Sources of social support and burnout: a meta-analytic test of the conservation of resources model

The Conservation of Resources (COR) model of burnout (Hobfoll & Freedy, 1993) suggests that resources are differentially related to burnout dimensions. In this paper, I provide a meta-analysis of the social support and burnout literature, finding that social support, as a resource, did not yield different relationships across the 3 burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), challenging the COR model. However, when considering the source of the social support (work vs. nonwork) as a moderator, I found that work-related sources of social support, because of their more direct relationship to work demands, were more closely associated with exhaustion than depersonalization or personal accomplishment; the opposite pattern was found with nonwork sources of support. I discuss the implications of this finding in relation to the COR model and suggest future research directions to clarify the relationship between resources and burnout dimensions.     

Multiple roles, social networks, and women's well-being

In contrast to earlier approaches to the study of multiple roles, our research was concerned with the frequency and conditions under which both positive and negative outcomes occur. Using data from a random sample of 235 married female nurses, we focused on marital and job satisfaction as important criteria of success in managing multiple roles. In the first phase of the research, a cluster analysis identified five different profiles of marital and job satisfaction. Of the two most positive profiles, one was defined by high scores in both areas, the other by high job satisfaction but only moderate marital satisfaction. In two other profiles, women were very dissatisfied with one role and at best moderately satisfied with the other. In the second phase, the profiles were found to be meaningfully associated with measures of psychological symptomatology and overall life satisfaction. The third phase considered how the profiles were linked to measures of social support and social rejection provided by five key network members. The strongest univariate profile discriminator was the level of work rejection from the spouse. A discriminant function analysis revealed that the level of spouse's work rejection was even more powerful when it was compared to the level of work rejection received from the next closest family member (typically the mother).     

Work–nonwork boundary management profiles: A person-centered approach

The goal of this paper is to advance the measurement and theory of work–nonwork boundary management styles. Boundary management styles are defined as the approaches individuals use to demarcate boundaries and attend to work and family and other nonwork roles, given identity centralities and perceived boundary control. We argue that research should be augmented with a person-centered approach, which examines how psychological measures are integrated into configurations. Integrating role and boundary theories, we identify three main characteristics of work-nonwork boundary management: (1) cross-role interruption behaviors (work to nonwork, and nonwork to work interruptions); (2) identity centrality of work and family roles, and (3) perceived control of boundaries. Using a variable-centered approach, we refined and validated these measures to create an assessment (Work–Life Indicator) that captured boundary management profiles. The profiles reflect how interruption behaviors, identity centralities, and boundary control interrelate to cluster into profiles, a set of psychological characteristics organized into a pattern of work–nonwork boundary functioning. We identify boundary management profiles and examine their relationships to key work-family outcomes. Regardless of the level and direction of interruption behaviors and centrality of work–family identities, we found that low control boundary management profiles (reactors, job warriors) tended to experience more negative work and family outcomes than did high control profiles (fusion lovers, dividers, family guardians, eclectics).     

African American Professionals: Coping with Occupational Stress in Predominantly White Work Environments

Mail survey data from 112 African American professionals working in predominantly White work settings (human service and business) were examined to test hypotheses regarding the potential influences on job satisfaction of routine and race-related work stressors, personal workplace spirituality, internal locus of control, and work-related and nonwork related social resources. No significant differences of these variables were observed for type of work setting or for gender. Consistent with predictions, job satisfaction was related to routine work stressors, race-related stressors, internal locus of control, and work-related social support, but not to workplace spirituality or nonwork social support. Evidence was limited for predictions based on the buffer model: in only a few tests did personal and social resource variables moderate the relation between stressors and job satisfaction. Findings are discussed in relation to minority work stress.     

Stressors and Stress Reactions Among University Personnel

A large, ethnically diverse, and representative sample of university workers in administrative, instructional, and blue-collar/clerical support categories were administered a battery of questionnaires designed to assess job and nonwork stress, biopsychosocial reactions to stress, emotionality, medical symptoms and utilization, and perceived social support, among other variables. A total of 831 participants returned questionnaires. The principal results showed that job and nonwork stress correlated positively with behavioral, cognitive, and physiological reactions to stress as well as with negative emotionality. Job and nonwork stress correlated meaningfully with medical symptoms; nonwork stress also correlated at a useful level with reported medical utilization. Social support did not generally modulate reports of stress or reactions to stress. It was also found that support staff reported higher levels of nonwork stress and lower levels of work stress, but that 2 measures of job stress did not differentiate administrative and instructional personnel. Younger staff reported higher levels of job and nonwork stress, and females reported higher levels of nonwork stress, irrespective of job category. The results were discussed in terms of their importance for understanding the nature of stress among personnel on the university campus and in relation to prior research.     

Nonwork orientations relative to career: A multidimensional measure

Although scholars typically assess an individual's nonwork role orientation relative to career as a unitary construct, we argue that a person's orientation toward nonwork roles is multi-dimensional. Drawing on a literature review demonstrating the need for improved constructs capturing changing relationships between career and multi-faceted nonwork orientations, and empirical data from three studies with samples at different career stages (early and mid-career), we use factor analysis and data from qualitative and longitudinal studies to develop three unique scales to assess a person's nonwork priorities relative to career orientations: family, personal life, and community service. There were generally positive relationships between the protean career scales and the new nonwork role orientation measures. Future research should move beyond a binary work–life or work–family models and include multi-dimensional measures of nonwork orientations relative to career.     

The effects of social support on adjustment to stress: The mediating role of coping

The present research tested Thoits' (1986) proposal that coping mediates in the relationship between social support and adjustment to stress in two different contexts, namely adjustment to work stress and women's adjustment to the birth of their first child. The research was also designed to examine whether sources of support are more likely to influence coping if they are similar to the support recipient or proximal to the source of stress. In the first study, 137 employees from a large retail organization participated. Measures of social support (from supervisor, work colleagues, nonwork network members) and coping were obtained at Time 1. Two weeks later (Time 2), measures of employee adjustment were obtained. The second study was conducted on 197 expectant mothers. The measures of social support (from partner, family members, nonfamily members) were obtained at Time 1, coping was assessed at Time 2, and adjustment (self-report and husband ratings) was assessed at Time 3. Results of structural equation analyses revealed, in the first study, that the effects of colleague support on levels of adjustment were mediated through coping responses. In contrast, the effects of supervisor support on adjustment (job satisfaction) were direct. In Study 2, there was evidence that the effects of partner support on women's adjustment to new parenthood were mediated through coping responses. In contrast, levels of family support had direct effects on self-reported and external measures of adjustment.     

An Ecologically Differentiated, Multifactor Model of Adolescent Network Orientation

The paper presents a test of an ecologically differentiated model of social network orientation for adolescents that distinguished between different social network reference groups (family, peers, and nonfamily adults). The model was tested in two consecutive studies. Study 1 describes initial model development (N = 120). Study 2 presents a confirmatory factor analysis with a second sample (N = 430) to replicate the factor structure developed in Study 1. Results supported a three-factor model of network orientation that differentiated between network reference groups. Analyses of concurrent and predictive validity indicated that orientation to network reference groups was differentially related to the perceived quality and frequency of support from members of respective social network groups. Group differences (gender, race) regarding network orientation to different network reference groups were consistent with studies of other social network processes. Implications for the study of the network orientation and the study of social networks more generally are discussed.     

Beyond family-friendly: The construct and measurement of singles-friendly work culture

Although research has examined work-family issues and organizational support for employees’ family responsibilities, few studies have explored the work-life issues of single employees without children. The current study examines single employees’ perceptions of how their organizations support their work-life balance in comparison to employees with families. A multi-dimensional scale is developed assessing five dimensions of singles-friendly culture: social inclusion, equal work opportunities, equal access to benefits, equal respect for nonwork life, and equal work expectations. Employees with families perceived more equity in most of these facets than did singles. Managerial and professional employees with higher incomes also perceived their organizations as more singles-friendly. Finally, social inclusion predicted organizational commitment for single employees, and this effect was mediated by perceived organizational support. In contrast, more equal work opportunities were related to lower turnover intentions among childfree singles.     

Work social supports, role stressors, and work-family conflict: The moderating effect of age

The current study examined whether important distinctions are masked if participant age is ignored when modeling relationships among constructs associated with the work-family interface. An initial omnibus model of social support, work role stressors, and work-family conflict was tested. Multiple groups analyses were then conducted to investigate possible age differences in the patterns of relationships among these constructs for three age groups (28 and under, 29-45, and 46 and older). Several constructs in the model, including role stressors, social support, and work-family conflict, demonstrated mean level differences across the three age groups. Of greater significance, the relationships of some sources of social support and work-family conflict with other constructs in the model differed as a function of age group. Results suggest that conclusions drawn from the omnibus model take on a slightly different and more complicated meaning in the multiple groups analysis. These results have implications for how future research on the work-family interface should be conducted.     

Differential Influence of Social Support in Emerging Adulthood Across Sources of Support and Profiles of Interpersonal and Non-Interpersonal Potentially Traumatic Experiences

Social support is protective against the negative effects of trauma, yet how these effects vary across sources of support and patterns of trauma exposure has not been examined. High co-occurrence exists among different types of trauma across domains and ages, yielding patterns of trauma exposure that may affect social support. This study identified profiles of potentially traumatic events (PTEs) experienced by 252 college students and examined the relationships between social support and mental health across these profiles. Five profiles emerged: “Non-Interpersonal Trauma Exposure,” “Adult Intimate Partner Violence,” “Poly-trauma Exposure,” “Low Trauma Exposure,” and “Childhood Family Violence.” The link between social support and adjustment differed across profiles. Family support was valuable for promoting resilience across patterns of PTEs. Friend and romantic partner support were related to lower mental health problems. Support from family and friends is particularly valuable in the context of adult intimate partner violence and childhood family violence.     

Objective work–nonwork conflict: From incompatible demands to decreased work role performance

Research on work–nonwork conflict (WNC) is based on the assumption that incompatible demands from the work and the nonwork domain hamper role performance. This assumption implies that role demands from both domains interact in predicting role performance, but research has been largely limited to main effects. In this multi-source study, we analyze the incompatibility of demands by testing the interaction of work and nonwork demands on task performance and organizational citizenship behavior (OCB). The sample consisted of 61 employees of a German hospital and we used three independent sources of data: self-ratings of work demands, partner-ratings of nonwork demands, and colleague-ratings of performance. Results from hierarchical regression analyses revealed an interaction effect of work and nonwork demands on OCB, but not on task performance. We conclude that people maintain their effort invested in task-related aspects of the job even when conflicts between work and nonwork demands exist, but that they reduce their investment in activities that are perceived as more marginal and extra-role.     

Individual Differences in How Work and Nonwork Life Domains Contribute to Life Satisfaction: Using Factor Mixture Modeling for Classification

This study used factor mixture modeling to investigate individual differences in how life satisfaction is construed. Referring to the cognitive regulation of well-being we aimed to identify individuals for whom work and nonwork life domains contribute differently to overall life satisfaction. In a sample of 1,704 working adults two subgroups with different response patterns were identified. In the first subgroup work and nonwork life domains contributed equally to overall life satisfaction. In the second subgroup satisfaction with nonwork rather than work-related life domains were important sources of life satisfaction. Furthermore, participants in the second group processed negative affect from the work domain in ways that enabled them to maintain high levels of life satisfaction. We examined the external validity of class assignment and replicated our findings in a second sample. How factor mixture modeling can be used to uncover cognitive mechanisms that operate in evaluations of life satisfaction is discussed.     

The social phobia and anxiety inventory: Construct validity

The Social Phobia and Anxiety Inventory (SPAI) is a new instrument composed of social phobia and agoraphobia subscales. The latter scale is used to detect social anxiety that may result from agoraphobia. The SPAI's construct validity was assessed through several procedures. First, confirmatory factor analyses were conducted to validate the existence of the two subscales. Second, exploratory factor analyses examined the underlying structure of the social phobia subscale. Third, a Q factor procedure determined if different anxiety diagnostic groups could be differentiated by their SPAI response pattern. The results confirmed the utility of the two SPAI subscales and identified a number of dimensions contained within the social phobia subscale which differed depending upon the specific subject sample. In addition, the complaints of social phobies appeared more homogeneous than those of an agoraphobic comparison group. The results are discussed in terms of construct validity and the sensitivity of the SPAI to various dimensions of social phobia fears.This study was supported in part by NIMH Grants 41852, 30915, 18269, and 16884.     

Burnout‐depression overlap: Nomological network examination and factor‐analytic approach

Burnout has been defined as a condition in which individuals are left exhausted by a long‐term confrontation with unmanageable job stressors. The question of whether burnout reflects anything other than depressive responses to unresolvable stress remains an object of debate. In this 911‐participant study (83% female; mean age: 42.36), we further addressed the issue of burnout‐depression overlap. Burnout was assessed with the exhaustion subscale of the Maslach Burnout Inventory‐General Survey (MBI ‐GS ) and depression with the PHQ ‐8. The relationships of burnout and depression with three job‐related variables – illegitimate work tasks, work‐nonwork interference, and job satisfaction – and three “context‐free” variables – social support, general health status, and trait anxiety – were examined. Burnout and depression were found to be strongly correlated, to cluster together, and to exhibit overlapping nomological networks. Remarkably, the average correlations of burnout and depression with job‐related variables were almost identical. A principal component analysis and a principal axis factor analysis both showed that the items of the MBI ‐GS and of the PHQ ‐8 loaded on a single dimension. All in all, our findings are consistent with the view that burnout is a depressive condition. The distinction between burnout and depression may be an instance of the jangle fallacy.     

I Cannot Afford to Have a Life: Employee Adaptation to Feelings of Job Insecurity

This study examines the links between employee perceptions of job insecurity, the work–nonwork interface, and stress‐related outcomes. Drawing on an adaptation perspective, we expect employees feeling greater job insecurity to engage in adaptive work behaviors including less use of work–nonwork support programs and greater willingness to let work permeate into one's personal life, which in turn will associate with greater work–nonwork conflict and emotional exhaustion. Data were collected from employees within a large energy company at 2 points in time. Results support the model, offering important insights into employee behavioral responses to job insecurity and key mechanisms through which insecurity may foster diminished employee well‐being.     

The Ways of Coping instrument: reliability and temporal stability for a sample of employees

Convergent support is demonstrated for the use of seven empirically derived scales of the Ways of Coping instrument developed by Lazarus and his colleagues. While the instrument is widely used, until now the internal consistency of the coping measures and stability of the factor structure have yet to be shown for a sample of employed adults. While type of job and type of coping incident reported are not dependent, analysis indicates that work and nonwork groups differ across several coping dimensions. Research implications and directions are addressed.     

Nonwork orientations relative to career: A multidimensional measure

Although scholars typically assess an individual's nonwork role orientation relative to career as a unitary construct, we argue that a person's orientation toward nonwork roles is multi-dimensional. Drawing on a literature review demonstrating the need for improved constructs capturing changing relationships between career and multi-faceted nonwork orientations, and empirical data from three studies with samples at different career stages (early and mid-career), we use factor analysis and data from qualitative and longitudinal studies to develop three unique scales to assess a person's nonwork priorities relative to career orientations: family, personal life, and community service. There were generally positive relationships between the protean career scales and the new nonwork role orientation measures. Future research should move beyond a binary work–life or work–family models and include multi-dimensional measures of nonwork orientations relative to career.     

Linking Availability Expectations,Bidirectional Boundary Management Behavior and Preferences,and Employee Well-Being: an Integrative Study Approach

Information and communication technologies enable employees to be available anywhere and anytime, raising availability expectations of work and nonwork contacts. Building on the theory of planned behavior and the person-environment fit theory, the present study examines how others’ availability expectations predict employees’ management of work and nonwork boundaries, and how these bidirectional boundary management behaviors relate to well-being. Results of structural equation modeling with data from 401 employees collected in two waves show that availability expectations of both coworkers and nonwork contacts predict how employees manage the boundaries of work and nonwork domains. Thereby, availability expectations are negatively related to segmentation of the two domains and coworkers' expectations show an indirect effect on employee well-being. Further, our study shows that work-nonwork and nonwork-work segmentation behavior have divergent effects on employee well-being, indicating that asymmetric boundary management behavior with high work-nonwork segmentation and low nonwork-work segmentation may be beneficial. Besides, moderation analyses underline the importance of enabling individuals to align their boundary management preferences with their actual behavior, especially when individuals have high work-nonwork segmentation preferences. By integrating and unveiling distinct antecedents of work-nonwork and nonwork-work segmentation behavior and their divergent effects on well-being, the present study contributes to a comprehensive framework for investigating and understanding bidirectional boundary management in the face of technology-enabled availability.