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Managers social support: Facilitators and hindrances for seeking support at work
Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Medicine and Health Sciences. Linköping University, HELIX Competence Centre.
Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.ORCID iD: 0000-0002-9287-1561
Linköping University, Department of Medical and Health Sciences, Division of Community Medicine. Linköping University, Faculty of Medicine and Health Sciences. Linköping University, HELIX Competence Centre.ORCID iD: 0000-0002-8031-7651
2018 (English)In: Work: A journal of Prevention, Assesment and rehabilitation, ISSN 1051-9815, E-ISSN 1875-9270, Vol. 59, no 3, p. 351-365Article in journal (Refereed) Published
Abstract [en]

BACKGROUND: Previous research has shown that social support is important for health and performance at work, but there is a lack of research regarding managers social support at work, and if it needs to be improved. OBJECTIVE: To investigate managers perception of work-related social support, and facilitators and hindrances that influence their seeking of social support at work. METHODS: Semi-structured interviews with sixty-two managers in two Swedish organizations. RESULTS: Work-related support, which strengthened their managerial image of being competent, was sought from sources within the workplace. Sensitive and personal support, where there was a risk of jeopardizing their image of being competent, was sought from sources outside the workplace. Access to arenas for support (location of the workplace, meetings, and vocational courses) and the managerial role could facilitate their support-seeking, but could also act as hindrances. Because attending different arenas for support were demanding, they refrained from seeking support if the demands were perceived as too high. CONCLUSIONS: Different supportive sources are distinguished based on what supportive function they have and in which arenas they are found, in order to preserve the confidence of the closest organization and to maintain the image of being a competent and performing manager.

Place, publisher, year, edition, pages
IOS Press, 2018. Vol. 59, no 3, p. 351-365
Keywords [en]
Image; health; leadership; work conditions
National Category
Social Work
Identifiers
URN: urn:nbn:se:liu:diva-147595DOI: 10.3233/WOR-182690ISI: 000429585100005PubMedID: 29630581OAI: oai:DiVA.org:liu-147595DiVA, id: diva2:1201638
Available from: 2018-04-26 Created: 2018-04-26 Last updated: 2019-06-14

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Lundqvist, DanielFogelberg Eriksson, AnnaEkberg, Kerstin

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Education and SociologyFaculty of Arts and SciencesDivision of Community MedicineFaculty of Medicine and Health SciencesHELIX Competence Centre
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Work: A journal of Prevention, Assesment and rehabilitation
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