Abstract
While workplace stress often leads to poor employee performance, this predicament can be improved through the use of social support and reward mechanisms. This study tests two models to investigate the relationships among support, reward, team stressors and team performance. In model 1, leader social support, team social support, and team reward plays an antecedent role in the relationship of team stressors and performance. In model 2, the tree variables have the moderating effect on the relationship between team stressors and performance. Data are collected from NPD team members of Taiwanese semi-conductor industry. The regression analyses are used for the tests of alignment hypotheses. The Model 1 provides the better explanation of relationships between the above-mentioned variables. This study contributes new evidence to disputed views in previous studies and offers important implications for both research and practice.
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