Protective, promotive, and buffering effects of perceived social support in managerial stress: The moderating role of personality

Luszczynska, Aleksandra; Cieślak, Roman

doi:10.1080/10615800500125587

Cited by 55 publications

(40 citation statements)

References 36 publications

(59 reference statements)

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“…Organizations are associative social systems where participants engage in organized activities to attain collective goals (e.g., Blau & Scott, 1962; Etzioni, 1964; Simon, 1976), and interpersonal interactions are fundamental to these organizational activities (e.g., March & Simon, 1958). Although a relatively large proportion of peoples' daily interactions at work are positive (Nezlek, Wheeler, & Reis, 1983; Watson, 2000), evidence suggests that negative events, such as episodes of interpersonal conflict, hold more potency than positive events with regards to their effects on individual well‐being (Rook, 2001; Taylor, 1991).…”

Section: Introductionmentioning

confidence: 99%

A within‐individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators

et al. 2010

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SummaryFocusing on interpersonal conflict as a work stressor, the authors used a within-subjects research design to examine the effect of conflict episodes on employees' negative affect on the job. The roles of agreeableness and social support in moderating the negative effects of conflict episodes were also examined. A two-week experience-sampling study revealed that interpersonal conflict influenced employees' intraindividual fluctuations in negative affect. As predicted, agreeableness and social support influenced individuals' patterns of affective responses to conflict, such that conflict was more strongly associated with negative affect for agreeable employees, and for those with lower levels of social support at work. Overall, the results suggest that both personality (agreeableness) and context (social support) significantly moderate the affective implications of interpersonal conflict at work.

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Section: Introductionmentioning

confidence: 99%

A within‐individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators

et al. 2010

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“…Supervisors may provide support via tangible benefits (e.g., a year-end bonus) or organizations could be supportive through intangible efforts (e.g., culture, Thomas & Ganster, 1995; familyfriendly work environment, Allen, 2001). Overall, studies on the general population have shown that both instrumental and psychosocial forms of support, provided by individuals and organizations, are negatively related to work stress (Abdel-Halim, 1982;AbuAlRub, 2004;Ganster, Fusilier, & Mayes, 1986;Hagihara, Tarumi, & Miller, 1998;Luszczynska & Cieslak, 2005;Viswesvaran, Sanchez, & Fisher, 1999).…”

mentioning

confidence: 99%

Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees?

Huffman

Watrous-Rodriguez

King

2008

Human Resource Management

178

185

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We examine differences in type of support (i.e., supervisor, coworker, organizational) received by lesbian, gay, and bisexual (LGB) employees and the relationship between type of support and relevant outcomes (job and life satisfaction, outness of sexual orientation). Surveys were administered to 99 LGB individuals, and results indicate that support is best viewed as a multi‐dimensional construct composed of supervisor, coworker, and organizational support for LGB employees. Overall, supervisor support was related to job satisfaction, coworker support was related to life satisfaction, and organizational support for LGB employees was related to outness.Thus, support for LGB employees isrelated to important outcomes. Practical suggestions for increasing organizational support for LGB employees are offered. © 2008 Wiley Periodicals, Inc.

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“…For example, receiving support or believing in its availability, people may develop more adaptive behavior what keeps them safe from potential difficulties. Third, in the context of stressful situations, the buffering effect of support is considered to ameliorate the harmful consequences of stress [25] . Although the majority of studies have reported a variety of positive outcomes of support, it is also worth mentioning that there are studies reporting its negative influence.…”

Section: Effects Of Social Support On Emotion In Nurses: Types and Somentioning

confidence: 99%

“…First, its promotive effect was established. It means that by satisfying important human needs, social support can enhance positive emotions and alleviate negative emotions [25] . Second, social support may have protective effect on wellbeing by changes in individual perception of stressors at work.…”

Section: Effects Of Social Support On Emotion In Nurses: Types and Somentioning

confidence: 99%

Effects of perceived job social support on emotions experienced by nurses: the role of difficulties with patient care

Wlodarczyk¹,

Surma²

2013

Clinical Nursing Studies

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The focus of the presented research is the emotional state of nurses. It was considered in the context of difficulties with patient care that nurses come across in their daily professional work and in the context of social support perceived by them as available in their working environment. This research examines both promotive and protective effects of perceived job social support on the emotional state of nurses. The postulated intervening variable was difficulties with patient care experienced by nurses. The cross-sectional research group consisted of 100 nurses, 94% women, 50% working in hospitals and 50% in other health-care facilities, predominantly public (87%). Perceived social support at work and positive and negative emotions were measured with existing questionnaires (SSS-8 by Cieslak and POMS by McNair et al.). The difficulties with patient care were determined using an original tool developed by the researchers specially for this study (including six types of difficulties). To verify hypotheses, multiple regression analyses and a bootstrap approach was adopted. First, promotive effect of social support was confirmed in cases of practical and emotional support from Superiors. Second, perceived social support indirectly influenced nurses' negative emotions in the following way: practical social support from Doctors, Other Nurses and Team Members, intensified difficulties with patient care resulting from demand for information by patient and family that in turn increased negative emotions (protective effect was negative). The research provides valuable results for professional practice.

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Protective, promotive, and buffering effects of perceived social support in managerial stress: The moderating role of personality

Cited by 55 publications

References 36 publications

A within‐individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators

A within‐individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators

Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees?

Effects of perceived job social support on emotions experienced by nurses: the role of difficulties with patient care

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