Dating couples (N = 59) participated in a longitudinal study of hypotheses derived from interdependence theory. Whether each partner's activity preferences and similarity of preferences, weighted by liking, would predict joint activity participation was examined. Preferences explained participation better than similarity, and own preferences predicted better than other's preferences. We hypothesized that conflict would increase with the strength of preferences but would decrease with similarity. The hypothesis concerning similarity was confirmed for some activities. Participation, similarity, and conflict explained relationship satisfaction and stability, but participation predicted better for men, whereas conflict and similarity predicted better for women. The findings support the theory but suggest that interdependence problems vary by activity type and gender. Three patterns are discussed: turn taking, unresolved competition, and cooperation.

This study examines the impact of four dimensions of spirit at work on organizational commitment: (1) engaging work, (2) sense of community, (3) mystical experience, and (4) spiritual connection. Eight hundred and forty participants from two universities – one faith-based and one secular – were surveyed using the Spirit at Work Scale and the Organizational Commitment Questionnaire. On average, employees at the faith-based university were significantly more committed to their institution and had higher spirit at work than did employees of the secular university (p < 0.000). While there have been studies on this relationship in health care settings, this is the first such study in higher education. This study adds to the literature in the workplace spirituality field, where few empirical studies on the connection between spirit at work and organizational commitment exist.

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