Scholars have voiced concerns about the potential dark side of Organizational Citizenship Behavior (OCB), arguing that OCB consumes energy, which contributes to a depletion of personal resources and results in poorer well-being. Drawing from research on the meaningfulness of work, we propose a pattern opposite to depletion: that OCB enhances energy, which contributes to an enrichment of personal resources and results in better well-being. This idea was tested over the course of a workweek with 224 day-level ratings from 67 employees and 30 managers working in a service management firm. Three-level hierarchical linear modeling indicated that supervisor-rated daily OCB was positively associated with employees' vigor at the end of the workday, and multilevel structural equation modeling analyses showed that this relationship was mediated by meaningfulness of work. Moreover, we found that the association between OCB and work meaningfulness was stronger for employees with greater role ambiguity. Exploratory analyses revealed that daily in-role performance and daily OCB interacted to predict meaningfulness of work, such that the association between daily OCB and meaningfulness of work was more prominent among those who exhibited high levels of daily in-role performance. We discuss implications of these findings, limitations, and directions for future research.

This randomized controlled trial involved the development and evaluation of a supervisor support training intervention in the civilian workforce called VSST: Veteran-Supportive Supervisor Training. A theoretically based intervention in the workplace is critical to ensuring a smooth transition for service members and their families to civilian life, leading to improved psychological and physical health and improved work outcomes among service members. Thirty-five organizations were recruited and randomized to the VSST training program or a waitlist control group. Within those organizations, 497 current or former (post 9/11) service member employees were asked to complete baseline and 3-and 9-month follow-up surveys covering work, family, and health domains. The computerized 1-hr training, and the behavior tracking that followed were completed by 928 supervisors from the participating organizations. Intervention training effects were evaluated using an intent-to-treat approach, comparing outcomes for service members who were in organizations assigned to the training group versus those who were in organizations assigned to the control group. Moderation effects revealed the intervention was effective for employees who reported higher levels of supervisor and coworker support at baseline, demonstrating the importance of the organizational context and trainee readiness. The results did not show evidence of direct effects of the intervention on health and work outcomes. Qualitative data from supervisors who took the training also demonstrated the benefits of the training. This study affirms and adds to the literature on the positive effects of organizational programs that train supervisors to provide social support, thereby improving health and work outcomes of employees who receive more support.

Using a nationally representative sample of couples aged 51+ in the United States (N = 1,923 couples), the current study investigated whether both partners’ perceptions of relationship support and strain are associated with an individual's self-rated health and functional limitations. The sample had an average age of 67.17 years (SD = 9.0; range 50–97). Actor–Partner Interdependence Models adjusting for couple interdependencies were applied using multilevel models. After accounting for age, education, gender, race, and couple differences in length of marriage, results indicate that individual perceptions of support were significantly associated with higher self-rated health and fewer functional limitations. These individual-level benefits increased if the spouse also perceived positive support and low strain. Finally, the negative association of an individual's perceived support on functional limitations was greater in those with a spouse reporting low levels of perceived strain. Findings are discussed relative to theory on behavioral and psychological pathways between partners’ perceptions of support and health.

Marriages are often characterized by their positive and negative features in terms of whether they elicit feelings of satisfaction and happiness or conflict and negativity. Although research has examined the development of marital happiness, less is known about the development of negativity among married couples. We examined how marital tension (i.e., feelings of tension, resentment, irritation) develops within couples over time and whether marital tension has unique implications for divorce. Specifically, we examined marital tension among husbands and wives within the same couples from the first to the sixteenth year of marriage, as well as links between marital tension and divorce. Participants included 355 couples assessed in years 1, 2, 3, 4, 7 and 16 of marriage. Multilevel models revealed that wives reported greater marital tension than husbands. Marital tension increased over time among both husbands and wives, with a greater increase among husbands. Couples were more likely to divorce when wives reported higher marital tension, a greater increase in marital tension, and greater cumulative marital tension. Findings are consistent with the emergent distress model of marriage, but indicate that despite the greater increases in marital tension among husbands, wives’ increased marital tension over the course of marriage is more consistently associated with divorce.

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