Support is often proposed as a way in which supervisors can help employees cope with the negative impact of role stressors and other workplace demands (also referred to as the stress-buffering effect). However, there are numerous findings of reverse-buffering effects of support in the stressor–strain relationship. In the present research, the extent to which supervisors’ ability to regulate their own negative emotions determines if the support they provide has a positive (buffering) or negative (reverse-buffering) effect on the relationship between role overload and employee outcomes was investigated. Three-way interactive relationships among role overload, supervisor support, and supervisor emotion management were tested in 2 samples of Australian employees in the prediction of burnout and turnover intentions. Sample 1 consisted of 139 employees from the waste services industry. Sample 2 employees were from an organization in the education and training industry (N = 125). Across both samples, the hypothesized stress-buffering effect of support from supervisors high in emotion management was supported. Results also showed that support from supervisors low in emotion management exacerbated role overload. These findings help to explain contradictory findings in the literature on the role of supervisor support in shaping employees’ responses to demands encountered in the workplace.

中文翻译：

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主管支持是一把双刃剑：主管情绪管理解释了主管支持的缓冲和反向缓冲效应。

支持通常被认为是主管可以帮助员工应对角色压力源和其他工作场所需求（也称为压力缓冲效应）的负面影响的一种方式。然而，有许多关于压力源-应变关系中支持的反向缓冲效应的发现。在本研究中，主管调节自身负面情绪的能力决定了他们提供的支持对角色超负荷和员工结果之间的关系是否具有积极（缓冲）或消极（反向缓冲）影响的程度进行了调查。角色过载、主管支持和主管情绪管理之间的三向交互关系在 2 个澳大利亚员工样本中进行了职业倦怠和离职意向预测的测试。样本 1 由来自废物服务行业的 139 名员工组成。样本 2 员工来自教育和培训行业的组织（N = 125）。在这两个样本中，来自情绪管理高的主管的支持的假设压力缓冲效应得到了支持。结果还表明，情绪管理水平低的主管的支持加剧了角色超负荷。这些发现有助于解释文献中关于主管支持在塑造员工对工作场所遇到的需求的反应方面的作用的矛盾发现。结果还表明，情绪管理水平低的主管的支持加剧了角色超负荷。这些发现有助于解释文献中关于主管支持在塑造员工对工作场所遇到的需求的反应方面的作用的矛盾发现。结果还表明，情绪管理水平低的主管的支持加剧了角色超负荷。这些发现有助于解释文献中关于主管支持在塑造员工对工作场所遇到的需求的反应方面的作用的矛盾发现。