Effects of social support in the stressor-strain relationship: a Dutch sample

Eustress And Distress In The Context Of Telework

The COVID-19 pandemic brought about a surge in telework, with many organizations using telework to continue operations. Teleworkers are subject to stress due to the demands of working from home. Despite the common view of stress as being detrimental, stress can also be beneficial. In this paper, we investigate two forms of stress, eustress (beneficial stress), and distress (detrimental stress) using a theoretically-derived model that includes antecedents and outcomes of eustress and distress. We test our model using data from a survey of 525 American teleworkers. Results indicate that job resources (autonomy, managerial support, and technical support), and personal resources (resilience and self-efficacy) affect eustress, while job demands (work overload, social isolation, and resource inadequacies) affect distress. Eustress is positively associated with job and telework satisfaction and negatively associated with telework exhaustion. Distress has the opposite effects. Our findings hold implications for researchers and practitioners.

Gender‐schematic processing: An extended replication of the Larsen and Seidman study

This study is an extended replication of the Larsen and Seidman study (1986) on the Bem Sex‐Role Inventory (BSRI) as a measurement instrument for gender‐schematic processing. Using a Dutch sample and the GRAS (Groninger Androgyny Scale)—a Dutch sex‐role inventory—responses to this inventory were factor‐analysed separately for sex‐typed and non‐sex‐typed groups. The extremity of response style on GRAS items and the degree of self‐indicated cross‐situational variability on GRAS items were used as additional indices for gender‐schematic processing. Similar to Larsen and Seidman's (1986) study, bipolar factors were found for the sex‐typed groups and unipolar factors for the non‐sex‐typed groups. Similar to a study conducted by Bem (1981) into differences among the sex‐types in their response latencies to the attributes of the BSRI, sex‐typed subjects showed more extremity of response style on attributes of the GRAS when making schema‐consistent judgements about themselves, and showed less extremity of response style when making schema‐inconsistent judgements about themselves. The data on cross‐situational variability were less equivocal. It is concluded that the degree of gender‐schematic processing in individuals can be well measured by means of a sex‐role inventory.

Validation of the Japanese Version of the Multidimensional Measure of Family Supportive Supervisor Behaviors (FSSB-J)

OBJECTIVE

The aim of the current study was to validate the Japanese version of the family supportive supervisor behaviors (FSSB-J) measure. FSSB is conceptualized as a multidimensional, superordinate construct constituted of four dimensions: emotional support, instrumental support, role modeling behaviors, and creative work-family management.

METHODS

The Japanese translated and back-translated FSSB-J questionnaire was administered to 1,670 men and women aged 20-59 years who were registered with a Japanese online survey company in November 2017. Confirmatory factor analyses were performed to evaluate the factorial validity of the FSSB-J. Cross-time measurement invariance was tested using multi-group confirmatory factor analyses. Construct validity was assessed with the potential consequences of FSSB (e.g., work-family spillover, work engagement, intention to leave, job satisfaction, and psychological distress) and convergent validity was assessed using similar concepts (e.g., organizational justice and social support). Internal consistency and test-retest reliability were examined to evaluate the reliability of the four dimensions of the FSSB.

RESULTS

A series of confirmatory factor analyses using the multiple-group method revealed that the four-factor model fitted the data best. The latent factor structure demonstrated configural, metric, and scalar invariance across time. Construct and convergent validity were generally in line with expectations. Cronbach's α coefficient and test-retest reliability were sufficient for each of the four dimensions of the FSSB.

CONCLUSION

This study suggests that FSSB-J is an adequate measure of FSSB in the Japanese context.

Distress and worry as mediators in the relationship between psychosocial risks and upper body musculoskeletal complaints in highly automated manufacturing

As a result of changes in manufacturing including an upward trend in automation and the advent of the fourth industrial revolution, the requirement for supervisory monitoring and consequently, cognitive demand has increased in automated manufacturing. The incidence of musculoskeletal disorders has also increased in the manufacturing sector. A model was developed based on survey data to test if distress and worry mediate the relationship between psychosocial factors (job control, cognitive demand, social isolation and skill discretion), stress states and symptoms of upper body musculoskeletal disorders in highly automated manufacturing companies (n = 235). These constructs facilitated the development of a statistically significant model (RMSEA 0.057, TLI 0.924, CFI 0.935). Cognitive demand was shown to be related to higher distress in employees, and distress to a higher incidence of self-reported shoulder and lower back symptoms. The mediation model incorporating stress states (distress, worry) as mediators is a novel approach in linking psychosocial risks to musculoskeletal disorders. Practitioners' Summary With little requirement for physical work in many modern automated manufacturing workplaces, there is often minimal management focus on Work-Related Musculoskeletal Disorders (WRMSDs) as important occupational health problems. Our model provides evidence that psychosocial factors are important risk factors in symptoms of WRMSD and should be managed.

Hardiness and Support at Work as Predictors of Work Stress and Job Satisfaction

Purpose.

To test a theoretically and empirically based model linking potential protective resources (hardiness, coworker and supervisor support) to the outcomes of work stress and job satisfaction and replicating the relationship of work stress to job satisfaction while accounting for the potential influence of negative affectivity.

Design.

A cross-sectional research design using survey data collected from two convenience samples.

Setting.

Two worksites: (1) a high-tech company and (2) a government agency.

Subjects.

High-tech employees (N = 310; response rate, 73.8%) and government agency employees (N = 745; response rate, 49.7%).

Measures.

The Dispositional Resilience Scale measured hardiness and the Positive and Negative Affect Schedule measured negative affectivity. Coworker and supervisor support were measured using the Coworker Support Scale and the Supervisor Support Scale, respectively. The Perceived Work Stress Scale measured work stress, and a single item from the Job Satisfaction Scale assessed overall job satisfaction.

Results.

A multiple-group path analysis examined the proposed model. Similar patterns of association were found for both samples and suggested a more parsimonious model without the path from negative affectivity to job satisfaction. The model supports the protective nature of hardiness and support at work with regard to work stress and job satisfaction.

Conclusion.

Explanations of relationships depicted in the model, practical implications for reducing work stress and enhancing job satisfaction, limitations and future directions are discussed.

Considering the Differential Impact of Three Facets of Organizational Health Climate on Employees' Well-Being

One potential way that healthy organizations can impact employee health is by promoting a climate for health within the organization. Using a definition of health climate that includes support for health from multiple levels within the organization, this study examines whether all three facets of health climate--the workgroup, supervisor, and organization--work together to contribute to employee well-being. Two samples are used in this study to examine health climate at the individual level and group level in order to provide a clearer picture of the impact of the three health climate facets. k-means cluster analysis was used on each sample to determine groups of individuals based on their levels of the three health climate facets. A discriminant function analysis was then run on each sample to determine if clusters differed on a function of employee well-being variables. Results provide evidence that having strength in all three of the facets is the most beneficial in terms of employee well-being at work. Findings from this study suggest that organizations must consider how health is treated within workgroups, how supervisors support employee health, and what the organization does to support employee health when promoting employee health.

Professional Distress and Meaning in Health Care: Why Professional Empathy Can Help

For human service care providers working in hospitals, balancing the motivation for interpersonal engagement with patients alongside self-protective emotional boundaries is a familiar struggle. Empathy is a critical, although not thoroughly understood, aspect of patient care as well as an important ingredient for feeling work satisfaction and meaning. However, empathy can lead to feelings of sympathetic emotional distress and even burnout. This article uses an illustrative case study from a medical social worker in the emergency room to explore these themes of empathy, burnout, and the search for meaning in work. The discussion examines areas for further empirical study and intervention to support care-provider empathy and avoid burnout.

A literature review on sick leave determinants (1984-2004)

OBJECTIVES

A literature review for the years 1984-2004 was performed to identify the determinants of the sick leave frequency and duration over that period and to establish the continuity in the character of those determinants.

MATERIALS AND METHODS

The review referred to national and international studies on the determinants of the frequency and duration of sick leave.

RESULTS

The review presented a highly consistent picture of the factors determining sick leave frequency and duration.

CONCLUSION

Over the study period, the frequency and duration of sick leave were determined by a broad range of factors, a substantial number of which had a similar influence on both the study parameters.

'Adaptive' psychosocial factors in relation to home blood pressure: a study in the general population of southern Netherlands

BACKGROUND

Evidence is accumulating for an association between psychosocial stress and elevated blood pressure. However, studies focusing on adaptive psychosocial factors are scarce.

PURPOSE

We examined the association between putatively adaptive psychosocial factors and home blood pressure in a population study in the Netherlands.

METHOD

Resting blood pressure was measured of 985 female and 777 male participants between 20 and 55 years of age in their home setting. Questionnaires assessing problem-focused coping (active coping), adaptive emotion-focused coping (positive reinterpretation) and social support were completed.

RESULTS

When controlled for age, marital and socio-economic status, body mass index, parental history of hypertension, physical exercise, smoking, alcohol, coffee, and--in women--oral contraceptives, positive reinterpretation was associated with a lower prevalence of elevated home blood pressure (>or=140/90 mmHg): OR = 0.60, 95% CI = 0.40-0.88 (P = 0.009). Although all three psychosocial variables were associated with both systolic and diastolic blood pressure level, in multivariable analyses, only the associations between systolic blood pressure and positive reinterpretation (beta = -0.09, t = 3.25, P = 0.001) and active coping (beta = 0.07, t = 2.65, P = 0.008) remained significant.

CONCLUSION

Independent of other factors, only positive reinterpretation of the situation appeared to be related to more favorable blood pressure levels.

Leisure activities and adolescent psychological well-being

We examined the validity of the reported link between well-being and leisure participation in adolescents. Nine hundred and forty-seven, Year 10 students from 19 schools in Adelaide, South Australia, were recruited. Participants completed a questionnaire concerning participation in social, non-social and unstructured leisure activities as well as measures of personality. As expected, personality variables were better predictors of adolescent well-being than spare-time use, although engagement in less structured leisure activities was associated with poorer psychological well-being and substance use. These findings support previous personality research which suggests that spare-time use may be related to well-being only insofar as individuals who are psychologically healthy tend to be involved in structured leisure activities. The implications of these findings for school policy and future research concerning the links between leisure involvement and psychological well-being are discussed.

Effects of web-based supervisor training on job stressors and psychological distress among workers: a workplace-based randomized controlled trial

Using workplaces as a unit for randomization, a randomized controlled trial was conducted to determine the effects of web-based supervisor training on the subject of worksite mental health on job stressors, supervisor support and psychological distress among subordinate workers. A total of eight workplaces of a sales and service company were randomly assigned to either training workplaces or non-training workplaces. Supervisors (n=23) at the training workplaces participated in web-based self-learning training on worksite mental health; supervisors (n=23) at the non-training workplaces did not. A total of 81 subordinate workers under the trained supervisors (the intervention group) and 108 subordinate workers under the non-trained supervisors (the control group) completed the Brief Job Stress Questionnaire (BJSQ) at baseline and at a three-month follow-up. No significant intervention effect was observed for any scale of the BJSQ measuring job stressors, supervisor or coworker support, or psychological distress among subordinate workers (p<0.05). The item score of work autonomy changed very little in the intervention group, while it decreased in the control group during the follow-up period, yielding a significant intervention effect (p=0.02). The item score for a friendly atmosphere in the workplace increased in the intervention group, while the score remained stable in the control group, yielding a significant intervention effect (p=0.02). While the present study failed to show any clear effect of the web-based training of supervisors on reduction of job stressors, it may be useful for maintaining worker autonomy and improving the friendliness of the worksite atmosphere.

Effects of web-based supervisor training on supervisor support and psychological distress among workers: a randomized controlled trial

BACKGROUND

A randomized controlled trial was conducted to determine the effects of web-based supervisor training on worksite mental health on supervisor support and psychological distress among subordinate workers.

METHODS

Section chiefs in a computer engineering company were randomly assigned to either a training group (n = 9) or a non-training group (n = 7). The section chiefs in the training group participated in web-based self-learning training on worksite mental health. A total of 92 subordinate workers under the trained section chiefs (the intervention group) and 84 subordinate workers under the untrained section chiefs (the control group) completed a questionnaire at baseline and a 3-month follow-up.

RESULTS

The score of supervisor support greatly decreased in the control group during the follow-up period, and the score changed very little in the intervention group, with a significant intervention effect (P = 0.032). This pattern was more pronounced for one particular item dealing with the extent to which a supervisor listens to personal problems of subordinate workers (the intervention effect, P = 0.012). No intervention effect was observed for the score measuring co-worker support, psychological distress, or other job stressors among subordinate workers (P > 0.05).

CONCLUSIONS

It is suggested that the web-based training of supervisors on worksite mental health is useful in improving, or at least maintaining, supervisor support among subordinate workers.

Sources of social support as determinants of psychiatric morbidity after severe life events: prospective cohort study of female employees

OBJECTIVE

The aim of this study was to study prospectively the associations between sources of social support, life events, and psychiatric morbidity, as explicated in the chronic strain and the stress-buffering hypotheses.

METHODS

Psychiatric morbidity and sources of social support were assessed at Time 1 and 3 years later at Time 2 among 4250 female municipal employees. At Time 2, the participants were also asked about their preceding life events during the year.

RESULTS

After adjustment for baseline characteristics, low support from one's partner, coworkers, and supervisor at Times 1 and 2 was positively associated with psychiatric morbidity at Time 2 (OR = 1.1-1.6). The support of friends at Time 1 lowered the risk of psychiatric morbidity after death or severe illness in the family and after interpersonal conflict. High postevent network heterogeneity also lowered the risk of psychiatric morbidity after financial difficulty. For the remaining 33 combinations between different sources of social support and life events, no corresponding interactions were found.

CONCLUSION

The observed associations support the chronic strain hypothesis, but the support for the stress-buffering hypothesis was limited.

Leadership behavior and subordinate well-being

The authors used a longitudinal design to investigate the relation between leadership behavior and the well-being of subordinates. Well-being is conceptualized as people's feelings about themselves and the settings in which they live and work. Staff members (N = 562) of 2 Community Trusts participated 4 times in a 14-month period. Five models were formulated to answer 2 questions: What is the most likely direction of the relation between leadership and well-being, and what is the time frame of this relation? The model with the best fit suggested that leadership behavior and subordinate responses are linked in a feedback loop. Leadership behavior at Time 1 influenced leadership behavior at Time 4. Subordinate well-being at Time 2 synchronously influenced leadership behavior at Time 2. Leadership behavior at Time 4 synchronously influenced subordinate well-being at Time 4.

Workplace social support and ambulatory cardiovascular activity in New York City traffic agents

OBJECTIVE

This study examined the associations of social support from coworkers and supervisors to workday ambulatory blood pressure and heart rate. Specifically, analyses examined the association of work-related social support to the following measures: 1) baseline blood pressure and heart rate at the start of the workday, 2) blood pressure and heart rate during high stress periods, 3) blood pressure and heart rate levels throughout the workday.

METHODS

Participants included male (N = 36) and female (N = 34) New York City Traffic Enforcement Agents. Mixed-model regression analyses were used to assess the effects of self-reported measures of workplace social support on workday ambulatory blood pressure.

RESULTS

Workplace support was associated with workday ambulatory blood pressure levels, with the effects depending on the source of support and the gender of the participant. For women, immediate supervisor support was negatively associated with workday systolic blood pressure level, and a similar negative trend was found for workday diastolic blood pressure level. For men, coworker support was negatively associated with workday systolic blood pressure level. We found an interaction of social support with stress level (ie, baseline vs. high stress) such that immediate supervisor support was negatively associated with systolic blood pressure during high-stress conditions, but no effects were found under resting conditions.

CONCLUSIONS

These findings suggest that workplace social support is associated with workday ambulatory blood pressure, especially during stressful work periods.

The role of social support networks for rural hospital nurses: supporting and sustaining the rural nursing work force

OBJECTIVE

This survey study describes the workplace social support networks of rural hospital nurses in one geographic region of Colorado. This rural sample was compared with data from a sample of urban hospital nurses in Colorado.

BACKGROUND

Social support networks influence nurses' satisfaction and retention. Nursing recruitment and retention is especially critical in rural areas where it takes healthcare facilities 60% longer than urban facilities to fill nursing vacancies. Little is known about rural nurses' social support networks.

METHODS

The Social Network Questionnaire (SNQ) was mailed to all nurses within one rural region of Colorado. Descriptive, correlational and comparative statistics were used to evaluate the structure and function of these nurses' networks.

RESULTS

The nurses' networks were predominantly peer-based, but managers provided significant functional supports. The types of support provided by managers depended on the managers' placement in the nurses' networks. Some managers provided only performance feedback, and other managers offered physical assistance and emotional support. Rural nurses expected more guidance from management than did their urban counterparts.

IMPLICATIONS

This sample of nurses clearly delineated the types of leadership styles most beneficial to them. Communication of roles and expectations between staff and management can enhance nursing satisfaction in the workplace setting.

Psychological distress, social support and social support seeking: a prospective study among primary mental health care patients

This study addresses the time ordering of both quantitative and qualitative social support variables, social support seeking and psychological distress. Number of contacts, perceived understanding, satisfaction, severity of network conflicts, social support seeking and symptomatology were assessed at two points in time: at the start of a short term behavioural therapy (T1) and six months later (T2). Severity of symptomatology at T2 was best predicted by the severity of symptomatology at referral and by the change in interpersonal problems. Social support-seeking was at both measurements unrelated to symptomatology. The number of contacts, satisfaction, understanding and social support seeking demonstrated high temporal stability, in contrast to symptomatology and interpersonal problems. A more fine-grained analysis demonstrated that of all social support variables, interpersonal conflicts were most strongly related to symptomatology, especially to interpersonal sensitivity and depression. It is concluded that interventions aimed in particular at relieving interpersonal sensitivity and interpersonal stress and at fostering interpersonal effectiveness may prove to be critical in breaking vicious circles.

Effects of occupational stress on the physical and psychological health of women in a microelectronics plant

Physical and psychological effects of occupational stress were examined in a sample of 552 female blue collar employees of a microelectronics facility. After controlling for demographic and biological risk factors, non-work life events, and solvent exposure, job-related conflict was associated with depressive symptomatology, severe headaches, lightheadedness weakness/fatigue, rashes, and presence of multiple symptoms. Job demands were only associated with multiple symptoms. Solvent exposure did not interact with either of the job stress measures synergistically to increase symptom reports. Although the main effects of social support, when present, were in the direction of reducing symptomatology, the interactive effects of social support and stress on health were inconsistent and dependent on the source of support.

Work stress, family stress and depression in professional and managerial employees

Detailed interviews were conducted with 1523 married professional and managerial employees of a major US corporation to test associations of acute and chronic occupational and domestic stress with DSM-III-R major depression and current depressive symptoms. After controlling for demographic and clinical risk factors, both sources of stress were significantly associated with the two measures of depression. On the other hand, neither the demographic and clinical risk factors, nor several psychosocial characteristics (social support, sense of mastery and organizational commitment) moderated the relationship between stress and depression.

Psychological distress in a sample of teachers

This article describes a cross-sectional study of the links between job-related stressors and depressive and psychophysiologic symptoms and morale in 67 New York City teachers. The teachers' mean score on the Center for Epidemiologic Studies Depression Scale (CES-D; M = 13.03) was higher than might be expected from average community residents. The teachers also tended to express dissatisfaction with their jobs. The CES-D and the Psychophysiologic Symptom Scale were correlated as highly as their reliabilities would permit, a finding consistent with the view that the CES-D and the Psychophysiologic Symptom Scale measure the same construct, nonspecific psychological distress. The correlational findings suggest that distress is distinct from job-related morale, which was indexed by measures of motivation to continue teaching and job satisfaction. The results of regression analyses, which controlled for sociodemographic factors, indicated that the level of job strain (frequency of ongoing stressors) is more closely related to psychological distress and low morale than episodic stressors, including crimes in which the teacher was victim. The regression analyses also indicated that colleague support was related to lower symptom levels and higher morale.

Burnout and social support systems among ward nurses

This study examined the relationships between stress and social support systems in dealing with burnout among medical and surgical ward nurses. Multiple regression analyses demonstrated main effects for amount of and satisfaction with social support, with burnout as the criterion. That is, nurses with high sources of social support and high levels of satisfaction with that support reported less burnout than nurses with few supports and less satisfaction with those supports, regardless of level of work stress. No buffering effects were found for family support. That is, nurses with high work stress and high family support did not experience lower burnout than nurses with high work stress and low family support. Implications of the results are discussed.

End stage renal disease and the marital dyad: an empirical investigation

The psychological well-being of end stage renal disease (ESRD) patients and spouses was investigated from a dyadic perspective. The responses of patients and spouses from five groups of couples--illustrating different points in the progression and treatment of ESRD--were compared both across ESRD groups and between patients and spouses. Despite the fact that the ESRD groups reflected differences in illness/treatment intrusiveness, no significant differences were found between the ESRD groups, or between patients and spouses, in either marital relations or psychological well-being. However, while for all the participants marital role strain was a significant predictor of psychological well-being, the two dialysis groups evidenced significantly greater correlations between marital role strain and psychological distress than the nondialysis groups. These findings are interpreted as being consistent with a general systems theory approach to the conceptualization and treatment of chronic illness.

Action research on occupational stress: involving workers as researchers

In this article we describe the rationale, design, and selected results of a longitudinal action research project conducted in a component-parts manufacturing plant. This project is aimed at reducing occupational stress and strengthening psychosocial factors (i.e., social support and participation in and influence over decision-making) that may mediate the negative effects of stress on health and quality of worklife. A discussion of the gaps and weaknesses in the existing research and intervention literature on work stress and health is provided, followed by an overview of the theoretical and empirical foundations of the present study. The design of this research addresses previous limitations in three major ways: (1) the project has been implemented within an action research framework that has the potential to enhance both the quality, relevance, and utilization of research findings and the adoption, diffusion, and impact of planned interventions; (2) it combines research and intervention in a single longitudinal study providing data that allow for stronger causal inferences than cross-sectional research, while also ensuring that research findings guide the design and evaluation of the interventions; and (3) it employs multiple methods of research and intervention that enhances the comprehensiveness and validity of the project. We explicate each of these aspects of the design, show how the design has effectively been put in operation, provide evidence of ways in which these features have improved the project over conventional approaches, and address limitations in terms of effectiveness and efficiency.

Stress among farm women: a structural model approach

Research on the relationship between job-related stress and well-being has focused largely on organizational work contexts. Using a Dutch sample, we examined stress in a typical family business setting--the family farm--to explore how the farm wife's contribution to farm work is related to her well-being. We used LISREL to test an explanatory model based on the Michigan stress approach. In this model, farm women's farm contributions and their predictors, perceived role and financial stressors, husband support, self-esteem, and mental and physical health complaints were included. The results show that husband support is more important for farm women's well-being than the role-related or financial stressors. The implications of the findings are briefly discussed.

Social support and occupational stress: a causal analysis

This study is aimed at gaining insight into the role of social support provided by coworkers and supervisors in the reduction of job-stress. It is emphasized that, despite the inclusion of social support as an important variable in theoretical models of job stress, research on this issue is plagued by a lack of conceptual clarity, disagreement on definitions, and divergent operationalizations. Furthermore, there is little strong empirical evidence for the role of social support in alleviating job stress. Moreover, because of the use of cross-sectional designs, causal interpretations are often impossible. In this study, an attempt was made to assess the causal direction of the relationships between social support, stressors and strains, by employing a longitudinal panel design and LISREL analysis. Subjects consisted of 2034 employees of 21 Dutch companies from the eastern part of the Netherlands. All filled out a questionnaire on organizational stress and social support, and underwent a medical examination. Parts of the sample participated in two follow-up measurements. The results showed that individuals from the highest occupational levels as well as those from the lowest perceived less social support than other individuals. Furthermore, the respondents consistently reported that coworkers provide more support than supervisors. Only in the group with the lower occupational level did social support have a causal effect upon most stressors, indicating that social support indeed reduces role ambiguity, role overload, role conflict and job future uncertainty. However, there was not much evidence for a causal effect of social support by the coworkers upon the stressors.(ABSTRACT TRUNCATED AT 250 WORDS)