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Abstract
The role of social-support in stress coping literature has predominantly been viewed as a positive resource, neglecting its associated costs for both providers and recipients. This research addresses the gap in understanding the interaction effects of different forms of social-support, packaged either as demands or resources, in various social-contexts. By integrating Social Cognitive Theory (SCT) and Job Demands and Resources Theory (JD-R), this study proposes a conceptual framework and develops propositions to advance theoretical knowledge. A systematic literature review in the Business and Management domain is utilized to identify relationships between social-support, coping, and burnout. The research offers practical implications for managers in designing effective social-support interventions by considering costs and appropriate social-context.
HIGHLIGHTS OF THE STUDY
Theoretically advances SCT and JD-R by developing conceptual framework and proposing relationships between variables related to social-support, coping, and burnout, for future researchers to explore empirically.
Advances the argument of finding fit (Cutrona & Russell, Citation1990), by suggesting optimal matching between socio-structural impediments (demands), social-support facilitators (earned resources), and proactively seeking social-support behavior (learned resource).
Provides understanding of the mechanisms and boundary conditions for the interaction effect of socio-structural impediments and facilitators within the person-stress-strain relationship.
Provides a rich dataset of research questions for future researchers to explore.
Practical insights for managers designing social-support interventions. It highlights the importance of considering social-support costs and choosing suitable resources to offset its effects.
Practically managers can recognize the fit between stress context, social-support, and outcomes to evaluate effectiveness of different types of social-support in combating workplace-stress and burnout.
Informs managers to consider the role of culture, complexities of group behavior, and macro-micro environmental factors in designing optimal social-support interventions for their employees.
Disclosure statement
The authors have no financial or non-financial competing interests in this study.