According to the job demand control support theory, if support is offered to employees whether by co-workers, supervisors and friends or family, stress can be moderated in the workplace. However, when the job demands are high, and there is low control and low job support that can result to high chances of health related problems (Karasek, 1979). For example when call centre employees are expected to work every day including holidays and weekends, they have zero control and zero support and that might lead to health diseases (Van Yperen & Hagedoorn, 2003). Social support can help employees to cope successfully with their high demand jobs while preventing the potential harmful effects of these kinds of jobs, and this is supported by the buffering
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Firstly, by dealing with strains given by the job for example insufficient time off and travel time faced by call centre agents, or by directly acting to stressors. Social support from co-workers and family or friends might also be effective as a stress treatment when the stress spreads out of the workplace, meaning if employees are unable to cope in their homes because of work (Fenlason & Beehr, 1994). If employees are given support in the workplace, that can also reduce the effective reaction to stress, prevent physiological responses to stress or prevent maladaptive behavioural responses. Having someone to talk to about problems has been found to prevent any intrusive thoughts that can lead to chronic maladaptive responses to events that are stressful (Cohen & Wills, 1985). Also employees with social support are found to be able to handle strong stressors on the job than those without strong social support available to them and social support enables employees mechanisms that they can use when they come across stressful events (Abdel-Halim, …show more content…
In doing that, organisations will be able to help everyone in the organisation since one intervention does not suit all employees’ needs. Lastly, for stress management interventions to be successful there must be increased involvement of employees, meaning actively seeking employee’s involvement in identifying and selecting of different intervention strategies so that organisations can offer them exactly what they need (Dewe & O’Driscoll,
Firstly, by dealing with strains given by the job for example insufficient time off and travel time faced by call centre agents, or by directly acting to stressors. Social support from co-workers and family or friends might also be effective as a stress treatment when the stress spreads out of the workplace, meaning if employees are unable to cope in their homes because of work (Fenlason & Beehr, 1994). If employees are given support in the workplace, that can also reduce the effective reaction to stress, prevent physiological responses to stress or prevent maladaptive behavioural responses. Having someone to talk to about problems has been found to prevent any intrusive thoughts that can lead to chronic maladaptive responses to events that are stressful (Cohen & Wills, 1985). Also employees with social support are found to be able to handle strong stressors on the job than those without strong social support available to them and social support enables employees mechanisms that they can use when they come across stressful events (Abdel-Halim, …show more content…
In doing that, organisations will be able to help everyone in the organisation since one intervention does not suit all employees’ needs. Lastly, for stress management interventions to be successful there must be increased involvement of employees, meaning actively seeking employee’s involvement in identifying and selecting of different intervention strategies so that organisations can offer them exactly what they need (Dewe & O’Driscoll,