Workload and Social Support: Effects on Performance and Stress

Glaser, Dale; Tatum, B. Charles; Nebeker, Delbert M.; Sorenson, Richard C.; Aiello, John R.

doi:10.1207/s15327043hup1202_4

Cited by 19 publications

(27 citation statements)

References 28 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Furthermore, still other studies have reported an intriguing 'reverse buffering' effect, which suggested that support may at times exacerbate, rather than weaken, the impact of stressors on strains (e.g. Kobasa and Puccetti 1983;Kaufmann and Beehr 1986;Glaser, Tatum, Nebeker, Sorenson and Aiello 1999;Kickul and Posig 2001;Deelstra et al 2003). Our study attempts to reconcile these apparent contradictory results by investigating how the congruence between the sources of stressors and of social support makes a difference in determining the ameliorating effect of social support on the relationship between stressors and strain.…”

Section: Introductionmentioning

confidence: 84%

Supervisor and coworker support: a source congruence approach to buffering role conflict and physical stressors

Mayo

Sánchez

Pastor

et al. 2012

The International Journal of Human Resource Management

View full text Add to dashboard Cite

2012)Supervisor and coworker support: a source congruence approach to buffering role conflict andThe buffering effects of supervisor support on the stressor -strain relationship have proven elusive in prior research (Beehr, Farmer, Glazer, Gudanowski and Nair (2003), 'The Enigma of Social Support and Occupational Stress: Source Congruence and Gender Role Effects,' Journal of Occupational and Health Psychology, 8, 220-231). We built on emerging work on source congruence and conservation of resource theory to test a series of hypotheses intended to clarify these mixed findings. Using a sample of 768 employees from 45 organizations in North America, results from moderated regression analyses, showed that the effects of supervisor support on the stressor-strain relationship depended on source congruence. In accordance with our predictions, although we found buffering effects for the physical stressors -strain relationship, we found a reverse buffering effect for the role conflict -strain relationship. These differential buffering effects did not emerge when considering coworker support. We discuss the implications of our results for shedding light on the mixed evidence regarding buffering work stressors reported in prior research.

show abstract

Section: Introductionmentioning

confidence: 84%

Supervisor and coworker support: a source congruence approach to buffering role conflict and physical stressors

Mayo

Sánchez

Pastor

et al. 2012

The International Journal of Human Resource Management

View full text Add to dashboard Cite

show abstract

“…The high demand condition revealed significantly decreased accuracy in comparison to the low demand condition and in a subsequent partial replication, Searle et al (2001) found that high demands also resulted in lower perceived performance than did low demands. Glaser et al (1999) also found a negative relationship between workload and performance (r=−0.31, p> 0.05) using a data entry task, but it failed to reach significance possibly due to a small sample size (N=37). In this study high, moderate, and low levels of workload were deduced from overload and underload in qualitative and quantitative conditions.…”

Section: Workload and Performancementioning

confidence: 92%

Workload Variability and Social Support: Effects on Stress and Performance

2008

View full text Add to dashboard Cite

The current study investigated the effect of workload variability on performance and stress, as well as the role of social support as a potential intervention. Based on previous research it was predicted that a shift in workload from either high to low or low to high would lower performance and increase stress, while the provision of social support would result in higher performance and lower stress. Results revealed significant decrements in performance following workload shifts, though no increase in stress was perceived. Performance in both workload conditions significantly, but inconsistently, increased following the provision of social support and stress significantly decreased following the shift from high to low workload. Implications and future research steps are discussed further.

show abstract

“…It is this interaction between job demands and control on stress that has been extensively studied (e.g., Rodriguez et al, 2001;Thomas and Ganster, 1995). The job D-C model was later extended to include support (Johnson and Hall, 1988), the emphasis being emotional and psychological support from supervisors and coworkers (e.g., Cieslak et al, 2007;Glaser et al, 1999;Rodriguez et al, 2001). In terms of organizational level support, among the workplace stress interventions (e.g., restructuring, training, and job redesign) studied, work-life balance policies and practices, which represent organizational efforts to improve workplace well-being through the provision of services and resources (e.g., employee assistance program), although being examined extensively elsewhere have been noticeably ignored in this stream of study (Giga et al, 2003; investigates the influence of organizational level support, in particular work-life balance practices, which may act to buffer the impact of high job demands on job stress.…”

Section: Introductionmentioning

confidence: 99%