Workplace social support and its relationship to workrelated well-being and life satisfaction

Abstract

This study examines the relationship between social support at the workplace and the life satisfaction of employees. Guided by the theoretical framework of the Job Demands-Resources model, this study examines the mediating role of work engagement and burnout on social support at the workplace, namely perceived organizational support, perceived supervisor support, and perceived co-worker support, and life satisfaction. While using the social support theory, the study also examined whether social support at the workplace counters the relationship between job demands and burnout. In total there were 154 participants (94 women, 60 men) working in different sectors throughout the Netherlands, whereby 64% work full-time, and 36% work parttime. The results of the study show that perceived organizational support was positively associated with life satisfaction and work engagement and burnout explains this relationship. Furthermore, this study indicates that social support at the workplace does not buffer the effect of job demands and burnout. The findings of this study provide insights into the importance of perceived organizational support concerning the life satisfaction of employees. Finally, this study suggests that organizations should put this knowledge into practice to improve the life satisfaction of employees, for instance, by showing them that they care about their employees’ well-being