Coworker Social Support Research Articles

Coworker support amplifies strain in the COVID-19 pandemic for working parents.

The COVID-19 pandemic directly threatened our health and safety, while contradictory scientific and media reports generated uncertainty. Social information processing theory suggests that employees may have relied on their coworkers, via coworker support, to make sense of the confusion. Because previous research shows that coworker support can counterintuitively increase strain, we investigated the effects of coworker support on strain during the pandemic. Specifically, we collected data from a heterogeneous US sample of 314 working parents in May 2020 to illustrate the path from personal traits (i.e., optimism, generalized self-efficacy, and internal locus of control) to COVID-19 anxiety to workplace outcomes (i.e., self-rated performance, emotional exhaustion, and work-family conflict) in a multiphasic study design. Employees with low levels of these traits reported more COVID-19 anxiety, and in turn, more decrement to their workplace outcomes. This mediation is moderated by coworker social support, such that the indirect effect is exacerbated by coworker social support. This is consistent with social information processing theory, which states that coworker social support can unintentionally corroborate and amplify employee stress perceptions. We therefore recommend that, when faced with significant adversity, organizations provide communication training oriented toward increasing positive coworker interactions and guiding social information.

Evidence for a Negative Loss Spiral between Co-Worker Social Support and Burnout: Can Psychosocial Safety Climate Break the Cycle?

Previous research suggests that co-worker social support predicts burnout, but this relationship may be far more complex, with the potential for a reciprocal cycle of loss. Leading research on loss spirals has explicitly called for more research on interindividual factors such as social support and, by extension, how interventions that operate on these interpersonal resources could play a role in primary and secondary prevention (i.e., intervening in cycles of loss). In this study, we explore the reciprocal relationship between burnout and co-worker social support, with psychosocial safety climate (PSC) as an upstream predictor and moderator of this relationship. Using hierarchical linear modelling (N = 380 frontline healthcare workers, nested within N = 63 teams) on longitudinal data, we found a reciprocal relationship between burnout and co-worker support, which was both triggered and moderated by PSC. These findings provide initial evidence for a social support-burnout loss spiral, wherein individuals with poor co-worker support are more likely to become burnt-out, and in this depleted state they are subsequently less likely to reach out for those social supports when available, which would, in turn, lead to further burnout. This social support-burnout loss spiral is exacerbated when working in a low-PSC context, as the environment does not send positive safety signals about resource scarcity and replenishment. Therefore, PSC may be a potential target for intervention both in primary prevention (i.e., stopping the loss spiral in the first instance) and in secondary intervention, as high PSC signals to workers already in the burnout-support loss cycle when it is safe to reinvest resources or engage in recovery behavior.

Job characteristics and employee green behavior

Pro-environmental or “green” behavior is an increasingly studied topic in the work context. Research on the relations between job characteristics and employee green behavior generally suggests that positive features of work contexts free psychological resources that lead to higher levels of employee green behavior. However, knowledge on these associations is so far limited in the literature, and most findings are based on single time point (i.e., cross-sectional) research designs. Such designs are not well-suited for understanding the unique contributions of within- and between-person variability in job characteristics to the prediction of employee green behavior. Here, we adopt a four-wave longitudinal research design, with data collected from n = 307 employees across 1.5 years. Based on predictions from job design theories, we model within- and between-person levels of important job characteristics (i.e., job demands and autonomy, as well as coworker and supervisor support), along with baseline levels of pro-environmental attitudes, as predictors of three forms of employee green behavior (i.e., task-related, proactive, and counterproductive). We also consider interactions between pro-environmental attitudes and job characteristics over time. Although the pattern of relationships we anticipated was generally observed, it was neither consistent across job characteristics nor across between-versus within-person levels of analysis. The strongest predictor of task-related and proactive employee green behavior was between-person level coworker social support, whereas the strongest predictor of counterproductive employee green behavior was between-person job autonomy. The results of this study have implications for the development of job design interventions to encourage (discourage) positive (negative) employee green behavior.

The Influence of Co-Worker Social Support and Job Satisfaction on Job Stress among Mechanics and Engineers in the Aviation Industry

The aviation industry is a field of work that requires high precision and concentration, leading to a high level of job stress. One prominent issue in aviation is the increasing frequency of incidents and accidents. This study aims to examine the influence of co-worker social support and job satisfaction on job stress among mechanics and engineers. The sample consists of 100 individuals working as mechanics and engineers in the aviation industry. Multiple linear regression analysis using Pearson correlation is employed for data analysis. The results indicate that co-worker social support and job satisfaction jointly account for 49.2% of job stress. Overall, the participants' co-worker social support and job satisfaction are moderate, while job stress is significantly high. The study shows that co-worker social support has a greater impact on job stress compared to job satisfaction. Keywords: co-worker social support, job satisfaction, job stress, mechanics, engineers.

Parallel effects of the need for relatedness: a three-wave panel study on how coworker social support contributes to OCB and depersonalisation

ABSTRACT The positive impact of coworker social support on employee behaviour and well-being is well-described in the job demands–resources model. However, the specific mechanisms through which it operates have received scarce research attention. The current study investigated the distinct roles of relatedness need satisfaction (i.e. connectedness) and need frustration (i.e. isolation) to explain how available coworker social support relates to organizational citizenship behavior (OCB) and depersonalisation. We used a three-wave panel design (N = 1259/704/405 at Time 1/2/3) to test the indirect effects of social support on OCB via connectedness and on depersonalisation via isolation. Coworker social support at Time 1 predicted increases in connectedness and decreases in isolation from Time 1 to Time 2. Contrary to expectations, increases in connectedness predicted decreases in OCB, and decreases in isolation did not predict decreases in depersonalisation, from Time 2 to Time 3. Overall, our results highlight the importance of coworker social support to increase connectedness and decrease feelings of isolation in the workplace, which can ultimately affect interpersonal work outcomes.

Pregnancy-related discrimination and expectant workers' psychological well-being and work engagement: understanding the moderating role of job resources

PurposeIn this paper, the authors apply the Job Demand-Resource Model to investigate the association between pregnancy-related discrimination (conceptualised as a job demand) and expectant workers' psychological well-being and work engagement, and the moderating role of workplace support (co-worker and supervisor social support and perceived organisational family support (POFS); conceptualised as job resources).Design/methodology/approachThe paper conducted a cross-sectional online survey of vocationally active British workers in their second and third trimesters of pregnancy using purposive sampling techniques. Participants were recruited through online forums and social media platforms. A sample of 186 was used to conduct multiple regression and moderation analysis (SPSS v28 and STATA v17).FindingsThe authors observed that higher levels of pregnancy-related discrimination were associated with poorer psychological well-being and work engagement among surveyed expectant workers. Perceived co-worker social support moderated both these relationships for psychological well-being (demonstrating a buffering effect) and work engagement (an antagonist effect). POFS and supervisor support did not moderate this association.Practical implicationsThis paper highlights the importance of pregnancy-related discrimination at work as a work stressor, necessitating its reduction as part of organisations' strategies to manage and prevent work-related stress above and beyond their legal requirements to do so under national-level equality legislation. It also sheds light on the potential value of resource-based interventions.Originality/valueThis is the first study to investigate pregnancy-related discrimination and work-related health outcomes within a British sample, and to explore the potential protective health and motivational value of job resources there within.

How does relational attachment mediate the social support – career regret relation?

Purpose This study aims to examine if relational attachment could be considered as a mediator in the relationship between social support and career regret. The theoretical framework is based on Kahn’s (2007) work on meaningful connections. Design/methodology/approach The authors used a three-part survey for data collection, spread over two months from 368 employees for co-worker social support and 324 employees for supervisor social support working in different sectors in India. Findings The results indicate that for co-workers, relational attachment acts as a mediator between instrumental support and career regret; but for personal support, the mediation effect is absent. However, instrumental support is not directly related to career regret. Notably, in case of social support from the supervisor, there does not seem to be any mediation effect for personal or instrumental support. But social support is related to career regret for both categories of support. Research limitations/implications The authors contribute to literature that examines the mechanism, driving social support and career regret. By understanding how these factors interact and impact one another, researchers can develop interventions and strategies to help individuals navigate career decisions, improve their personal relationships and increase their access to social support. Ultimately, this research can lead to improved well-being and career satisfaction for individuals. As the sample is generalized, there is scope to examine if the relationships differ based on the work structures and idiosyncrasies of the industries. Originality/value This study examines the unmapped mechanism that mediates the social support and career regret relationship, and in the process, provides new directions for research.

The Contribution of Co-Worker Social Support on Burnout of School Counselor

This study aims to examine the contribution of co-workers social support to the condition of school counselor burnout. This study uses a descriptive correlational quantitative method. The study population was a high school counselor SMAN in Pekanbaru . The sample amounted to 52 people who were determined by the Sampling total sampling technique. The instrument used was co-workers social support questionnaire and burnout with a Likert scale model . Instrument reliability test results co-worker social support 0.959 and burnout conditions of 0.976. The research data were analyzed using simple regression. The research findings show that there is a contribution of co-workers social support to the conditions of school counselor burnout by 37.4%. The implications of the results of the study can be used as an effort to improve the quality of guidance and counseling services, especially in increasing social support for work towards the conditions of school counselor burnout.

Workplace social support, mental health and work functioning among young workers

Abstract Background Young adults with a history of mental health problems (MHPs) report lower work functioning (WF) compared to their peers without a history of MHPs. The identification of modifiable, protective workplace factors, such as workplace social support, is needed to increase WF.We examined the moderating role of workplace social support from supervisors and co-workers in the prospective association between MHP trajectories from childhood to young adulthood and WF among young adults. Methods The most recent 2019/2020 data of N = 861 young workers, participating in the 18-year follow-up Dutch TRAILS (TRacking Adolescents’ Individual Lives Survey) cohort study, was used. MHP trajectories for internalising and externalising problems included measurements at ages 11, 13, 16, 19, 22 and 26. Supervisor and co-worker social support were measured at age 29. WF was assessed at age 29. Logistic regression analyses were conducted to examine the moderating role of workplace social support in the association between MHP trajectories and WF. Results Four trajectories were identified for both internalising and externalising problems. Young adults with high-stable MHP trajectories reported more often low WF (ORs 3.73 (95% CI 2.28-6.12) and 2.88 (1.78-4.65) for internalising and externalising problems respectively) than those with low-stable trajectories. Higher supervisor and co-worker social support were associated with a lower odds for low work functioning (adjusted ORs ranging from 0.67 (0.54-0.83) to 0.84 (0.71-1.00)). No moderating effect of workplace social support was found for the association between MHP trajectories and WF. Conclusions Both supervisor and co-worker support were shown to be important for all young workers, regardless their history of mental health problems. Occupational health professionals should create awareness among employers and employees that workplace social support is beneficial for young adults’ work functioning. Key messages • Both supervisor and co-worker social support are important for all young workers’ work functioning, regardless of their history of mental health problems. • Creating awareness of the impact of workplace social support on young adults’ work functioning among employers and employees should be a priority area for occupational health practice and policy.

Understanding Career Plateaus and Their Relationship with Coworker Social Support and Organizational Commitment

Understanding Career Plateaus and Their Relationship with Coworker Social Support and Organizational Commitment

Perceived organizational support and work engagement: the role of psychosocial variables

PurposeThis study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement in an organizational identity change scenario.Design/methodology/approachOn a sample of 118 employees of an Italian company in the personnel training services sector, multivariate statistical analysis tests a pattern where organizational variables such as work support (by supervisors and coworkers, independent variables) – moderated by corporate identification (moderating variable) – and mediated by organizational trust (mediating variable) – boosts employee work engagement and lowers psychosocial risks (dependent variables).FindingsThe mediating effect of “organizational trust” is significant in the relationships of “supervisor social support” and “coworker social support” with the “absence of psychosocial risks.” Moreover, an increase in supervisor social support can lead to a statistically significant increase in work engagement. This occurs only for employees with low or medium identification and not in highly identified individuals.Originality/valueThe findings from the analysis on moderation are of primary importance because they show us a new perspective that can play the role of a guiding and practical principle on how to act on an organization’s human resources, specifically targeting those with lower or medium corporate identification.

How supervisor, co-worker, and spousal social support influences the experience of workload and work-family conflict: results from a survey of construction workers in Québec

This study investigates the effects of three different sources of social support (supervisor, co-workers, and spouse) on experienced workload and on work-family conflict (WFC) among a population of on-site construction workers in Québec, Canada. The findings of this study contribute to current knowledge by providing evidence of the means by which social support most influences WFC experienced by on-site construction workers (e.g. through workload modulation). More precisely, the study contributes to the literature by demonstrating that social support at work—despite its being limited by so-called masculine culture at the workplace—is instrumental to reduce the adverse effects of workload on WFC. In total, 811 workers in the Québec construction industry took part in this cross-sectional study. Results of mediation analysis show that all sources of social support reduce WFC by diminishing the perception of workload. However, even though workers report less social support from their supervisors than from their spouses, indirect effect analysis shows that supervisor social support is the source that most reduces the perception of workload and, in turn, WFC. Results of the ratio comparison indicate that supervisor and co-worker social support have more important direct impacts on WFC, whereas spousal social support has a more important indirect impact on WFC through a reduction in workload, suggesting that organizations need to foster social support at work (e.g. by promoting a culture of support) in order to ensure that work-family balance is valued at the workplace.

Low Social Support at Work and Ambulatory Blood Pressure in a Repeated Cross-sectional Study of White-Collar Workers.

Previous studies on the effect of low social support at work on blood pressure showed mixed results. Few previous studies have used ambulatory blood pressure and examined whether the effect of low social support at work vary among men and women. The aim of this study was to examine the association between low social support at work, ambulatory blood pressure means and hypertension prevalence, in a sample of white-collar workers men and women. A repeated cross-sectional design was used. Data were collected three times during a 5-year period, among 3919 white-collar women and men. At each time, coworker and supervisor social support at work were measured using validated scales. Ambulatory blood pressure was measured every 15 min during a working day. General estimating equations were used. In adjusted models, women exposed to low coworker (+0.6 mmHg) and low supervisor social support at work (+0.7 mmHg) had slightly higher diastolic blood pressure means when compared to unexposed women. In men, those with low coworker social support at work had higher diastolic (+0.7 mmHg) blood pressure while those with low supervisor social support had a higher prevalence of hypertension (prevalence ratio = 1.14, 95% CI: 1.04-1.24). Men with low supervisor social support at work had a higher prevalence of hypertension. Low social support at work was associated with modest increases in diastolic blood pressure among men and women. Workplace prevention strategies aiming to increase social support at work could lead to beneficial effects on worker's cardiovascular health.

From Job Resources to Idea Implementation: A Moderated Sequential Mediation Model

Considering the motivational path of the Job Demands-Resources (JD-R) model, this study investigates a multistep process by which contextual job resources might have an indirect effect on idea implementation. Among 187 shop floor employees of a manufacturing company, we found support for a model whereby job control has an indirect effect, over a 5-month time frame, on idea implementation through employee work engagement and personal initiative. In addition, we found that the indirect effect of job control on idea implementation is stronger when employees have a higher conformity orientation. Support was not found for the hypothesized indirect effect of coworker social support on idea implementation. Our findings support the usefulness of the JD-R theory for understanding how increased idea implementation occurs at work, especially when the additional factors of personal initiative and employee conformity orientation are integrated into the model.

An Exploratory Study of the Influence of Perceived Organizational Support, Coworker Social Support, the Nursing Practice Environment, and Nurse Demographics on Burnout in Palliative Care Nurses.

Burnout, a condition characterized by emotional exhaustion, depersonalization, and decreased personal accomplishment, has been studied in many disciplines in health care, including nursing, medicine, and social work. The purpose of this study was to examine the relationship between perceived organizational support, coworker social support, the nursing practice environment, and nurse demographics (age, years of nursing experience, education level, marital status, and sex) on burnout in a national sample of palliative care nurses. The study aims were (1) to examine the relationship between perceived organizational support, coworker social support, and nursing practice environment on burnout in palliative care nurses; (2) to examine the relationship between age, years of nursing experience, education level, marital status, and sex on burnout in palliative care nurses; and (3) to examine potential moderators (perceived organizational support and coworker social support) on the relationship between demographic characteristics and palliative care nurse burnout. A convenience sample of 73 Hospice and Palliative Nurses Association registered nurses who were bedside caregivers was recruited from Hospice and Palliative Nurses Association's membership. Data were analyzed using Pearson correlation and regression modeling. Findings indicated palliative care nurses had moderate to high levels of burnout. There was a negative correlation between burnout and perceived organizational support, and between burnout and coworker social support. The nursing practice environment of palliative care nurses was favorable; perceived organizational support and coworker social support were not moderators for demographics of age and years of experience and their relationship to burnout.

The Influence of Supervisor and Co-Worker Social Support Towards Resilient Self-Efficacy of Psychiatric Hospital Nurses

The standard and complexity of nurse job tend to create heavy burden for nurses in performing nursing duties. The current study aimed to examine the influence of social support from supervisors and co-workers towards the resilient self-efficacy of psychiatric hospital nurses. The participants were 70 psychiatric hospital nurses in Surabaya. The study used Social Support Scale and Resilient Self-efficacy Scale. Multiple linear regression analysis showed that supervisor and co-worker support simultaneously had a significant influence on psychiatric hospital nurses’ resilient self-efficacy (F = 32.837; p<0.05) with contribution of 35% (R2 = 0.3528). Hypothesis testing showed that when given separately, supervisor social support did not influence psychiatric hospital nurses’ resilient self-efficacy (r=0.089; p > 0.05). However, co-worker social support significantly influenced psychiatric hospital nurses’ resilient self-efficacy even when given separately (r=0.558; p < 0.05). This study concluded that compared with supervisor social support, co-worker social support significantly influenced psychiatric hospital nurses’ resilient self-efficacy.

Human Capital is Not Enough: How Offshore BPO Professionals Use Social Support to Deal with Strenuous Work Conditions

The past decade has witnessed explosive growth in the segment of information technology (IT) professionals who work in the offshore business process outsourcing (BPO) industry. BPO positions are highly regimented and standardized with coercive and normative controls to deter employees from deviating from prescribed work procedures and exercising independent judgment. Coping with these challenges requires a different set of skills than human capital and technical competencies that are discussed in most prior information systems (IS) research. This paper develops theory on the role of social support in employee compensation, and tests the theory using a unique data set of 8,000+ Indian BPO professionals during the 2006–2011 time period. Co-worker social support has a larger impact at higher levels of time stress and supervisor stress, while supervisor social support plays a larger role for senior-level positions than for junior-level positions. We discuss implications of our theory and findings for research and practice.

Perceived environment of ethnic diversity as a determinant of organisational identification in the public sector

PurposeAs public sector managers implement the policy of employing people that broadly reflects the social make up of a local society, there is a need to ensure that employees have a positive perception of ethnic diversity. Perceived environment of ethnic diversity (PEED) is conceptualised as employees’ view of how they are treated at work irrespective of where they come from. The purpose of this paper is to investigate the relationship between PEED and organisational identification (OID).Design/methodology/approachData were collected by means of a survey of 908 employees from four public sector organisations in a state in Nigeria. Regression analysis was used to test the hypotheses.FindingsFindings showed that OID may be fostered among multi-ethnic employees through the following framework: first, PEED had a direct relationship with OID and support was found, which was explained by the mediating role of co-worker social support (CWSS). Second, the effect of CWSS mediation was moderated by employees’ ethnic self-identification (ESI) such that those with strong ESI experienced lower OID.Practical implicationsAs employee compositions in organisations increase in diversity, CWSS is presented in this study as a veritable measure for managers to foster OID.Originality/valueThis study is novel as it is one of the first to examine the mechanisms for linking PEED to OID through mediating effect of CWSS at different levels of ESI. Other contributions are discussed in detail in the study.

항공사 객실승무원의 직무소진이 프리젠티즘에 미치는 영향: 동료의 사회적 지원 조절효과

항공사 객실승무원의 직무소진이 프리젠티즘에 미치는 영향: 동료의 사회적 지원 조절효과

Co-worker social support and organisational identification: does ethnic self-identification matter?

PurposeThe purpose of this paper is to investigate the role of socially supportive relationships between co-workers in fostering organisational identification (OID). Adopting a Social Identity Theory perspective, the study investigates how employees’ ethnic self-identification (ESI) may influence co-worker social support (CWSS)–OID relationship depending on whether they are indigenes or non-indigenes.Design/methodology/approachRegression analysis was used to examine the relationship between CWSS (independent variable) and OID (dependent variable) at different levels of ESI (moderator variable). Data were collected from 1,525 employees from public and private employers in Nigeria.FindingsFindings supported a positive relationship between CWSS and OID that is moderated by an employee’s ESI. Specifically, the study finds that ESI matters in the strength of CWSS–OID relationship such that the relationship is weaker for indigenes compared to non-indigenes.Practical implicationsAs organisations develop policies that increase the representation of various ethnic groups or other forms of social identities at work, there is need to create an environment that fosters socially supportive relationships among co-workers.Originality/valueThis study contributes to the literature by adding a level of boundary conditions to the overall findings that workplace relationships are important for OID. The study also addresses how employees of different ethnic groups are influenced by the ethnicity of the context prevailing where an organisation is located.