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Based on the Job Demands-Resources (JDR) model (E. Demerouti, A. B. Bakker, F. Nachreiner, & W. B. Schaufeli, 2001, The job demands-resources model of burnout. Journal of Applied Psychology, 86, 499-512) and Conservation of Resources (COR) theory (S. E. Hobfoll, 2002, Social and psychological resources and adaptation. Review of General Psychology, 6, 307-324), we tested three competing models that predict different directions of causation for relationships over time between family-supportive work environments (FSWE) and psychological strain, with two waves of data from a military sample. Results revealed support for both the JDR and COR theories, first in the static model where FSWE at Time 1 predicted psychological strain at Time 2 and when testing the opposite direction, where psychological strain at Time 1 predicted FSWE at Time 2. For change models, FSWE predicted changes in psychological strain across time, although the reverse causation model was not supported (psychological strain at Time 1 did not predict changes in FSWE). Also, changes in FSWE across time predicted psychological strain at Time 2, whereas changes in psychological strain did not predict FSWE at Time 2. Theoretically, these results are important for the work-family interface in that they demonstrate the application of a systems approach to studying work and family interactions, as support was obtained for both the JDR model with perceptions of FSWE predicting psychological strain (in both the static and change models), and for COR theory where psychological strain predicts FSWE across time.

We examined self-engagement in job performance in a moderated mediation model where engagement moderated the relationship between organizational constraints and ratings of leadership effectiveness, and ratings of leadership effectiveness mediated the relationship between organizational constraints and organizational citizenship behaviors (OCBs). University employees representing diverse occupations completed measures of self-engagement, organizational constraints, and leader effectiveness. Supervisors provided ratings of OCB. Tests of mediated moderation using random coefficient modeling revealed that leadership mediated the relationship between constraints and OCB for highly engaged employees. Results are discussed in terms of highly engaged workers being attuned to stressors in the work environment that may compromise performance, potentially blaming leaders for the presence of these obstacles, thus causing withdrawal of effort on nonessential performance tasks.j asp_920 1830..1846

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The present research examined how particular types of combat exposure may be associated not only with increased mental health symptoms but also with perceived benefits that are associated with decreased mental health symptoms. Using a longitudinal sample of military personnel who had returned from combat in Iraq or Afghanistan, active combat experiences (such as shooting or directing fire at the enemy) were related to higher levels of perceived benefits following the deployment, whereas passive experiences (such as being the recipient of an attack or witnessing destruction) were not. Perceived benefits 3 months postdeployment were associated with lower posttraumatic stress disorder (PTSD) symptoms 3 months later. A mediational analysis revealed that although active combat experiences were associated with greater PTSD symptoms, a portion of this relationship was reduced as a result of the association between active combat experiences and benefit finding. Discussion focuses on additional research needed on the role of benefit finding in postcombat adjustment, and how employees may derive benefits from their work that predict future mental health symptoms.

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