Workplace Social Support As Enhancing Quality Of Life & Employee’s Productivity

Abstract

Humans are social beings, and for many people it is true that they spend more time at work with their co-workers than with their spouse or family. As humans, we crave contact and connection with other people. Work relationships are incredibly important to employee well-being. Workplace social support refers to the availability or actual receipt of assistance provided to an employee by one or more individuals. It’s been found that feeling a sense of belonging is an important intrinsic motivator. Strong social connections make people happier and physically healthier, which can translate into performance of work. Employers who support social connections in the workplace and help employees form strong relationships with one another help build a successful workforce. Some benefits of employees with strong social connections include: Increased Happiness, Less Stressed, Increased Engagement & Loyalty, Healthier Life, Connect Departments, Encourage Team Building, Inspire Positivity, and so on. For decades, modern organizations have initiated changes to enhance their competitive positions in the market. Organizational productivity is increasingly dependent upon employees’ supportive attitude and behaviour to ensure the success of the organization. This study seeks to contribute to a better understanding of social support by a model that affect employees’ subjective well-being such as employees’ productivity, ability to make decisions, their attendance, and so on. It aims to study whether workplace social support enhances quality of life. In other words, Social Support at workplace represents a variety of interpersonal behaviours between providers and recipients that can enhance an individual’s psychological or behavioural functioning (i.e., psychological well-being) (Harris, Winskowski, & Engdahl, 2007) through demonstrations of “human-heartedness” at workplace (Lu, Gilmour, & Kao, 2001). Hence, the primary aim of this study is to investigate the relationship between workplace social support and subjective well-being during organizational change.