The moderating role of social support in Karasek's job strain model

This paper examines whether social support is a boundary-determining criter ion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor asses sments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), pe rceived task control and work overload on levels of work performance and em ployee adjustment (self-report). After controlling for levels of negative a ffect in all analyses, there was evidence that high levels of supervisor su pport mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreo ver, high levels of non-work support and co-worker support also mitigated a gainst the negative effects of high strain jobs on levels of work performan ce. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context.