ABSTRACT
Many studies have shown that job demands (e.g. a high workload and emotionally demanding customers) have a negative impact on employee well-being (Quick and Tetrick, 2003), whereas job resources (e.g. social support, performance feedback, task identity) have a positive impact, particularly on employee engagement (Bakker, 2011; Bakker and Demerouti, 2008). However, less attention has been paid to possible consequences of the work environment for those with whom employees frequently interact — their intimate partners. In this chapter, we introduce a model that integrates two lines of research, the Spillover—crossover model.
