The effect of social support on work stress in health workers during the pandemic: The mediation role of resilience

Abstract

Stressful experiences commonly increase among health workers during the coronavirus disease 2019 (COVID‐19) pandemic. From this perspective, this study primarily aimed to examine the mediating role of resilience in the effect of perceived social support on work stress among health workers. The sample of the study consisted of 402 health workers. In the research, the “General Work Stress Scale,” “Brief Resiliency Scale,” and “Multidimensional Scale of Perceived Social Support” were used. There was a statistically significant negative correlation between work stress and social support ( r = −0.223, p = 0.00) and resilience ( r = −0.432, p = 0.00), and a statistically significant positive correlation between social support and resilience ( r = 0.226, p = 0.00). Resilience mediates the relationship between perception of social support and work stress. When planning effective intervention strategies, it will be critical to reduce the risk of adverse mental health outcomes in health workers, who are fighting against the COVID‐19 pandemic, by increasing social support and resilience and reducing work stress.

Determinants of Work Stress in Delivery Couriers in South Tangerang Area

“…The results of this study found that there was no significant relationship between work stress and social support. The results of this study support the results of previous research conducted by Kreh and Maiorano which explained that there is no significant effect between social support and stress in the work environment (Karadaş & Duran, 2022). On the other hand, this study contradicts previous research conducted by Setiawan in 2013 which stated that there was a significant influence between social support and work stress (Setiawan & Darminto, 2013).…”

High-Performance Work Systems, Thriving at Work, and Job Burnout among Nurses in Chinese Public Hospitals: The Role of Resilience at Work

“…On the other hand, it was found that resilience at work partially mediated the influences of HPWS on thriving at work and job burnout, yet, in different directions. In a nurse-focused study, although the literature has reported that resilience at work can enhance positive employee outcomes [ 22 , 23 , 24 ] and reduce negative employee outcomes [ 21 , 23 ], there has been no research to explore and test whether HPWS can impact employee outcomes through developing resilience at work. Our research filled this gap.…”

“…To cope with nurses’ stresses and burnout, healthcare organizations are suggested to frequently support nurses in thriving at work in China [ 18 , 19 , 20 ]. A nurse’s resilience has been reported to reduce negative employee outcomes, such as work stress [ 21 ], job insecurity [ 22 ], and turnover intention [ 23 ], while enhancing positive outcomes, such as proactive work behavior [ 24 ], perceived justice, trust in the organization, creative performance [ 22 ], job satisfaction, quality of care [ 23 ]. Furthermore, HRM systems have also been argued and reported to enhance positive and reduce negative employee outcomes [ 25 , 26 ].…”

Influencing factors of work stress of medical workers in clinical laboratory during COVID-19 pandemic: Working hours, compensatory leave, job satisfaction

“…Also, social support is positively associated with job satisfaction (59). Social support and work stress were negatively correlated, and the reinforcement of social support can reduce the work stress of medical workers (60). The job satisfaction of medical staff not only has a direct negative impact on turnover intention, but also has an indirect impact on turnover intention through work engagement (61).…”