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

摘要： 基于压力分类视角探讨社会支持调节作用的分歧, 本研究采用问卷调查方式, 以309名飞行签派员为研究对象, 采用层级回归的数据分析方法。研究结果发现: 组织支持显著地调节了挑战性压力与工作满意度、离职倾向之间的关系, 表现为增强效应, 即对于知觉到高组织支持的员工而言, 挑战性压力会明显提升其工作满意度, 降低其离职倾向, 但组织支持对阻断性压力与工作满意度、离职倾向之间关系的调节作用不显著;上司支持显著地调节了阻断性压力与工作满意度、离职倾向之间的关系, 表现为缓解效应, 即在面临阻断性压力时, 知觉到高上司支持的员工的工作满意度明显高于知觉到低支持的员工, 离职倾向也明显低于后者, 但在面临挑战性压力时, 上司支持的调节作用不显著。本研究为解释社会支持调节作用的分歧提供了有说服力的证据。

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