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This paper aims to examine the link between spirituality, work-life integration, work passion and mental health among millennial employees. It also tests the mediating effect of the dualistic model of work passion in the framework.

A cross-sectional quantitative design was adopted using samples of 167 millennial employees from the education and service sectors. Results were analysed using Statistical Package of Social Science, Process macro extension and AMOS modelling software.

The findings indicated that millennials’ spirituality was positively linked to harmonious passion, while work-life integration was positively linked with obsessive and high mental health symptoms. Mediating effects were also discovered in which harmonious passion fully mediated the positive relationship between spirituality and mental health symptoms. While obsessive passion partially mediated work-life integration and mental health symptoms.

This paper highlights the mediating influence of millennials’ work passion for explaining their mental health symptoms. It also suggests the practicality and essential roles of spirituality and work-life integration in managing the mental health of existing and future millennials in the workforce.

This paper aims to examine work design and the linkages of work design with the work–life balance of academics in higher education (HE).

A sample of 307 academics was recruited for this study. The result was analysed using SPSS (statistical package of social science) and AMOS (analysis of moment structure) structural equation modelling (SEM).

This paper discovered that high autonomy, task significance, task identity and feedback were linked to greater work-to-family enrichment (W-FE) levels amongst academics, whilst, low job autonomy, task identity and task significance were linked to high work-to-family conflict (W-FC) levels.

This paper highlights the importance of promoting good academics' work–life balance by evaluating and improvising the academics' work design.

The purpose of this study seeks to examine how nonfamily employees' job autonomy and work passion can influence their job satisfaction and intention to quit in family small-to-medium-sized enterprises (SMEs). Current, research regarding the determinants of nonfamily employees' job satisfaction and turnover intentions has largely focused on the effects of family influence and family firm characteristics. Accordingly, not much is known of how the job characteristics and emotions of nonfamily employees influence their job satisfaction and intention to quit.

Data were collected from 160 nonfamily employees across 28 family-SMEs. Process macro was used to analyze the mediating role of nonfamily employees' work passion in the relationship between their job autonomy and job satisfaction and intention to quit.

Findings showed that nonfamily employees' job autonomy only had a significant direct effects on their job satisfaction and not their intention to quit. Subsequently, nonfamily employees' work passion was found to only partially mediate the relationship between their job autonomy and job satisfaction.

By focusing on the concepts of job autonomy and work passion, the study adds additional insights about the drivers of nonfamily employees' pro-organizational attitudes in family-SMEs. Also the study represents one of the first efforts in the literature to establish a link between job autonomy and the work passion of nonfamily employees with respect to their job satisfaction.