Showing papers in "International Journal of Human Resource Management in 2012"
TL;DR: This paper examined the impact of age diversity on HRM practices by examining the work values of four generational cohorts (traditionalists, Baby Boomers, Generation X, and Generation Y) across five countries.
Abstract: Few would disagree that human resource initiatives aimed at enhancing employees' quality of life have universal appeal, but the definition of ‘quality of life’ varies by generation. Workplaces are becoming increasingly age diverse and the likelihood that an older employee will report to a younger manager is increasing. Burke's study for the Society for Human Resource Management found that in organizations with 500 or more employees, 58% of human resource management (HRM) professionals reported conflict between younger and older workers, largely due to their different perceptions of work ethics and work–life balance requirements. While cultural and gender diversity have received significant attention in the literature, little attention has been paid to the impact of age diversity on HRM practices. This study attempts to bridge this gap by examining the work values of four generational cohorts – Traditionalists, Baby Boomers, Generation X, and Generation Y – across five countries. Generational differences w...
300 citations
TL;DR: In this paper, the authors examined the fields of psychological empowerment, work engagement and innovation, and found that psychological empowerment affected work engagement, and led to high innovation and lower turnover intention.
Abstract: The current study, while examining the fields of psychological empowerment, work engagement and innovation, found that psychological empowerment affected work engagement and led to high innovation and lower turnover intention. Psychological empowerment was found to have strong predictive power on work engagement and innovation. The sample respondents were 291 managers from the Indian industrial sectors of pharmaceutical, heavy engineering, IT, electronics and aeronautics engineering. Results of structural equation model revealed work engagement as a strong mediator between psychological empowerment and innovation. The current study provides strong empirical relationship among constructs of psychological empowerment, work engagement, innovation and turnover intention. The theoretical implications to multi-level research are drawn in the study and practical implications are discussed.
221 citations
TL;DR: In this article, the authors explored the motivation and cross-cultural adjustment of 30 self-initiated expatriates (SIE) in South Korea and found that respondents were motivated to expatriate by a desire for international experience, attractive job conditions, family ties, and poor labor markets in their home countries.
Abstract: Globalization and international labor mobility have provided the opportunity for highly qualified people to work in almost any country they desire. The people who take advantage of this opportunity can be categorized as ‘self-initiated expatriates’ (SIE). This study explores the motivation and cross-cultural adjustment of 30 SIE academics in South Korea. The respondents were motivated to expatriate by a desire for international experience, attractive job conditions, family ties, and poor labor markets in their home countries; most of the respondents were well adjusted. Based on our findings, we propose a theoretical framework linking the motivation and cross-cultural adjustment of expatriates.
199 citations
TL;DR: In this paper, the authors compare and contrast eastern and western perspectives on work-life balance (WLB) and find that gender socialization played a major role in one's perception towards WLB, and coping strategies were also individual driven.
Abstract: The purpose of this study is to compare and contrast eastern and western perspectives on work–life balance (WLB). The study is based on (1) literature review; (2) secondary data on working hours and parental leave in different countries; (3) WLB policies and practices of 25 large firms of both western and eastern origins (from their respective websites); (4) WLB ratings across companies (glassdoor.com) and (5) informal semi-structured interviews with HR heads from 50 multinational companies and 50 Indian companies, in both the private and the public sectors, on family-friendly workplaces. Qualitative analysis revealed that in Asian countries gender socialization played a major role in one's perception towards WLB, and coping strategies were also individual driven. While American multinationals focused on flexible working practices, the focus for Indian companies was on employee welfare programmes. On the basis of data provided by glassdoor.com, which compares WLB across companies, it is noted that the Ame...
183 citations
TL;DR: In this article, managers in five nations rated scenarios exemplifying indigenous forms of informal influence whose cultural origins were concealed, including guanxi, wasta, jeitinho, svyazi and pulling strings.
Abstract: Managers in five nations rated scenarios exemplifying indigenous forms of informal influence whose cultural origins were concealed. Locally generated scenarios illustrated episodes of guanxi, wasta, jeitinho, svyazi and pulling strings. Local scenarios were judged representative of local influence processes but so too were some scenarios derived from other contexts. Furthermore, many scenarios were rated as more typical in non-local contexts. While these influence processes are found to be widely disseminated, they occur more frequently in contexts characterized by high self-enhancement values, low self-transcendence values and high endorsement of business corruptibility. Implications for a fuller understanding of local business practices are discussed. © 2012 Copyright Taylor and Francis Group, LLC.
152 citations
TL;DR: In this article, the authors examined the effect of pay for individual performance (PFIP) on intrinsic interest and found that PFIP plans could have a positive, rather than negative, influence on employee intrinsic interest.
Abstract: One concern with pay for individual performance (PFIP) is that it may undermine intrinsic interest, thus having little or no positive net influence on performance. A major basis for this concern is cognitive evaluation theory [CET; Deci and Ryan (1985), Intrinsic Motivation and Self-Determination in Human Behavior, New York: Plenum Press]. Most evidence on CET, however, comes from non-work settings and, even in that arena, there is debate regarding the undermining effect of PFIP. There is little workplace-based evidence on the validity of the undermining hypothesis and none that makes use of data on between-employer differences in PFIP. Also, a close reading of CET, reinforced by recent developments, suggests that PFIP plans could, under common workplace conditions, have a positive, rather than negative, influence on intrinsic interest. To our knowledge, there is no research that examines between-organization differences in PFIP and how they relate to employee intrinsic interest. There is also no research...
140 citations
TL;DR: A theoretically grounded instrument to measure perceived HRM system strength is developed, organized along 3 different hierarchical levels, useful for HR practitioners in evaluating their functioning and for researchers to further test and develop theoretical insights in the HRM–performance relationship.
Abstract: The purpose of this study was to develop and validate a theoretically grounded instrument to measure perceived HRM system strength. Relying on the work of Bowen and Ostroff, we identify different constructs capturing measurable features of a strong HRM system. Next, we develop items to measure these constructs, and use two different samples to validate the instrument. The resulting instrument builds on 11 constructs, organized along 3 different hierarchical levels. It is useful for HR practitioners in evaluating their functioning and for researchers to further test and develop theoretical insights in the HRM–performance relationship.
135 citations
TL;DR: In this article, the authors investigate the mutual influence of practices and context on performance management effectiveness in private and public sector organizations with 200 or more employees, and find positive associations between practices (training and employee recognition) and performance management outcomes.
Abstract: Although much research has focused on the technical or measurement issues involved in employee performance management, this study investigates the mutual influence of practices and context on performance management effectiveness. From a sample of 312 private and public sector organizations with 200 or more employees, the results indicate positive associations between practices – training and employee recognition – and performance management effectiveness. They further underscore the relevance of three contextual variables – culture, climate and the strategic integration of human resource management – as they are also related to more positive performance management outcomes. Implications for research and practice are discussed.
120 citations
TL;DR: In this article, the authors develop a heuristic framework to identify how organizations survive in the dynamic environment caused by the economic crisis, by identifying organizational practices which are important determinants of organizational agility and determining in what way institutional mechanisms facilitate or hinder organizations in achieving organizational agility.
Abstract: In this paper we develop a heuristic framework to identify how organizations survive in the dynamic environment caused by the economic crisis, by identifying organizational practices which are important determinants of organizational agility and determining in what way institutional mechanisms facilitate or hinder organizations in achieving organizational agility. Our paper starts with setting out the characteristics of a dynamic environment and the challenges organizations face in such an environment. Next, we discuss the concept of dynamic capabilities and develop this concept toward a heuristic framework for organizational agility. In this framework we focus our attention to three specific topics: the way in which an organization can scale its' workforce, maintain and extend its' knowledge base and is able to balance both control and autonomy through its' organizational infrastructure. We then turn our attention to the institutional context, which impacts the decisions of the adoption and implementatio...
120 citations
TL;DR: In this paper, the authors consider five methodological issues: translation, conceptual, functional, and metric equivalence when assessment or survey questions are used in different languages and cultural contexts; the use of multiple, overlapping constructs and common methods bias; limitations of measures of internal-consistency reliability (coefficient alpha); sampling strategies; and non-response bias.
Abstract: Methodological issues can be particularly thorny considerations in international HR management research. If not addressed properly, they can severely undermine valid inferences and limit the ability to generalize to populations of interest. More generally, they can lead to unsound recommendations regarding the practice of international management. This article considers five such methodological issues: translation, conceptual, functional, and metric equivalence when assessment or survey questions are used in different languages and cultural contexts; the use of multiple, overlapping constructs and common methods bias; limitations of measures of internal-consistency reliability (coefficient alpha); sampling strategies; and non-response bias. The article defines each issue, identifies the implications of failure to address it, and suggests alternative strategies to ensure valid inferences.
120 citations
TL;DR: Zhang et al. as discussed by the authors predict both direct and moderating effects of employee training on the performance of manufacturing firms in both South and North China, and obtain empirical evidence supporting the relationship between a firm's environment attitude and its performance in sustainable development.
Abstract: Should employee training influence firms' performance in sustainable development? Based on research, we predict both direct and moderating effects of employee training on the performance. Assuming the institutional demands in modern societies for environmental protection, we hypothesize that employee training consistent with the demands should have a direct and positive effect on firms' performance in sustainable development. In addition, we also hypothesize that employee training should moderate positively the relationship between a firm's environmental attitude and its performance in sustainable development. Testing our hypotheses among manufacturing firms in both South and North China, we obtain empirical evidence supporting the relationship between a firm's environment attitude and its performance in sustainable development. Moreover, our data show that this relationship can be better understood by taking into account such human resource management practice as employee training. With better employee t...
TL;DR: In this article, the authors examined how the emotional labor of hotel employees was associated with affective and behavioral outcomes, and found that surface acting was negatively related to job satisfaction but positively related to burnout.
Abstract: Using survey data obtained from 206 frontline hotel employees (Study 1) and 111 employee–supervisor dyads (Study 2), we examined how the emotional labor of hotel employees was associated with affective and behavioral outcomes. We found that surface acting was negatively related to job satisfaction but positively related to burnout. Meanwhile, deep acting was positively related to job satisfaction but negatively related to burnout. Additionally, job satisfaction and burnout were found to mediate the relationship between emotional labor and work performance. We further found that supervisory support moderated the relationships between emotional labor and job satisfaction and burnout.
TL;DR: Based on the social exchange model, the authors hypothesize that in comparison with their non-lonely counterparts, lonely employees will experience lower quality leader-member and organization-member exchanges at work such that they will tend to be worse at in-role and extra-role workplace functions.
Abstract: Although prior literature reveals that loneliness is a pervasive problem among adults, little research has evaluated the impact of loneliness in the workplace. Given that workplace relationships underlie many important organizational phenomena, it is important to understand whether and how workplace loneliness affects employee behavior. Based on the social exchange model, we hypothesize that in comparison with their non-lonely counterparts, lonely employees will experience lower quality leader‐member and organization‐member exchanges at work such that they will tend to be worse at in-role and extra-role workplace functions. Drawing on the results of our survey of schoolteachers, we present findings to support our hypotheses.
TL;DR: In this article, a career model that focuses on the antecedents of career success for managers and professionals within organizations is proposed, which includes constructs rarely represented in the literature, and is based on conservation of resources theory.
Abstract: We propose a career model that focuses on the antecedents of career success for managers and professionals within organizations. The model includes constructs rarely represented in the literature, and is based on conservation of resources theory. Testing our model with a sample of 545 managers, we found significant effect of positive and negative social capital, perception of organizational politics, professional vitality, and protean career attitude on internal and external career success, mediated by organizational commitment and met expectations, and moderated by chance event effect. This original contribution includes incorporating new constructs and concentrates upon factors enabling support for successful careers.
TL;DR: This article examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China, and found that various facets of job satisfaction mediated the relationships among work values and organisational commitment.
Abstract: This study examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of job satisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job satisfaction. In turn, job satisfaction influenced their organizational commitment. The effects of various job satisfaction facets varied, with job autonomy satisfaction being a stronger predictor of organizational commitment than pay satisfaction. Theoretical and managerial implications are discussed.
TL;DR: In this paper, the authors collected the views of just under 250 UAE-based HRM personnel, in order to identify which factors (social, cultural, economic, regulatory, educational and motivational) are most significant as cited in relevant literature.
Abstract: The Arab Gulf's labour market is being overhauled. The private sector is increasingly being ‘obliged’ to more actively support nationalisation programmes. This study seeks to quantitatively determine the recruitment decisions of the employers. We collated the views of just under 250 UAE-based HRM personnel, in order to identify which factors (social, cultural, economic, regulatory, educational and motivational) are most significant as cited in the relevant literature. Not having the necessary educational qualifications and high reservation wage demands were found to have less of a bearing than does the perceived lack of vocationally orientated motivation and the ambiguities over the differing rights afforded to employees.
TL;DR: In this article, the authors examined the relationship between performance appraisal characteristics (appraisal source, appraisal purpose and feedback richness) and perceived reactions of employees to the appraisal characteristics and appraisal outcomes.
Abstract: In this study of Mexican employees, we examined the relationship between performance appraisal characteristics (appraisal source, appraisal purpose and feedback richness) and perceived reactions of employees to the appraisal characteristics (perceived fairness and perceived accuracy of appraisals) and appraisal outcomes (appraisal satisfaction and motivation to improve). We hypothesized that multisource appraisals, appraisals used for administrative and developmental appraisals (multipurpose appraisals) and appraisals that have a high degree of feedback richness would lead to more perceived accuracy and perceived fairness of appraisals. We further hypothesized that higher levels of perceived fairness and accuracy would lead to higher levels of employee appraisal satisfaction and motivation to improve performance in the future. Results based on a survey of Mexican employees provide support for most of the hypothesized relationships. We discuss implications of the findings for research and practice of perfo...
TL;DR: The steady growth of R&D costs and the increasingly widespread dissemination of information and communication technology over the past decade have resulted in the affirmation of the paradigm of open innovation, which consists in the continual expansion of access to sources of technological innovation outside the firm itself.
Abstract: The steady growth of R&D costs and the increasingly widespread dissemination of information and communication technology over the past decade have resulted in the affirmation of the paradigm of open innovation, which consists in the continual expansion of access to sources of technological innovation outside the firm itself. Industrial companies are, in fact, turning more frequently to collaboration with university departments and other public and private research centers, and there is a notable increase in agreements regarding technological cooperation and the exchange of know-how between companies. In addition, recourse to highly specialized small research companies is on the rise. This is common, for example in the pharmaceutical sector and, more generally, in the area of biotechnological research. Furthermore, we are witnessing the development of the new role of innovation broker. These factors alter the traditional profile of company R&D structures, within which the role of researchers and technologi...
TL;DR: In this article, the authors investigated the relationships among organizational culture, knowledge acquisition, organizational learning, and organizational innovation in Taiwan's banking and insurance industries, and found that organizational culture affects OL and innovation through KA.
Abstract: This article investigates the relationships among organizational culture (OC), knowledge acquisition (KA), organizational learning (OL), and organizational innovation (OI) in Taiwan's banking and insurance industries. We use the top 100 financial enterprises in Taiwan published by Common Wealth Magazine in 2005 as the population and 23 of them are chosen as the sample in this study. A total of 785 questionnaires were issued and 449 valid replies were received. The research results indicate that OL serves as a partial mediator between OC and OI. In addition, this article finds that OC affects OL and innovation through KA. Furthermore, OL has a full mediation effect on KA and OI.
TL;DR: In this paper, the authors develop and test a model of China based effective HRM system rooted in the local management context, which is a hybrid system consisting of both commitment and control HR practices and has much more significant positive effects on firm performance compared with American-style high-commitment and high-involvement work practices.
Abstract: The content and effectiveness of a human resource management system needs to be understood in a certain management context. However, research on strategic human resource management in China has largely ignored the local realities. In response, we develop and test a model of China based effective HRM system rooted in the local management context. Results show that the China based effective HRM system is a ‘hybrid system’ consisting of both commitment and control HR practices, and has much more significant positive effects on firm performance compared with American-style high-commitment and high-involvement work practices.
TL;DR: In this article, the authors report findings from a study on the devolution of HRM practices in four project-oriented companies (POCs) and argue that although HRM practice are carried out beyond the HRM department, they are also carried out by managers beyond the line organization.
Abstract: The topic of what human resource management (HRM) responsibilities are devolved from the HRM department to line managers has attracted much interest in recent years. We report findings from a study on the devolution of HRM practices in four project-oriented companies (POCs) and argue that although HRM practices are carried out beyond the HRM department, they are also carried out beyond the line. While the literature on devolving HRM responsibilities to line management is burgeoning, the HRM responsibilities of managers beyond the line organization are neglected. We make two contributions to the literature. Firstly, our study reveals that some HRM practices are the domain of the project manager rather than either the line manager or the HRM department. The complex interplay of the roles of the HRM department, line management and project management creates challenges and pitfalls where people are managed across the boundaries of the permanent and temporary organization. We identify a potentially powerful ro...
TL;DR: In this article, the authors investigated the variations in adoption of workplace work-family arrangements and whether this variation can be explained either by differences in welfare-state contexts or by organization-related factors.
Abstract: Using a unique data set of more than 2800 organizations in 19 countries, this article investigated the variations in adoption of workplace work–family arrangements and whether this variation can be explained either by differences in welfare-state contexts or by organization-related factors. Although the welfare-state context contributed significantly to the explanation of workplace work–family arrangements, the adoption of workplace arrangements was more strongly related to organizational conditions and characteristics. However, the results also show that when the development of work–family arrangements is mainly left to the market, as in the liberal context, employers do not fully make up for the absence of public provisions. The findings support the institutional argument that public provisions help to create a normative climate that gives rise to new social expectations and ‘a sense of entitlement’ regarding work–family support. The study supports the rational choice perspective where both employers' i...
TL;DR: In this article, the authors explored human resource management practices throughout the M&A process in the Nigerian banking sector and identified key HRM practices and conclusions about their contribution to overall M&As outcomes.
Abstract: Despite the increasing number of mergers and acquisitions (M&A) taking place in Africa, research of this phenomenon, particularly in this continent, is extremely scarce. There is also growing awareness amongst researchers of the importance of human resource management (HRM) practices in general throughout the merger process. This makes an enquiry into its role in this context opportune. By analysing the recent M&A wave in the Nigerian banking sector, this paper explores HRM practices throughout the M&A process. Through interviews of key informants in each merging bank, key HRM practices are identified and conclusions drawn about their contribution to overall M&A outcomes. Implications for theory and practice are discussed and future research directions offered.
TL;DR: In this paper, an experiential approach to CQ training is developed and analyzed, and a diverse, multicultural group of over 370 participants were found to be significant to training outcomes in CQ development.
Abstract: Cultural intelligence (CQ) represents advancement in the area of international human resources management and cross-cultural training. An experiential approach to CQ training is developed and analyzed. A diverse, multicultural group of over 370 participated. General self-efficacy and contextual aspects related to Contact Theory were found to be significant to training outcomes in CQ development. In crafting the most effective CQ training and education, organizations and international human resources staff can benefit from understanding individual and contextual influences. Our experiential approach to CQ education appears to hold promise and adds to the literature by producing a specific approach.
TL;DR: In this paper, the authors present an empirical research study with a sample of 149 managers of Spanish SMEs and show that the existence of a WLB culture rather than the availability of WLB practices offered by the company is the main determinant of job satisfaction.
Abstract: Executives in today's business world are increasingly conscious that the competitive advantage of companies rests upon the retention of their key employees. According to the literature, dissatisfaction with the job is an important determinant of turnover rates and work life balance (WLB) initiatives are today considered to be an important antecedent of job satisfaction. This study explores these relationships in small and medium enterprises (SMEs), where a number of academics have suggested that research is necessary. This paper presents an empirical research study with a sample of 149 managers of Spanish SMEs. The findings show that the existence of a WLB culture rather than the availability of WLB practices offered by the company is the main determinant of job satisfaction. There is also strong evidence that job satisfaction is a good predictor of turnover intentions. Based on the findings, the paper argues that informal support for WLB, expressed through the existence of positive and supportive organiz...
TL;DR: This article explored the perceptions that Middle Eastern and North American women have of traditional and new trajectories in global work and careers and concluded that increased flexibility allows women to pursue global development opportunities differently throughout their lifetime careers, permitting them to adapt to work-life circumstances.
Abstract: Though women remain under-represented among expatriate managers due to a range of organisational and cultural barriers in selection and individual relocation concerns, they have begun to pursue alternative routes towards a global career such as frequent travel and undertaking domestic positions with international development and community development responsibilities. In this paper, we explore the perceptions that Middle Eastern and North American women have of traditional and new trajectories in global work and careers and conclude that increased flexibility allows women to pursue global development opportunities differently throughout their lifetime careers, permitting them to adapt to work–life circumstances. Thus, our research provides new insights into the nature and dynamic of the nature of women's global work and careers.
TL;DR: In this article, the experiences of Western female expatriates working in the United Arab Emirates (UAE), a Muslim Arab country in the Middle East, were investigated and found that women successfully adjust to life and work in the UAE despite significant cultural differences between their home countries and the UAE.
Abstract: This study is about the experiences of Western female expatriates working in the United Arab Emirates (UAE), a Muslim Arab country in the Middle East. We reveal these expatriates' own interpretations of their adjustment, cross-cultural training (CCT) and social ties and support experiences. On the basis of a survey of 86 female expatriates from Australia, New Zealand, the UK and the USA and subsequent interviews with 26 of them, we find that Western women successfully adjust to life and work in the UAE despite significant cultural differences between their home countries and the UAE. Surprisingly, Western female expatriates do not find lengthy rigorous CCT critical to their assignments in this country. They see such training as an unjustified cost due to the fact that they rarely interact with host nationals and are much more frequently exposed to other Westerners and representatives of other cultures while undertaking their assignments. The large Western expatriate community is highly appreciated as the ...
TL;DR: This article investigated the validity of two measures of work engagement (the Utrecht Work Engagement Scale (UWES) and the May, Gilson and Harter scale) that have emerged in the academic literature.
Abstract: This study investigated the validity of two measures of work engagement (the Utrecht Work Engagement Scale (UWES) and the May, Gilson and Harter scale) that have emerged in the academic literature. Data were collected using surveys with 139 employees in the Auckland-based call centers of two finance organizations, to assess the validity of the two measures. Some evidence for convergent, discriminant and predictive validity was found for both scales, although neither showed discriminant validity with regard to job satisfaction. Overall, the three factors of the UWES (vigor, dedication and absorption) performed slightly better across analyses than the three factors from the May, Gilson and Harter (2004) measure (cognitive, emotional and physical). There are some important differences between the two scales, raising questions about how we should be measuring work engagement. The current use of different descriptions and measures means that findings will be specific to each of these. This limits generalizabil...
TL;DR: In this article, the authors investigated the relationship between organizational rewards and employee commitment in Chinese small and medium-sized enterprises and found that extrinsic rewards were strongly related to both affective and continuance commitment, whereas satisfaction with supervision and role clarity positively influenced affective commitment.
Abstract: This study investigates the relationship between organizational rewards and employee commitment in Chinese small- and medium-sized enterprises (SMEs). Hierarchical regression analysis was utilized to analyse survey data from 286 employees of 11 organizations. In line with what was hypothesized extrinsic rewards were found to be strongly related to both affective and continuance commitment, whereas satisfaction with supervision and role clarity positively influenced affective commitment. In contrast to previous empirical findings, autonomy and training provision were only found to influence continuance commitment. These findings have significant managerial implications regarding the utility of providing organizational rewards to enhance the commitment of Chinese employees. In order to promote employee commitment, SME managers could start by giving their employees greater autonomy and clarity regarding their role in the organization, as well as improving supervisor support. These are relatively inexpensive ...
TL;DR: The authors found that the buffering effects of supervisor support on the stressor-strain relationship depended on source congruence and gender role effects, although they did not find a reverse buffering effect for the role conflict conflict relationship.
Abstract: The buffering effects of supervisor support on the stressor–strain relationship have proven elusive in prior research (Beehr, Farmer, Glazer, Gudanowski and Nair (2003), ‘The Enigma of Social Support and Occupational Stress: Source Congruence and Gender Role Effects,’ Journal of Occupational and Health Psychology, 8, 220–231). We built on emerging work on source congruence and conservation of resource theory to test a series of hypotheses intended to clarify these mixed findings. Using a sample of 768 employees from 45 organizations in North America, results from moderated regression analyses, showed that the effects of supervisor support on the stressor–strain relationship depended on source congruence. In accordance with our predictions, although we found buffering effects for the physical stressors–strain relationship, we found a reverse buffering effect for the role conflict–strain relationship. These differential buffering effects did not emerge when considering coworker support. We discuss the impli...