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Related Experiment Video

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The Social Dimension of Stress: Experimental Manipulations of Social Support and Social Identity in the Trier Social Stress Test
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Supervisor support: does supervisor support buffer or exacerbate the adverse effects of supervisor undermining?

Inbal Nahum-Shani1, Melanie M Henderson2, Sandy Lim3

  • 1Institute for Social Research, University of Michigan.

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Supervisor support can either help or harm employee well-being, depending on relational uncertainty. High self-esteem and quality of work life buffer negative effects, while low self-esteem exacerbates them.

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Area of Science:

  • Organizational Psychology
  • Occupational Health Psychology
  • Social Psychology

Background:

  • Contradictory findings exist regarding supervisor support's impact on employee well-being amidst undermining behaviors.
  • Existing research lacks a unified explanation for why supervisor support sometimes buffers and sometimes exacerbates negative outcomes.

Purpose of the Study:

  • To explain contradictory findings on supervisor support and undermining by integrating uncertainty-management and coping theories.
  • To investigate how relational uncertainty influences the effects of supervisor support and undermining on employee health and well-being.

Main Methods:

  • Utilized a 2-wave longitudinal design with a probability-stratified sample of U.S. Air Force personnel.
  • Tested hypotheses regarding the moderating roles of self-esteem and quality of work life in the relationship between supervisor behaviors and employee outcomes.
  • Replicated core findings in two additional studies within the U.S. military context.

Main Results:

  • Confirmed that supervisor support buffers the adverse effects of undermining for employees with high self-esteem and high quality of work life.
  • Found that supervisor support exacerbates the adverse effects of undermining for employees with low self-esteem and low quality of work life.
  • Demonstrated the practical significance and replicability of these findings in military populations.

Conclusions:

  • Employee ability to manage relational uncertainty is key to understanding the mixed effects of supervisor support and undermining.
  • Self-esteem and quality of work life are critical moderators influencing whether supervisor support is beneficial or detrimental.
  • Findings have implications for leadership training and interventions aimed at improving employee health and well-being in organizational settings.