Bullying behavior and employee well-being: how do different forms of social support buffer against depression, anxiety and exhaustion?

Abstract

Purpose Workplace bullying has severe negative consequences for the well-being of targeted employees. Previous research suggests that social support may buffer against such adverse effects. However, it remains unclear if different forms of support have equally strong effects and if support buffers equally effectively against different outcomes. Further, little is known about social support as a mitigating factor in remote occupational groups such as seafarers. This study examines the buffering effects of four forms of support (instrumental and emotional peer support, company support, non-work support) on three aspects of employee well-being (depression, anxiety, and exhaustion) among seafarers. Methods Responses to a cross-sectional online survey from a convenience sample of 414 seafarers on international commercial vessels were analyzed using moderated regression analyses with PROCESS. Results Exposure to workplace bullying behavior increased seafarers’ depression, anxiety and exhaustion. Instrumental peer support and non-work support buffered the negative impact of bullying on depression. The impact of bullying on exhaustion was buffered by company support. The impact of bullying on anxiety was not buffered by any of the four forms of support. Conclusion Extending previous research, the findings suggest that the interaction between workplace bullying and support depends not only on the source of support, but also on the type of support and the outcome considered. While support from colleagues on board was important for seafarers, company and non-work support must not be overlooked. Interventions should, therefore, encourage the development of peer support and ensure access to shore-based support for workers in remote locations.

Building social support: The impact of workgroup characteristics, the COVID-19 pandemic and informal interactions

“…Data came from a cross-sectional online survey between 25 July and 25 September 2020 among seafarers on international commercial vessels. The study forms part of a research project on seafarers' experiences during the COVID-19 pandemic which was approved by the World Maritime University's Research Ethics Committee (REC-20-27R) (see also [8,59,60]). Data were collected in line with the 1964 Declaration of Helsinki.…”

Understanding Muslim frontline employees’ perceived religious discrimination and emotional exhaustion

“…First, by providing evidence on how anti-Muslim perceived discrimination factors affect employees' reactions, this study addresses the lack of empirical research focusing on Muslim people in Western contexts as well as the calls for more research on perceived discrimination toward Muslim minority groups (Lindemann and Stolz, 2021;Linando, 2023). Second, the study brings novel evidence on the influence of social support from friends and family on workplace emotional exhaustion, a behavior often overlooked in the literature with inconsistent findings (Ashforth and Humphrey, 1993;Pauksztat et al, 2022). We address this void by testing the presence of organizational inclusion and social help as support mechanisms.…”

“…As for family and friends support (Hobfoll, 2011) and organizational inclusion (del Carmen Triana et al, 2021), they equip employees with relevant resources to regulate exhaustion. Pauksztat et al (2022) explain that support from family and friends alleviate the negative consequences of stressful events by providing employees with the perceived ability to cope with such situations. Likewise, perceived inclusion makes employees feeling safe, accepted and respected for their individualities, which would in the context of this study help them face perceived discrimination with more confidence (del Carmen Triana et al, 2021).…”

“…, 2021), they equip employees with relevant resources to regulate exhaustion. Pauksztat et al. (2022) explain that support from family and friends alleviate the negative consequences of stressful events by providing employees with the perceived ability to cope with such situations.…”