This study adopted a person-environment fit approach to examine whether greater congruence between employees’ preferences for segmenting their work domain from their family domain (i.e., keeping work matters at work) and what their employers’ work environment allowed would be associated with lower work-to-family conflict and higher work-to-family positive spillover. Different facets of work-to-family conflict (time-based and strain-based) and positive spillover (affective and instrumental) were examined. According to latent congruence modeling of survey data from 528 management employees, congruence was negatively related to both time-based and strain-based work-to-family conflict and positively related to work-to-family instrumental positive spillover as expected. However, contrary to expectations, congruence was negatively related to work-to-family affective positive spillover. Implications for how boundary management processes may affect both positive and negative experiences of the work–family interface are discussed.