizophrenia and affective psychosis. Between 25 and 40% are associated with organic conditions such as dementia, head injuries, brain tumors, and epilepsy. Only three cases of misidentification of sacred places have been reported previously in the literature. This case report is the first to present a DMS, emerging as a late onset first episode psychosis during the sacred journey of Hajj.

Clinical Implications

The reported case highlights the importance of early recognition and treatment of mental health conditions that may appear de novo during the Hajj sacred journey. Readily available psychiatric resources, psychotropic medications, and psycho-education may be pivotal in ensuring mental well-being of pilgrims, which is fundamental to maintain the mental capacity required for completing these journeys.

     

The <Emphasis Type="Italic">Facet Satisfaction Scale</Emphasis>: an Effective Affective Measure of Job Satisfaction Facets

Purpose

Job satisfaction facets are theoretically and practically important variables. Most existing facet satisfaction scales, however, have two noteworthy limitations—they often do not clearly assess affective content, and they use non-parallel items. In the current paper, we examined the measurement qualities of the Facet Satisfaction Scale (FSS; [Beehr et al. (Journal of Applied Social Psychology 36:1523–1547, 2006)], a measure that may address the limitations of existing facet satisfaction measures.

Design/Methodology/Approach

We conducted four studies to examine the measurement qualities of the FSS: (a) Study 1 examined the FSS’s factor structure, (b) Study 2 examined its test-retest reliability and construct validity, (c) Study 3 further examined its construct validity, and (d) Study 4 examined the extent to which the FSS assesses the affective and cognitive components of job satisfaction.

Findings

We found that the FSS produced the hypothesized five-factor structure and that the FSS subscales each yielded high levels of internal consistency and test-retest reliability. We also found evidence of the construct validity of the FSS subscales, and we found that the FSS subscales are generally effective measures of the affective component of their respective job satisfaction facets.

Implications

As a result of the current findings, we recommend the FSS when researchers wish to measure the affective component of job satisfaction facets.

Originality/Value

Little previous research has examined the FSS’s measurement qualities. The current studies address this gap by providing evidence for the reliability and validity of the FSS. This is of value because the FSS addresses some limitations inherent to other facet satisfaction measures.

     

Maternal participant experience in a South African birth cohort study enrolling healthy pregnant women and their infants

Background

Critical to conducting high quality research is the ability to attract and retain participants, especially for longitudinal studies. Understanding participant experiences and motivators or barriers to participating in clinical research is crucial. There are limited data on healthy participant experiences in longitudinal research, particularly in low- and middle-income countries. This study aims to investigate quantitatively participant experiences in a South African birth cohort study.

Methods

Maternal participant experience was evaluated by a self-administered survey in the Drakenstein Child Health Study, a longitudinal birth cohort study investigating the early life determinants of child health. Pregnant mothers, enrolled during the second trimester, were followed through childbirth and the early childhood years. Satisfaction scores were derived from the participant experience survey and quantitatively analyzed; associations between satisfaction scores and sociodemographic variables were then investigated using a linear regression model.

Results

Data were included from 585 pregnant mothers (median age 26.6 years), who had participated in the study for a median time of 16 months. Overall participant satisfaction was high (median score 51/60) and associated with increased attendance of study visits. Reasons for participating were a belief that involvement would improve their health, their child’s health or the health of family and friends. Potential reasons for leaving the study were inconvenience, not receiving clinical or study results, and unexpected changes in study visits or procedures. Variables associated with higher overall satisfaction scores were no prior participation in research, higher socioeconomic status, less intensive follow-up schedules and having experienced stressful life events in the past year.

Conclusions

Satisfaction scores were high and associated with increased visit attendance. Participants’ perceived benefits of study participation, most notably the potential for an improvement in the health of their child, were a significant motivator to enroll and remain in the study. The consistent theme of perceived health benefits as a motivator to join and remain in the study raises the question of whether participation in research results in actual improvements in health.

     

Can Being Gay Provide a Boost in the Hiring Process? Maybe If the Boss is Female

Purpose

The purpose of this study was to investigate whether men and women differentially prefer hiring gay and lesbian job applicants relative to equally qualified heterosexual job applicants.

Design/Methodology/Approach

Data were collected from two samples of non-student participants. Each participant evaluated the perceived hirability of an ostensibly real job applicant by reviewing the applicant’s resume. In reality, all participants were randomly assigned to evaluate the same fictitious resume that differed only in the gender and sexual orientation of the applicant.

Findings

We find that men perceived gay and lesbian job applicants as less hirable, while women perceived gay and lesbian job applicants as more hirable than heterosexual job applicants. Additionally, we show perceptions of hirability are mediated by perceptions of gay and lesbian job applicants’ competence.

Implications

These results show that bias against gays and lesbians is much more nuanced than previous work suggests. One implication is that placing more women in selection roles within organizations could be a catalyst for the inclusion of gay and lesbian employees. Additionally, these results could influence when and how gays and lesbians disclose their gay identities at work.

Originality/Value

These studies are the first to identify a positive bias in favor of gay and lesbian job applicants. As attitudes toward gays and lesbians become more positive, results like these are important to document as they signal a shift in intergroup relations. These results will also help managers and organizations design selection processes to minimize bias toward applicants.

     

An Examination of the Relationship Between the Work–School Interface,Job Satisfaction,and Job Performance

Purpose

This study provides a comprehensive examination of how the work–school interface relates to work outcomes such as task performance and job satisfaction. Additionally, this study builds upon past research by examining a range of work- and school-related resources and demands that collectively influence the work–school interface.

Design/Methodology/Approach

Data were obtained from 170 working undergraduate students at multiple time points over the course of a semester, as well as from participants’ supervisors at the organizations in which the students work.

Findings

The strongest antecedent of job satisfaction, interpersonal facilitation, and job performance was work–school facilitation. Demands in one role create pressures in the other. Contrary to expectations, job demands positively related to work–school facilitation, while school demands positively related to school–work facilitation.

Implications

For practitioners, this study highlights the need to better understand the interplay between school and work roles for employees at a time when continuing education is emphasized. Employers benefit from the performance gains and positive attitudinal shifts that stem from experiences of facilitation between roles. From a theoretical perspective, this study reveals a unique pattern of results that adds to our understanding of the dynamics involved in the integrated work–school routines of working students.

Originality/Value

This is one of the first studies to investigate the relationships between four bi-directional forms of the work–school interface and subsequent multi-source assessments of organizational outcomes. As such, it offers an examination of how conflict and facilitation from both the work and school domains relate to work outcomes.

     

Idiosyncratic Deals and Helping Behavior: The Moderating Role of I-deal Opportunity for Co-workers

Purpose

This study draws from social comparison theory to explore why and under which circumstances individuals receiving idiosyncratic deals (i-deals) are likely to help their co-workers.

Design

Data were collected with an alumni association of engineers. Participants completed two questionnaires (N = 182 at Time 2).

Findings

We find that the relationship between i-deals and helping behavior is not direct, but is mediated by organizational-based self-esteem. This relationship is stronger when i-deal recipients believe that their co-workers do not have the opportunity to get i-deals for themselves.

Implications

I-deal recipients are expected to help their colleagues because helping colleagues is consistent with the positive self developed thanks to i-deals. When co-workers have the opportunity to get i-deals for themselves, social comparison between the i-deal recipient and colleagues is likely to be more salient, which strengthen the indirect relationship between i-deal and helping behavior.

Originality

This study tests i-deals from the vantage point of social comparison theory rather than from the perspective of social exchange. We thereby provide a richer account of the complexities involved in helping behavior. By exploring contextual variables that are likely to trigger social comparisons, we also expect to better understand the circumstances under which i-deals are likely to be associated with helping behavior.

     

The Manager as Coach: The Role of Feedback Orientation

Purpose

This study investigated the consequences of manager feedback orientation in the manager-as-coach process. Integrating theories of feedback and coaching, we examined the extent to which manager feedback orientation was related to indicators of effective coaching and subordinate feedback orientation.

Design/methodology/approach

One hundred three manager–subordinate dyads participated in this study.

Findings

Managers who value feedback for themselves (high feedback orientation) were viewed as better coaches as assessed through employee perceptions of coaching behaviors, the coaching relationship, and the feedback environment. Manager feedback orientation was also related to subordinate feedback orientation, and this relationship was mediated by the coaching effectiveness indicators.

Implications

This study demonstrated that the coaching manager with higher feedback orientation is viewed as more effective than the coaching manager with lower feedback orientation. This study assesses previously untested theories of coaching and demonstrates the value of manager feedback orientation in the coaching process.

Originality/value

This is the first study to integrate the feedback and coaching literatures to test derived hypotheses regarding feedback orientation in the manager-as-coach framework.

     

An alternative to current psychiatric classifications: a psychological landscape hypothesis based on an integrative,dynamical and multidimensional approach

Background

Mental disorders as defined by current classifications are not fully supported by scientific evidence. It is unclear whether main disorders should be broken down into separate categories or disposed along a continuous spectrum. In the near future, new classes of mental disorders could be defined through associations of so-called abnormalities observed at the genetic, molecular and neuronal circuitry levels.

Methods

We propose an alternative hypothesis to these classifications based on an integrative, dynamical and multidimensional approach.

Results

We suggest that observed data collected in the general population can be used to build a psychological landscape. Innovative techniques issued from information processing and system dynamics can prove helpful in this task. Information preserving techniques can reduce the high dimensional data collected and provide an intrinsic map for psychological characteristics or behaviors. Dynamical patterns called attractors, which are linked to each other through continuous pathways, can be identified. Specific attractors can define mental disorders. Their causal structure can be investigated with causal networks.

Conclusions

Powerful and reliable tools are available so that an alternative to current psychiatric classifications can be built based on a genuine biopsychosocial model. The proposed model is ready to be tested on real data.

     

Crossover of Weekly Work Engagement Among Dual-Working Couples

Purpose

Based on crossover theory and the actor-partner interdependence model, the purpose of this study was to investigate the crossover process of work engagement among Chinese dual-working couples.

Design/Methodology/Approach

Fifty-one dual-working couples first completed a general questionnaire to collect basic demographic information and then completed a weekly diary over five consecutive work weeks.

Findings

The results of multilevel analyses showed that (1) actor’s work engagement had a significant impact on his or her own work performance, (2) communication quality between the dual-working couples moderated the crossover of work engagement, but this effect was only found from husbands to wives and when women scored high on communication quality, (3) when men were treated as actors, the actor’s work engagement interacted with communication quality to relate to the partner’s work performance, through the mediating mechanism of the partner’s work engagement.

Implications

Dual-working couples should communicate with each other frequently through sharing positive experiences, and each member of the couple should support the partner through concrete actions. Organizations should adequately facilitate employees’ engagement, as engaged employees can not only positively influence their colleagues but also their partners at home.

Originality/Value

Previous research on work engagement has focused mainly on static and cross-sectional studies, and most studies on crossover have been conducted primarily in the context of western cultures, whereas systematic and empirical study of oriental cultures, especially Chinese cultures, is relatively scarce. The current study explored the crossover process of work engagement among Chinese dual-working couples using a diary study methodology.