Our work investigates the influence of supervisor bottom-line mentality (SBLM) (i.e., a one-dimensional focus on bottom-line outcomes to the exclusion of other organizational priorities) on employees’ organizational commitment via the work-family interface as well as the crossover effects of SBLM on the organizational commitment of the employees’ spouse. More specifically, we examined how SBLM contributes to work-family conflict (WFC) and impacts the experienced commitment of the dyad along three paths. We conducted two studies across three samples (Study 1, Sample A: 186 employees; Study 1, Sample B: 258 employees; Study 2: 399 employee-spouse dyads) to demonstrate the unique role of SBLM in this context and find support for the hypothesized relationships. First, the resource drain of SBLM had a spillover effect through WFC to decrease the employee’s commitment at work. Second, it crossed over to the spouse to reduce their own organizational commitment due to the employee being a source of family undermining, which subsequently influenced the spouse’s family-work conflict (FWC). Third, SBLM impacted the spouse such that it crossed back to contribute to decreased organizational commitment for the employee. Theoretical contributions and practical implications are discussed as well as directions for future research.

我们的工作调查了主管底线心态 (SBLM)（即一维关注底线结果，排除其他组织优先事项）对员工组织承诺的影响。 SBLM对员工配偶组织承诺的交叉效应。更具体地说，我们研究了 SBLM 如何导致工作家庭冲突 (WFC) 并影响二人在三个方面的经验承诺。我们对三个样本进行了两项研究（研究 1，样本 A：186 名员工；研究 1，样本 B：258 名员工；研究 2：399 名员工-配偶对），以证明 SBLM 在此背景下的独特作用，并寻求支持假设的关系。第一的，SBLM 的资源流失通过 WFC 产生溢出效应，降低了员工的工作投入。其次，由于员工是家庭破坏的来源，它转移到配偶以减少他们自己的组织承诺，这随后影响了配偶的家庭-工作冲突（FWC）。第三，SBLM 影响了配偶，使其回过头来降低员工对组织的承诺。讨论了理论贡献和实际意义以及未来研究的方向。SBLM 影响了配偶，使其回过头来降低对员工的组织承诺。讨论了理论贡献和实际意义以及未来研究的方向。SBLM 影响了配偶，使其回过头来降低对员工的组织承诺。讨论了理论贡献和实际意义以及未来研究的方向。