A model of the relationship between work and family that incorporates variables from both the work-family conflict and social support literatures was developed and empirically tested. This model related bidirectional work-family conflict, family instrumental and emotional social support, and job and family involvement to job and life satisfaction. Data came from 163 workers who were living with at least 1 family member. Results suggested that relationships between work and family can have an important effect on job and life satisfaction and that the level of involvement the worker assigns to work and family roles is associated with this relationship. The results also suggested that the relationship between work and family can be simultaneously characterized by conflict and support. Higher levels of work interfering with family predicted lower levels of family emotional and instrumental support. Higher levels of family emotional and instrumental support were associated with lower levels of family interfering with work.

Structural equation modeling procedures were used to examine relationships among several war zone stressor dimensions, resilience-recovery factors, and post-traumatic stress disorder symptoms in a national sample of 1,632 Vietnam veterans (26% women and 74% men). A 9-factor measurement model was specified on a mixedgender subsample of the data and then replicated on separate subsamples of female and male veterans. For both genders, the structural models supported strong mediation effects for the intrapersonal resource characteristic of hardiness, postwar structural and functional social support, and additional negative life events in the postwar period. Support for moderator effects or buffering in terms of interactions between war zone stressor level and resilience-recovery factors was minimal.

A measure of family social support for workers was developed, and initial investigations of its psychometric characteristics were conducted. Data from several samples endorse the internal consistency of the support dimensions of emotional sustenance and instrumental assistance, and confirmatory factor analysis findings reinforce the bidimensional structure of the instrument. Lack of a relationship with social desirability, correlations with life and job satisfactions, and gender differences in perceived instrumental assistance afford preliminary validity evidence. Exploratory multiple regression analyses revealed significant three‐way interactions suggesting that the level of emotional sustenance from family members may be important to job satisfaction for employed women. Furthermore, empirical evidence was generated to assess the viability of the instrument relative to other existing measures of social support. Results supported convergent, discriminant, and nomological validity.

Two studies were conducted to develop and provide evidence supporting the construct validity of scores on a scale to measure two aspects of workplace friendship: friendship prevalence and friendship opportunities. In the first study, data collected from 200 part-time graduate students supported the internal consistency and proposed dimensionality of scale scores. In the second study, data were collected from a total sample of 116, which consisted of part-time graduate students and employees of three organizations. Support was provided for convergent, discriminant, and nomological validity of scale scores.

The past decade has witnessed a rise in the visibility of the lesbian, gay, bisexual, and transgender (LGBT) community. This has resulted in some organizational researchers focusing their attention on workplace issues facing LGBT employees. While empirical research has been appropriately focused on examining the impact of workplace factors on the work lives of LGBT individuals, no research has examined these empirical relationships cumulatively. The purpose of this study was to conduct a comprehensive review and meta-analysis of the outcomes associated with three workplace contextual supports (formal LGBT policies and practices, LGBTsupportive climate, and supportive workplace relationships) and to compare the relative influence of these workplace supports on outcomes. Outcomes were grouped into four categories:(a) work attitudes, (b) psychological strain, (c) disclosure, and (d) perceived discrimination.Results show that supportive workplace relationships were more strongly related to work attitudes and strain, whereas LGBT supportive climate was more strongly related to disclosure and perceived discrimination compared to the other supports. Our findings also revealed a number of insights concerning the measurement, research design, and sample characteristics of the studies in the present review. Based on these results, we offer an agenda for future research.