No abstract

No abstract

This study considered the nature of home/work stress and investigated the role of social support from both intra- and extraorganizational sources in reducing that stress and buffering its impact on burnout. Specifically, demographic factors affecting perceptions of home/work stress and the impact of various sources of social support were examined. Data were collected from nursing-home nurses and analyzed using regression techniques. Results suggested that participants with children and those cohabiting with their partners were particularly vulnerable to home/work stress. Results also indicated that different sources of social support worked in unique ways to relieve the strain of home/work stress. Implications of this research for theory on social support are considered, along with the pragmatic suggestions for using study results in dealing with home/work stress.

Studies of job attitudes hove traditionally been conducted on the correspondence between individuol needs and objective job chorocterisiics. A recently developed theory, however, suggests thotjob ottitudes may be o function ofsocialinformotion received (Soloncik & Pfeffer, 1978). This investigation used social informotion processing theory as the bosis for ostudy of antecedents to employee onxiety about o move to on open office environment. The structural equation model developed from social information processing theoryprovedto be ogoodfit to the doto, and o revised version of the modelprovided an even better occouniing for the vorionce in the doto. Anxiety about orgonizotionol change was determined by social informotion, individuol needs, ond job characteristics, with need for privacy having the lorgesi impact on onxieiy. The model is discussed in terms of its support for informotion processing iheory, its individuol sign$cont linkages. and the implications for need satisfaction models of job attitudes ond other reseorch on outcomes in orgonizoiions. Although it has thus far been applied sparingly by organizational communication scholars, a theoretical framework that makes an important link between communication and individual and organizational outcomes is the social information processing theory of job attitudes (Salancik& Pfeffer, 1978). This theory, a response to weaknesses of the traditional need-satisfaction models, proposes that job attitudes are a function of the communicative activities of employKatherine I. Miller is a doctoral candidate, and Peter R. Monge (Ph. D., Michigan State University, 1972) is Professor of Communication at the Annenberg School of Communications, University of Southern California. We would like to thank Mary Zalesny and Julia Crystler for assistance in the study and Vince Farace, Gerald Miller, Judee Burgoon, and Jim Stiff for comments on earlier drafts of this article.0

Because of the rapid growth in literature on emotion and communication in organizations and the many disciplinary homes of this work, scholars use many conceptualizations of emotion in the workplace. In this article, the authors map the terrain of emotion and communication in the workplace. They first review extant literature and argue for five types of organizational emotion: emotional labor (inauthentic emotion in interaction with customers and clients), emotional work (authentic emotion in interaction customers and clients), emotion with work (emotion stemming from interaction with coworkers), emotion at work (emotion from nonwork sources experienced in the work-place), and emotion toward work (emotions in which work is the target of the feeling). They then explore these types of emotion through an analysis of workplace narratives from the books Working (Terkel, 1972) and Gig (Bowe, Bowe, & Streeter, 2000). Themes that characterize workplace emotion are considered, and directions for future research are proposed.