ABSTRACT
This study tested three theoretical models of social support stress-buffering effect, main effect, and indirect effect. Data were obtained from a mail survey of a random sample of scientists working in U.S. pharmaceutical firms. Major variables measured in the survey include workload, role conflict, role ambiguity, future ambiguity, family support, workplace support, and organizational commitment. The study found that workplace support had a direct effect on organizational commitment independent of role stress (the direct effect), that family support increased employees' organizational commitment by reducing role ambiguity and future ambiguity (the indirect effect), and that family support enhanced the negative impact of role conflict and role ambiguity on organizational commitment (the negative stress-buffering effect). Explanations for and implications of these results, as well as recommendations for future studies, are discussed.