Dimensions of social support in the experience of work engagement in middle age: A Northern Finland Birth Cohort 1966 Study

Abstract

So far, the relationship between the various dimensions of social support and work engagement has not been widely examined in the literature. In this study, we examined the relationship of social support at work (from a colleague or supervisor) and social support in one’s private life (from a spouse, relative or friend) with various dimensions of work engagement (vigor, dedication and absorption). The participants (N = 5,259–5,376, 46 years‐old, 52.7% women) came from the Northern Finland Birth Cohort 1966 study. Social support was evaluated with the Social Support Questionnaire (SSQ), and work engagement was assessed with a short version of the Utrecht Work Engagement Scale (UWES‐9). The data were analyzed using linear regression analyses. The results showed that high social support at work (p < 0.001) and in one’s private life (p < 0.001) were associated with higher total work engagement, higher vigor, higher dedication, and higher absorption. These findings were adjusted for gender, marital status, education and occupational status. The results were essentially unchanged when they were additionally adjusted for job strain and effort‐reward imbalance. To conclude, our findings indicate that the experience of overall social support may play a role in the experience of work engagement.

The Mediating Role of Job Satisfaction Between Quality in Work Factors and Work Engagement

“…These results suggest that Mexican bank employees perceive high QWF as a direct driver of employee engagement. Previous studies support the results of the current research (Capri et al, 2017;Farndale & Murrer, 2015;Kiema-Junes et al, 2020;Sommer & Kulkarni, 2012). For example, Karatepe et al (2014) found that employee responsibility with direct customer contact is a challenging factor that drives engagement.…”

“…Working with friendly people enables the strengthening of good relationships among co-workers (Alegre, Mas-Machuca, & Berbegal-Mirabent, 2016), increasing participation (Lambert et al, 2016) through teamwork (Alegre et al, 2016). The relationship between social support and WE has recently been proven; for example, the results of Kiema-Junes et al (2020) showed that social support received from supervisors, co-workers and family influenced WE. In particular, social support was the strongest predictor for employee dedication and determination.…”

El Papel Mediador De La Satisfacción Laboral Entre La Calidad en Los Factores Del Trabajo Y El Compromiso Laboral

“…Trabajar con personas amigables permite fortalecer las buenas relaciones entre compañeros (Alegre, Mas-Machuca, & Berbegal-Mirabent, 2016) aumentando la participación (Lambert et al, 2016) a través del trabajo en equipo (Alegre et al, 2016). La relación entre el apoyo social y el CL ha sido validada recientemente, por ejemplo, los resultados de Kiema-Junes et al (2020) mostraron que el apoyo social recibido de los supervisores, compañeros y familia influyeron en el CL, particularmente, el apoyo social fue el predictor más fuerte para la dedicación y el vigor de los empleados. Similarmente, los hallazgos de Nasurdin, Ling y Khan (2018) mostraron que las percepciones de apoyo del supervisor fueron el predictor más fuerte del CL, además, el apoyo recibido por los compañeros y la organización también fueron determinantes importantes del CL.…”

“…Estos resultados sugieren que los empleados bancarios mexicanos perciben una alta CFT que propicia de manera directa el compromiso de sus colaboradores. Los estudios previos soportan los resultados de la investigación actual (Capri et al, 2017;Farndale & Murrer, 2015;Kiema-Junes et al, 2020;Sommer & Kulkarni, 2012). Por ejemplo, Karatepe et al (2014) encontraron que la responsabilidad de los empleados con contacto directo con los clientes es un factor desafiante que impulsa el compromiso.…”

The Role of Workplace Spirituality and Workplace Support Determining Work Engagement among Employed Cancer Survivors

“…Research on the influence of workplace social support has focused on evaluating the impact of support received from various sources, typically supervisors and colleagues, to foster work engagement. For example, Kiema-Junes et al (2020) reported that high social support at work was associated with higher total work engagement, higher vigor, higher dedication, and higher absorption in Northern Finland. The study considered two types of social support, namely supervisory and collegial, and it discovered a common link: both promoted work engagement.…”