Abstract
The aim of this research is to investigate the effect of social support on job-related behaviors, noting the mediating roles of job stress. Specifically, the study tests the prediction regarding the extent to which these different types of locus of control moderate the relationship between social support and job stress as well. The current study used self-report questionnaires from a sample of employees in the Vietnamese banking industry to test the hypothesis. Results from the partial least squares structural equation modeling (PLS-SEM) using the SmartPLS 3.0 program showed that social support positively impacted job-related behaviors (e.g., job satisfaction, job performance); these relationships were mediated partially through job stress. Besides, this research revealed that individuals with a higher internal locus of control were more likely to have lower levels of job stress and it also moderated the relationship between social support and job stress. This negative association was weaker for bankers who have a higher external locus of control. The main findings of this research demonstrated that social support and locus of control play an important role in the overall effectiveness of employees. It implied that it is crucial for organizations to set up a good work atmosphere that supports psychological well-being and have suitable policies to strengthen social support among supervisors and employees in an organization to reduce job stress and improve job-related behaviors.
Highlights
With the growing complexity of how work is executed and how organizations have functioned, in the past few decades, job stress and its related antecedences and out comes have become a focal topic among organizational researchers and practitioners
The findings of this study showed that social support positively influence job satisfaction and job performance which is partially mediated by job stress
From the background about the banking industry context in Vietnam and the lack of relevant information related to the banking industry in previous studies, it is perceived that human resource management has become fundamental in the sustainable development of the banking industry and needs to be focused on
Summary
With the growing complexity of how work is executed and how organizations have functioned, in the past few decades, job stress and its related antecedences and out comes have become a focal topic among organizational researchers and practitioners. Job stress has received a considerable amount of attention in research and practice. In other words, it continues to be a large issue for both employees and organizations (McCarthy et al, 2010; Moen et al, 2013). Researchers and practitioners have considered job stress to be a less important variable compared to other organizational issues such as productivity (Finney et al, 2013; Hoboubi, Choobineh, et al, 2017; Kasl, 1996; Li et al, 2019). After decades of research in the area of job stress, it has become a well-established and widely examined topic at present (Nowrouzi et al, 2016)
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