Direction Check (Time Management Version) is a simple, inexpensive app that builds resilience through time management exercises to target the everyday personal and occupational stressors faced by military populations.

Change between baseline and five weeks, the positive and negative affect schedule (I-PANAS-SF; Thompson, 2007) will be used to assess positive and negative affect. The I-PANAS-SF is comprised of 10 items arranged in a 5-point Likert-type format with responses ranging from 1 (Very slightly or not at all) to 5 (Very much). Five items of the scale measure positive affect while the other five items measure negative affect. Respondents are asked to rate these positive and negative adjectives according to the extent to which each describes the way they have felt during the past week. Sample positive affect items include 'attentive', while sample negative affect items include 'upset'. Higher scores on both positive affect or negative affect indicate a tendency to experience a positive and negative mood. Both subscales (positive affect and negative affect) have been found to have adequate internal consistency (positive affect: α = .78; negative affect: α = .76; Thompson, 2007).

Change between baseline and five weeks, a scale developed by Castro and Adler (2000) will be used to assess high-risk demands among respondents. The scale is comprised of seven items with short answer responses. Sample items include: "In the past week, how many hours of work have you average per day?" and "How many days have you been on a training exercise in the past 6 months?"

Change between baseline and five weeks, the Organizational Constraints Scale (OCS; Spector & Jex, 1998) will be used to assess the ability of individuals to perform their jobs given their occupational demands. The OCS is comprised of 11 items arranged in a 5-point Likert-type format with responses ranging from 1 (Never) to 5 (Several times per day). Respondents are first asked to indicate how often it is difficult or impossible to do his or her job because of the listed items. Sample items include: "poor equipment or supplies," "inadequate training," and "interruptions by other people." Higher scores on the OCS indicate a high level of organizational constraints. The OCS has been found to have adequate internal consistency (α = .85; Spector & Jex, 1998).

Change between baseline and five weeks, a shortened version of the overload subsection of the Michigan Organizational Assessment Questionnaire (MOAQ; Cammann, Fichman, Jenkins, & Klesh, 1983) will be used to assess work overload. The shortened MOAQ being utilized is comprised of three items arranged in a 7-point Likert-type format with responses ranging from 1 (Strongly disagree) to 7 (Strongly agree). Sample items include: "I never seem to have enough time to get everything" and "I have too much work to do to do everything well." One item is reverse-coded. Higher scores on the MOAQ and the overload subsection indicate greater work overload.

Change between baseline and five weeks, the Emotion Regulation Questionnaire (ERQ; Gross, John, & Diener, 2003) will be used to assess participant's coping methods and ability among two common emotional regulation strategies - cognitive reappraisal and expressive suppression. The ERQ is comprised of 10 items total; six items which asses cognitive reappraisal and four items that assess expressive suppression. Each item is arranged in a 7-point Likert-type format with responses ranging from 1 (Strongly disagree) to 7 (Strongly agree). Sample items include: "When I want to feel more positive emotion (such as joy or amusement), I change what I am thinking about" and "I control my emotions by not expressing them." Higher scores in each subsection (reappraisal and suppression) indicate a higher tendency for respondents to use the related emotional regulation strategies. The ERQ has been found to have adequate internal consistency (α = .68 to .76; Gross et al., 2003).

Change between baseline and five weeks, the Self-Compassion Scale (SCS; Raes, Pommier, Neff, & Van Gucht, 2011) will be used to assess the ability to extend compassion to the self. The SCS is comprised of 12 items and six subscales, each measuring a different component of self-compassion. Each item is arranged in a 5-point Likert-type format with responses ranging from 1 (Almost never) to 5 (Almost always). Sample items include: "When I fail at something important to me I become consumed by feelings of inadequacy" and "I try to see my failings as part of the human condition." Higher subscale scores on the SCS indicate greater endorsement of the related component of self-compassion. The SCS has been found to have adequate internal consistency (α = .86; Raes et al., 2011).

Change between baseline and five weeks, an adapted version of the Self-Report Measures of Family Functioning (SRMFF; Bloom, 1985) will be used to assess family functioning among two dimensions: family cohesion and family conflict. The SRMFF is comprised of 10 items total, five items relating to the dimension of cohesion and the other five items relating to the dimension of conflict. Respondents are asked to think about their family-life over the past week; each item is arranged in a 5-point Likert-type format with responses ranging from 1 (Strongly disagree) to 5 (Strongly agree). Sample items relating to the dimension of cohesion include: "Family members really helped and supported one another" and "We really got along well with each other." Sample items relating to the dimension of conflict include: "We fought a lot in our family" and "Family members sometimes hit each other. Items 3 and 5 in both the dimensions of family cohesion and family conflict are reverse-coded.

Change between baseline and five weeks, a shortened Work-Family Conflict Scale (WFSC; Carlson, Kacmar, & Williams, 2000) will be used to assess interrole conflict. The shortened WFSC being utilized is comprised of 12 items total; three items which assess time-based work interference with family, three items which assess time-based family interference with work, three items which assess strain-based work interference with family, and three items that assess strain-based family interference with work. Each item is arranged in a 5-point Likert-type format with responses ranging from 1 (Strongly Disagree) to 5 (Strongly Agree). Sample items include: "My work keeps me from my family activities more than I would like" and "Due to stress at home, I am often preoccupied with family matters at work."

Change between baseline and five weeks, an adapted version of a social support and social strain survey developed by Wayment and Brookshire (2017) will be used to assess personal resources. The shortened version of the survey is comprised of six items arranged in a 5-point Likert-type format with responses ranging from 1 (Never) to 5 (All the time). Respondents are first asked to think about the "most important" person in their social network and are then asked about how often that person engaged in specific types of responses in the previous week. Sample items include: "listen to you when you wanted to talk". Higher scores for the social support questions indicate higher levels of social support. Higher scores for the social strain questions indicate higher levels of social strain. The survey has been found to have adequate internal consistency (social support: α = .89; social strain: α = .80; Wayment & Brookshire, 2017).

Change between baseline and five weeks, three items adapted from a soldier will survey created by Marlowe, Furukawa, Griffith, Ingraham, and Kirkland (1985) will be used to assess military pride. The three items are arranged in a 5-point Likert-scale ranging from 1 (Strongly disagree) to 5 (Strongly agree). Sample items include: "I am proud to be in the Army" and "What I do in the Army is worthwhile." Higher scores on the survey indicate greater military pride.

Change between baseline and five weeks, a scale developed by Huffman, Adler, Castro, and Dolan (2000) will be used to assess environmental life among respondents. The scale is comprised of five items arranged in a 5-point Likert-type format with responses ranging from 1 (Never) to 5 (Always). Sample items include: "I know what duty I will be doing day to day" and "I have a predictable mission schedule."

Change between baseline and five weeks, a shortened version of the Aggression Questionnaire (AQ; Bryant & Smith, 2001) will be used to assess respondent aggression. The shortened AQ is comprised of 12 items arranged in a 5-point Likert-type format with responses ranging from 1 (Extremely uncharacteristic of me) to 5 (Extremely characteristic of me). Sample items include: "Given enough provocation, I may hit another person" and "My friends say that I'm somewhat aggressive." Higher scores on the AQ indicate greater levels of aggressive behavior. The AQ has been found to have adequate internal consistency (α = .53 to .80; Bryant & Smith, 2001).

Change between baseline and five weeks, to assess oxidative damage under resting (non-challenged) conditions, urinary excretion of oxidatively modified nucleic acids and lipids will be measured.

Change between baseline and five weeks, two items adapted from the Pittsburgh Sleep Quality Index (PSQI; Buysee, Reynolds, Monk, Berman, & Kupfer, 1989) will be used to assess sleep disturbance. The first item asks participants: "On average how many hours of actual sleep do you get at night?". The second item asks, "During the past week, how would you rate your sleep quality overall?" and is arranged on a 4-point Likert-type format with responses ranging from 0 (Very good) to 3 (Very bad). The total PSQI has been found to have adequate internal consistency (α = .83; Smyth, 2012).

Change between baseline and five weeks, a shortened Perceived Stress Scale (PSS; Cohen, Kamarck, & Mermelstein, 1983) will be used to assess the degree to which situations in one's life are appraised as stressful. The shortened PSS being utilized is comprised of 10 items arranged in a 5-point Likert-type format with responses ranging from 0 (Never) to 4 (Very often). Sample items include: "In the last week, how often have you felt that you were unable to control the important things in your life?" and "In the last week, how often have you been angered because of things that were outside your control?" Items 4, 5, 7, and 8 are reverse-coded. Higher scores on the PSS indicate greater appraisal of stressful life situations. The PSS has been found to have adequate internal consistency (α = .84 to .86; Cohen, Kamarck, & Mermelstein, 1983).

Change between baseline and five weeks, four items adapted from the Anger Rumination Scale (ARS; Sukhodolsky, Golub, & Cromwell, 2001) will be used to assess symptoms and reactions. The four items are arranged in a 5-point Likert-type format with responses ranging from 1 (Strongly disagree) to 5 (Strongly agree). Sample items include: "I thought about events that angered me for a long time" and "I thought about the reasons people treated me badly." Higher scores on the ARS indicate greater ruminative thoughts. The total ARS has been found to have adequate internal consistency (α = .93); Sukhodolsky et al., 2001).

Change between baseline and five weeks, a shortened version of the Affective Commitment Scale (ACS; Meyer & Allen, 1984) will be used to assess commitment characterized by positive feelings of identification with, attachment to, and involvement in, the Army. The shortened version of the ACS that will be utilized is comprised of six items arranged in a 5-point Likert-type format with responses ranging from 1 (Strongly disagree) to 5 (Strongly agree). Sample items include: "I would be very happy to spend the rest of my career in the Army" and "The Army has a great deal of personal meaning for me." Items 3, 4, and 6 are reverse-coded. Higher scores on the ACS indicate a greater affective commitment to the army. The total ACS has been found to have adequate internal consistency (α = .87; Meyer & Allen, 1984).

Change between baseline and five weeks, in order to assess career intent, participants will be asked to respond to a single item which reads: "Which of the following best describes your career intentions at the present time?" Participants will respond to this question on a 5-point scale with responses ranging from 1 (Probably leave upon completion of my current obligation) to 5 (Definitely stay in until retirement, or longer).

Change between baseline and five weeks, four items adapted from a job satisfaction survey created by Quinn and Shepard (1974) will be used to assess the quality of military employment. The four items are arranged in a 5-point Likert-type format with responses ranging from 1 (Strongly disagree) to 5 (Strongly agree). Sample items include: "If a good friend of mine told me that he/she was interested in working in a job like mine I would strongly recommend it" and "Knowing what I know now, if I had to decide all over again whether to take my job, I would." Higher scores on the survey indicate greater job satisfaction.

Change between baseline and five weeks, three items adapted from a job performance survey created by Griffin, Neal, and Parker (2007) will be used to assess individual task proficiency. The three items are arranged in a 5-point Likert-type format with responses ranging from 1 (Very little) to 5 (A great deal). Respondents are first asked to rate how often they have carried out a specific act over the past week. Sample items include: "Carried out the core parts of your job well" and "Ensured your tasks were completed properly." Higher scores on the survey indicate greater individual task proficiency.