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Updated: Jul 5, 2026

The Social Dimension of Stress: Experimental Manipulations of Social Support and Social Identity in the Trier Social Stress Test

The Social Dimension of Stress: Experimental Manipulations of Social Support and Social Identity in the Trier Social Stress Test

Published on: November 19, 2015

Risk factors for interpersonal conflicts at work.

Lore De Raeve¹, Nicole Wh Jansen, Piet A van den Brandt

¹Department of Epidemiology, Maastricht University, Maastricht, Netherlands. lore.deraeve@epid.unimaas.nl

Scandinavian Journal of Work, Environment & Health

|May 22, 2008

Summary

Workplace factors like high job demands and insecurity increase interpersonal conflicts. Conversely, social support, job satisfaction, and autonomy can prevent conflicts, aiding workplace well-being strategies.

Related Experiment Videos

Last Updated: Jul 5, 2026

The Social Dimension of Stress: Experimental Manipulations of Social Support and Social Identity in the Trier Social Stress Test

The Social Dimension of Stress: Experimental Manipulations of Social Support and Social Identity in the Trier Social Stress Test

Published on: November 19, 2015

Area of Science:

Occupational Health
Organizational Psychology
Workplace Safety

Background:

Interpersonal conflicts at work are common and have serious health consequences.
Identifying workplace risk factors is crucial for developing effective prevention strategies.

Purpose of the Study:

To identify specific work-related risk factors associated with the onset of interpersonal conflicts among coworkers and supervisors.

Main Methods:

Longitudinal data from 9,241 participants in the Maastricht Cohort Study were analyzed.
Logistic regression was used to assess work-related factors at baseline predicting conflict onset after one year.
Participants reporting conflicts at baseline were excluded to focus on new conflict development.

Main Results:

High psychological job demands, role ambiguity, physical/musculoskeletal demands, poor work environment, shift work, overtime, and job insecurity predicted conflict onset.
Social support, job satisfaction, autonomy, monetary rewards, and esteem rewards were protective factors against conflict.
Decision latitude and career opportunities specifically protected against supervisor conflicts.

Conclusions:

Work environment factors significantly influence the occurrence of interpersonal conflicts.
Identified risk factors provide a basis for targeted workplace prevention and intervention strategies to improve employee health and well-being.