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A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case of respite from routine work. We hypothesized that (a) respite increases resource level and well-being and (b) individual differences and respite features moderate respite effects. A sample of 129 faculty members on sabbatical and 129 matched controls completed measures of resource gain, resource loss, and well-being before, during, and after the sabbatical. Among the sabbatees, resource loss declined and resource gain and well-being rose during the sabbatical. The comparison group showed no change. Moderation analysis revealed that those who reported higher respite self-efficacy and greater control, were more detached, had a more positive sabbatical experience, and spent their sabbatical outside their home country enjoyed more enhanced well-being than others. (Contains 1 footnote and 3 tables.)

To expand work-family conflict (WFC) research to specific occupations, this study investigated how work and family generic and occupation-specific stressors and support variables related to family interfering with work (F [right arrow] W) and work interfering with family (W [right arrow] F) among 230 Israeli high school teachers. Further expanding WFC research, the authors assessed WFC effects on burnout and vigor. Results indicated that W [right arrow] F conflict was related to generic variables and more so to distinctive teaching characteristics (e.g., investment in student behavior and parent-teacher relations). Both W [right arrow] F and F [right arrow] W predicted burnout, whereas only F [right arrow] W predicted vigor. Implications for WFC research and occupational health programs are discussed. (Contains 3 tables.)

How intertwined are expatriates with their families? And what makes some expatriates better than others at leveraging positive or compensating for negative influences from their family life? Drawing on conservation of resources, crossover and spillover theories, we examine when partner family role adjustment influences expatriates' family experiences, and how and when these experiences translate into expatriate work role engagement. Using data from 105 expatriate–partner dyads at two time points, we establish the key personal resource of general self-efficacy as a boundary condition for crossover and spillover. We find that expatriates with high self-efficacy experience no crossover between partner family role adjustment and expatriate family role adjustment, and positive spillover between their family role engagement and their work role engagement. By contrast, expatriates with low self-efficacy experience strong crossover between partner family role adjustment and expatriate family role adjustment, and negative spillover between their family role engagement and work role engagement. Our results suggest that the way in which the family domain influences expatriate work role engagement depends on general self-efficacy. We contribute to conservation of resources, crossover and spillover theories, and the work–family interface during expatriation. Our results also pinpoint organizational interventions to improve expatriates' work role engagement. [ABSTRACT FROM AUTHOR]

Reactions to 4 versions of a vignette describing a successful manager were obtained from 233 management students, including 50 executives in an extension course. Career success was perceived as a major cause of personal failure. The personal price paid by successful people was perceived differently depending on gender and marital status. (SK)

How a short respite and general job involvement contribute to work engagement is examined. An increase of work engagement after a short break has been observed among nurses, and higher job involvement also showed a higher increase in work engagement. It was also found that job involvement exerted a negative indirect effect on change in work engagement after a short rest.

In a secondary analysis of data from 220 women serving in the U.S. Air Force and their spouses, we examined the effects of job and family stressors on work-family conflict (WFC) and family-work conflict (FWC), focusing on the crossover of these experiences from one spouse to the other. We found positive relationships of WFC with both job and family stressors for wives and with job stressors for husbands. We also found that job and family stressors predicted FWC for wives, but not for husbands. Furthermore, spouse's support buffered the relationship between one's job stressors and the experience of WFC for wives but accelerated these relationships for husbands. Our findings support the bidirectional crossover of WFC from one spouse to another.

This study examined mechanisms of strain crossover within couples and the moderating role of gender. Data were collected at a time of military downsizing from a sample of 1,250 Russian army officers and their spouses. The authors tested a model that incorporated 3 mechanisms for the crossover of marital dissatisfaction among dual-earner couples. The model provided support for 2 suggested crossover mechanisms: direct reactions of crossover and indirect mediated effects through social undermining. Strong evidence was also provided for gender asymmetry in the crossover process. Marital dissatisfaction crossed over from husbands to wives but not vice versa, and social undermining behavior played a role in the process of crossover of marital dissatisfaction for husbands but not for wives.

A study that focuses on the crossover of state anxiety between spouses in working couples in Israel in a situation when one of them faces unemployment is presented. The suggestion for the research is made to promote the prevention programs dealing with the unemployed and also suggested to take into account the crossover process and incorporate action for both spouses.