关键词: 组织支持, 上司支持, 挑战性-阻断性压力, 工作满意度, 离职倾向, 调节作用

Abstract: Taking challenge-hindrance stressor differentiation perspective, the present study aimed to explore the reasons for the mixed evidences about the moderating effects of social support among work stress process. A self-administered questionnaire survey method was used to collect data from 309 air dispatchers. A series of hierarchical regression analyses were conducted for data analyses. The results show that perceived organizational support strengthens the relationship between challenge stressors and job satisfaction, and turnover intention, but does not have any moderating effects for hindrance stressors. Specifically, when dealing with challenge stressors, individuals who perceives high levels of organizational support reports high job satisfaction, and low turnover intention; perceived supervisor support buffers the relationship between hindrance stressors and job satisfaction, and turnover intention, but does not have any moderating effects for challenge stressors. That is, individuals who perceives higher levels of supervisor support would react less negatively to hindrance stressors than those with lower levels of perceived supervisor supports. The present study provids evidences to explain why the moderating effects of social support are mixed, which would shed light on the role of social support among work stress process.

Key words: perceived organizational support, perceived supervisor support, challenge-hindrance stressor, job satisfaction, turnover intention, moderating effects