The term work-family spillover is often used in a general way to refer to the effects that paid employment has on family relationships. Studies of job conditions and job characteristics now commonly include subjective appraisals of work and longitudinal research designs, in which participants are followed over time, to understand how individuals’ experiences or views of their jobs might bring about changes in family dynamics. Parents who experience a non-cohesive or conflictive work atmosphere seem to have more negative interactions with their children, with longitudinal studies suggesting that these effects can hold up over the course of months. The social withdrawal response to job stress consists of short-term decreases in the employed individual’s usual level of social engagement at home. The work—family triangle relationship consists of a triangle of dyads: the direct dyads of manager—employee and the couple, and the indirect dyad of the manager—employee’s spouse.