The objective of the present study was to examine the predictive factors that promote job loyalty focusing on the bidirectional work-family spillover. The effects of the work-family balance oriented culture in workplace and men's gender traditionalism in terms of their job loyalty mediated by job satisfaction and marital satisfaction were examined. Additionally, potential moderating effects of organizational type in these mediating paths were examined. A sample of 630 married males working in public and private organizations participated in the study. Data were analyzed using SEM and multi-group analysis in Mplus 7.4. Findings indicated that a work-family balanced workplace culture predicted job satisfaction, which in turn led to marital satisfaction and job loyalty, reflecting the bidirectional effects between work and family. In addition, men's traditional gender role attitudes predicted marital satisfaction, which subsequently led to job loyalty. It was also found that there were significant difference between public and private organizations; men's gender traditionalism wasn't indirectly associated with job loyalty through their marital satisfaction in public organization, but only in private organization. There was no significant spillover effect from family to work in public organizations. These findings can inform efforts to persuade and encourage organizations to facilitate corporate cultures and policies that promote work-family balance.