Employees frequently engage in work–family interpersonal capitalization by sharing their positive work experiences with relationship partners. While extant theory on capitalization highlights the benefits for those directly sharing these experiences (i.e., capitalizers), capitalization may influence third-parties—a notion that challenges the existing purview that the processes and benefits of capitalization are constrained to the dyadic relationship. In this work, we integrate theory on capitalization with work–family enrichment theory to develop a model to suggest that a relationship partner’s work–family interpersonal capitalization can not only enrich a focal employee’s work and family experiences but that this enrichment spurs next-day behaviors directed toward third-party coworkers. We employed a laboratory experiment and a three-week experience sampling field experiment with daily interventions involving 125 employee–partner dyads. Both experiments revealed consistent results showing that work¬–family interpersonal capitalization prompts positive reflection in the focal employee, leading to workplace interpersonal capitalization, task-related helping, and personal helping behaviors toward coworkers the following day at work. We discuss theoretical implications regarding capitalization as well as practical implications for employees and their organizations.
