Receipt and provision of social support in the workplace: Outcomes and gender comparisons

The two primary goals of this study were to examine gender differences in the receipt and provision of different types of social support in the workplace, and to investigate the daily outcomes associated with different types of social support.; Although the participants did not report receiving or providing more or less of a particular type of support based on their gender, several gender differences did emerge. Participants reported receiving more informational and instrumental support from male coworkers than female coworkers, and reported providing more informational and instrumental support to male coworkers than to female coworkers. In addition, those with female managers reported receiving more emotional support than those with male managers. Psychological femininity was also found to be associated with the types of support reported to be provided and received.; Although a same-sex preference in social support provision and receipt was predicted, participants did not exhibit a preference for either providing or receiving support to same or cross-sex coworkers. Furthermore, more support was received from cross-sex managers, than same-sex managers.; With regard to the analyses of the outcomes of social support, higher levels of instrumental support reported to be received from coworkers was associated with higher reported quantity and quality of work reported to be completed, greater job satisfaction and greater positive affect. Similarly, higher levels of emotional support from coworkers was associated with higher levels of quantity and quality of work reported to be completed, and greater positive affect.; With regard to support reported to be received from managers, higher levels of informational support reported to be received from managers was associated with higher levels of quality of work, fewer negative health symptoms, greater job satisfaction and positive affect. Higher levels of emotional support reported to be received from the manager was associated with more negative health symptoms and positive affect. Implications and limitations of these findings were discussed.