Moderation effect of social support and personal resources between emotional work and employee wellbeing

Abstract

PurposeThere is dearth of studies in the literature which have discussed the relevance of personal and social resources of employees to protect them from adverse impacts of emotional job demands. However, interaction effect of these two resources on wellbeing of the employees in context to emotional work is inadequate. The present study is aimed to address the existing gap and investigate the relevance of personal and social resources as moderators in the presence of each other between emotional work and employee wellbeing.Design/methodology/approachThe research work has focused on employees working on frontline profiles of civil aviation industry of north India. The responses of 720 frontline employees have been collected through pretested questionnaire. To understand the moderation effect of two variables, model number 3 developed by Hayes (2012) has been applied.FindingsThe findings have revealed that moderator role of social support between emotional work and employee wellbeing. However, research has pointed out that at high level of social support personal resources of employees' start to decline which subsequently reduces the wellbeing of employees.Research limitations/implicationsThe present research work has analysed the moderated moderation effect of personal and social resources between emotional work and employee wellbeing. Besides, the relative significance of personal resources vis-a vis social resources empirically in context of employee wellbeing in case of emotional work has also been highlighted in the work.Practical implicationsThe results of the study have suggested the employees to receive less social support from friends, family and other significant relationships to protect their personal resources in emotional work settings. Moreover, research work has implicated for employers to draw out the various interventions through which personal resources of employees can be enhanced in emotional work settings. Also, the research has assisted in designing the key competencies for different job domains of emotional work setups.Social implicationsThe present study is very substantial in offering various parameters over which wellbeing policies for individuals can be framed. Also, the study has outlined the consequences of receiving different levels of social support which is applicable for that set of population who wants to enhance their personal resources for attaining high wellbeing.Originality/valueThe study has empirically investigated interaction effect of social and personal resources of employees between emotional work and employee wellbeing which is scarce in the literature. Besides, a dark side of social support in emotional work context has also been highlighted which was scarcely discussed in emotional work settings previously.

Counseling trainees’ academic burnout, meaningful work, and career choice satisfaction: A resilience framework

“…Buffering roles of meaningful work in counseling trainees have not been addressed thus far to our best knowledge. Nevertheless, our findings are aligned with some studies that identified personal resources as buffering moderators in the relationship between risk factors and outcomes (e.g., Cheung et al., 2019; Mehta & Sharma, 2021), given that meaningful work is considered a crucial personal resource (Benitez et al., 2023; Meng et al., 2023). Our findings showed that the higher the meaningful work of counseling trainees, the weaker the negative relationship between their academic burnout and career choice satisfaction.…”

Benefits of psychological capital on host country nationals’ support and burnout of Chinese expatriates in Thailand: the moderating effect of personal characteristics

“…Past empirical studies have reported the beneficial effect of HCN coworker support on work adjustment (Bader, 2017), which is less likely to make expatriates exhausted. The perception or actual availability of HCN coworker support may enhance expatriates' feeling of being accepted and promote their confidence in expending effort toward the completion of assignments (Mart ınez, 2017; Mehta and Sharma, 2021). Because COR theory identifies social support to be functional in handling stress (Charoensukmongkol and Phungsoonthorn, 2020), this study postulates a negative linkage between HCN coworker support and burnout.…”

“Actions speak louder than words”: an impact of service recovery antecedents on customer delight in quick-service restaurants

“…Dienhart et al (1992) have observed that employees with service orientation tend to be observant, agreeable, polite and receptive to customers' requirements. Likewise, a few studies have defined service orientation as a degree to which service firm employees operate in a non-conventional way to resolve customer issues and show commitment with a lot of integrity to provide excellent services to satisfy customers' needs (Frimpong and Wilson, 2013;Mehta and Sharma, 2021). Subsequently, preceding studies have defined that service orientation in service recovery is operationalized as the attitude and behavior of employees, which may transform Impact of service recovery antecedents customers' experience positively (Li and Huang, 2017;Popli and Rizvi, 2015).…”