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This article is based on data presented at the Southern Management Association 2020 Annual Meeting. We have no known conflict of interest to disclose.We are grateful to the researchers who responded to our requests for study information and Old Dominion University Libraries staff Beverly Barco, David Corona, Marelene Patac, and Robert Tench for fulfilling our interlibrary loan requests. We also thank Dr. James Smither and our two anonymous reviewers for their patience, encouragement, and invaluable feedback throughout the review process.

Drawing upon the spillover-crossover model, this study examined the extent to which one's work time demands spilled over to the family domain and crossed over to his or her spouse, utilizing data of 365 dual-earner couples from the 500 Family Study. The results of the distinguishable actor-partner interdependence model indicated that there was gender symmetry in the spillover processes such that the effects of work hours were identical between men and women. Further, although there was more bidirectional crossover between partners within couples, we observed some unidirectional crossover from husbands to wives. Specifically, husbands only increased their contribution to domestic work in response to wives' work fatigue, whereas wives increased their contribution to domestic work in response to husbands' work fatigue and high workloads. Finally, husbands' housework hours negatively related to wives' marital satisfaction and positively related to wives' depression, whereas wives' housework hours negatively related to husbands' marital satisfaction and depression. These findings have practical implications for improving the work-family balance, health, and well-being of dual-earner couples. K E Y W O R D Scrossover, distinguishable actor-partner interdependence model, domestic work hours, spillover, work hours

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Abstract. We examined the factor structure of the recently developed worker well-being measure Workplace PERMA Profiler and relationships between PERMA dimensions (i.e., positive emotions, engagement, positive relationships, meaning, accomplishment) and job performance (viz., task performance, organizational citizenship behaviors benefiting individuals and the organization at large). The measure exhibited metric (i.e., weak) invariance across samples of participants from the United States ( N = 284) and China ( N = 420). Additionally, for participants who responded to both the Workplace PERMA Profiler and the performance measures, there was a general pattern of positive PERMA–performance relationships across both samples ( NUS = 147; NChina = 202). Overall, the Workplace PERMA Profiler may have problematic psychometric properties and item wordings and thus would benefit from further refinement.