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Previous research has shown that both receiving support and providing support enhance employee well-being and work engagement. In the current study, we integrate social exchange theory (SET) and conservation of resources (COR) theory to investigate under which conditions receiving and providing daily support are most likely to occur. Specifically, we test the hypotheses that receiving requested support and reciprocating received support are more likely when the support is requested or received from a co-worker who perceives the quality of the exchange relationship as high (vs. low), and less likely when the support is requested or received from a co-worker high (vs. low) on workaholism. To test these hypotheses, we collected data among 45 employees and their co-workers during two moments per day for five consecutive working days (N = 90 participants; N = 614 work episodes). Multilevel analyses supported all hypotheses, except for the moderating effect of partner's workaholism on the link between receiving and providing support. These findings imply that receiving and providing support do not occur automatically but are dependent on characteristics of the exchange relationship and the exchange partner. We discuss the implications for SET and COR theories, as well as practical implications.

Previous research has shown that both receiving support and providing support enhance employee well-being and work engagement. In the current study, we integrate social exchange theory (SET) and conservation of resources (COR) theory to investigate under which conditions receiving and providing daily support are most likely to occur. Specifically, we test the hypotheses that receiving requested support and reciprocating received support are more likely when the support is requested or received from a co-worker who perceives the quality of the exchange relationship as high (vs. low), and less likely when the support is requested or received from a co-worker high (vs. low) on workaholism. To test these hypotheses, we collected data among 45 employees and their co-workers during two moments per day for five consecutive working days (N = 90 participants; N = 614 work episodes). Multilevel analyses supported all hypotheses, except for the moderating effect of partner's workaholism on the link between receiving and providing support. These findings imply that receiving and providing support do not occur automatically but are dependent on characteristics of the exchange relationship and the exchange partner. We discuss the implications for SET and COR theories, as well as practical implications.

To answer a growing call for more research on the influence of menstruation at work, especially in emotionally demanding professions, this study investigates the relationship between period pain and emotional labour to help inform effective workplace policies. Drawing from the Conservation of Resources (COR) theory (Hobfoll, 1989), which states that individuals strive to obtain, maintain, and protect their resources and that the threat of possibly losing resources causes stress, the primary objective of this cross-sectional study is to examine whether there is a relationship between period pain and emotional labour (surface acting and deep acting). In addition, we investigate whether this relationship can be partly explained by presenteeism and what the role of adjustment latitude is in this relationship. We conducted a cross-sectional study using an online survey from which data was analysed using a multiple regression analysis (N = 250). The findings indicate that period pain is positively related with both surface acting (b = .58, p<.001) and deep acting (b = .37, p<.001). Presenteeism did not mediate the relationship between period pain and either form of emotional labour, neither surface acting (p = .28) nor deep acting (p = .78). However, presenteeism was found to be positively related to period pain (b = 1.54, p<.001). Adjustment latitude did not significantly moderate the relationship between period pain and presenteeism (95% CI [-.002, .01]), but did relate negatively to presenteeism (b = -.20, p<.01). This study contributes to the understanding of how menstruating employees allocate resources to manage period pain in the workplace. Further research is essential for a more comprehensive understanding and more effective workplace policies. Keywords: adjustment latitude, emotional labour, period pain, presenteeism

Social support is in its essence a dyadic exchange process – it has important benefits for those who receive and those who provide support. In the present paper, we develop a model integrating insights from mattering and social exchange theories. We propose that self-determined support behaviors satisfy the provider’s feelings of mattering, which have a spillover effect on positive emotions at home. In addition, we hypothesize that positive emotions of the support receiver (co-worker) strengthen this indirect relationship. Hypotheses were tested in a sample of 67 dyads of co-workers (N = 280–305 data points). Results show that autonomous support behaviors positively relate to the provider’s positive emotions during the evening via mattering. Furthermore, employees felt that they mattered more and experienced more positive emotions when they supported co-workers with high (vs. low) positive emotions. These findings advance social support, mattering and spillover literatures by showing that brief episodes of helping behavior can satisfy mattering needs at work and help employees experience more positive emotions at home.

Social support is in its essence a dyadic exchange process – it has important benefits for those who receive and those who provide support. In the present paper, we develop a model integrating insights from mattering and social exchange theories. We propose that self-determined support behaviors satisfy the provider’s feelings of mattering, which have a spillover effect on positive emotions at home. In addition, we hypothesize that positive emotions of the support receiver (co-worker) strengthen this indirect relationship. Hypotheses were tested in a sample of 67 dyads of co-workers (N = 280–305 data points). Results show that autonomous support behaviors positively relate to the provider’s positive emotions during the evening via mattering. Furthermore, employees felt that they mattered more and experienced more positive emotions when they supported co-workers with high (vs. low) positive emotions. These findings advance social support, mattering and spillover literatures by showing that brief episodes of helping behavior can satisfy mattering needs at work and help employees experience more positive emotions at home.