Workers tend to experience many benefits when they work for supportive supervisors and organizations. But what happens when workers experience changes in perceived support, more or less support than they typically experience? We studied family-supportive supervision (FSS) and perceived organizational support (POS) to test how changes in the perception of support in response to the COVID-19 pandemic may influence workers. Three waves of survey data from 368 workers in the United States and Canada were collected as the human and economic toll of COVID-19 manifested. Random-intercepts cross-lagged panel analyses were used to differentiate between stable associations and the within-person changes of interest. Stable associations among variables were consistent with prior research, but cross-lagged effects painted a complex picture that offered reasons for hope and concern. As hypothesized, we observed evidence for gain cycles such that there were reciprocal positive associations between FSS and POS, and higher-than-normal POS was associated with greater job satisfaction. However, remaining hypotheses were not supported, as changes in FSS and POS were not significantly associated with job insecurity, and heightened FSS was associated with higher levels of anxiety and depression. Our study reinforces prior findings by showing that employees generally benefit when working for supportive supervisors and organizations, while also suggesting that episodic changes in FSS and POS may have limited impacts on workers. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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调查主管和组织支持变化的影响。


员工在为支持性主管和组织工作时往往会体验到许多好处。但是，当员工感受到的支持发生变化时，比他们通常体验到的支持更多或更少，会发生什么？我们研究了家庭支持监督 （FSS） 和感知组织支持 （POS），以测试应对 COVID-19 大流行对支持的看法的变化如何影响员工。随着 COVID-19 对人员和经济损失的显现，收集了来自美国和加拿大 368 名工人的三波调查数据。随机截距交叉滞后面板分析用于区分稳定的关联和感兴趣的个人内部变化。变量之间的稳定关联与之前的研究一致，但交叉滞后效应描绘了一幅复杂的图景，这提供了希望和担忧的理由。正如假设的那样，我们观察到增益周期的证据，即 FSS 和 POS 之间存在相互的正相关，并且高于正常的 POS 与更高的工作满意度相关。然而，其余的假设不受支持，因为 FSS 和 POS 的变化与工作不安全感没有显著相关性，并且 FSS 升高与更高水平的焦虑和抑郁相关。我们的研究强化了先前的发现，表明员工在为支持性主管和组织工作时通常会受益，同时还表明 FSS 和 POS 的偶发性变化可能对员工的影响有限。（PsycInfo 数据库记录 （c） 2022 APA，保留所有权利）。