Helpful or hurtful aid? A longitudinal study on the positive and negative impact of supervisor support.

The positive effects of social support on occupational and psychological well-being have been well documented. However, little is known about the processes by which support produces such benefits. In this dissertation, I proposed a two-pronged approach to address this gap in our knowledge. In Study 1, I developed an integrated theoretical model that outlined the mechanisms linking support from the supervisor to both occupational and psychological outcomes of employees. Based on an occupational stress framework, I showed that the positive impact of supervisor support unfolds via three primary pathways: (1) the reduction of job stressors, (2) the reduction of perceived job strain, and (3) the increase of supervisor satisfaction. In Study 2, I attempt to examine the relatively unexplored link between supervisor support and employee self-perceived work effectiveness. Results showed that the effects of supervisor support were moderated by the employee's expectations about receiving effective help (help-seeking self-efficacy), past negative behaviors of the supervisor (supervisor undermining), and the workgroup norms (work interdependence). This study posed a counterintuitive argument suggesting that a high level of supervisor support can sometimes produce harmful effects if it is not consistent with the characteristics of the support receiver, the support provider and the work context.Ph.D.Occupational psychologyPsychologyUniversity of Michigan, Horace H. Rackham School of Graduate Studieshttp://deepblue.lib.umich.edu/bitstream/2027.42/125143/2/3186688.pd