Purpose – The purpose of this paper is to investigate the mediating effects of work-home interference (WHI) on the relationships between work demand, work attitudes, and job performance, with a focus on the moderating effect of Chinese work values (CWV). Design/methodology/approach – A self-administered survey method was used. The sample comprised 1,032 employees from Mainland China, Hong Kong, and Taiwan. The moderated mediation framework was used to test the proposed model. Findings – The results showed that WHI mediated the relationships among work demand, job satisfaction, and affective organizational commitment (AOC), but did not mediate the relationship between work demand and job performance. CWV moderated the mediated relationships and exacerbated the mediation effects of WHI on the relationships between work demand and job satisfaction and AOC. Research limitations/implications – The use of a cross-sectional design prevented the drawing of causal inference. With the exception of job performance, the self-reported measures are all subject to the problem of common method bias. Practical implications – Organizations in Greater China could implement stress management programs to reduce the negative effects of work demands. HR practitioners and managers should understand what values their employees hold to provide the proper interventions for them. Originality/value – By integrating both the mediator (WHI) and a moderator (CWV), this study investigated how CWV, an individual-level cultural value, affects the influences of WHI. The results highlight the importance of incorporating culturally specific value constructs when examining the underlying mechanisms of WHI.