Exploring the Associations between Social Support, Perceived Uncertainty, Job Stress, and Emotional Exhaustion during the COVID-19 Crisis

Abstract

Building on the social support theory and the job demands-resources (JD-R) model, the current research explores the role of coworker task support on the perceived uncertainty, job stress, and emotional exhaustion of hospitality employees affected by the COVID-19 crisis. Moreover, this research investigates the moderating impact of supervisor support and family support on the relationship between perceived uncertainty and emotional exhaustion. The data were collected from 353 hospitality employees currently working in the hospitality industry in Pakistan. Partial least squares structural equation modeling (PLS-SEM) was employed using SmartPLS 3.3.3 software to examine the proposed hypotheses and to analyze the research model. The results point out that coworker task support has no significant relationship with emotional exhaustion. Furthermore, perceived uncertainty and job stress fully mediated the association between coworker task support and emotional exhaustion. Additionally, supervisor support and family support significantly moderated the association between perceived uncertainty and emotional exhaustion. This research contributes to the literature by expanding our knowledge of the role of social support in alleviating the perceived uncertainty, job stress, and emotional exhaustion of hospitality employees during the COVID-19 crisis. The theoretical and practical implications of the study are further discussed.

The factors influencing stress among nursing home staff: A cross-sectional study to develop stress measurement scale

“…A literature review on the mediating role of social support in the relationship between role conflict and job stress would examine the existing research on how social support operates to reduce the negative effects of role conflict on job stress. Ersoy, Mahmood, Sharif, Ersoy, and Ehtiyar (2023) argue that role conflict, or the conflicting demands and expectations associated with different roles, is a common source of stress in the workplace. Research has shown that high levels of role conflict can lead to increased job stress, decreased well-being, and poor health outcomes.…”

“…Studies have found that employees with high levels of social support from co-workers and/or supervisors are less likely to experience job stress in response to low job autonomy and are more likely to report better physical and mental health. Furthermore, research has shown that emotional support can be effective in reducing job stress associated with low job autonomy by providing individuals with a sense of comfort and reassurance (Ersoy et al, 2023).…”