Date of Award

7-2024

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Department

Psychology

First Advisor

Gary N. Burns

Second Advisor

Lisa A. Steelman

Third Advisor

Patrick D. Converse

Fourth Advisor

Charles E. Bryant

Abstract

Organizations continue to become increasingly interconnected globally, yet often fail to consider the cultural context of policies. Such failures to account for cultural differences may add to workplace stressors for employees, leading to an increased risk of burnout. Supervisors may attempt to buffer against burnout by providing social support to their employees. However, if the support given by supervisors is considered by the recipient to be unhelpful, these buffering effects may be reversed. Examining samples from the United States and Japan, this study hypothesized that unhelpful supervisor support and burnout would relate significantly to one another, and that culturally based individual values would moderate the relationship between unhelpful supervisor support and burnout. The results indicated that unhelpful supervisor support and burnout were positively related across cultures. Unhelpful instrumental support was more strongly moderated by collectivist cultural values, while unhelpful emotional support was moderated by all individual cultural values. This difference may be explained by the perceived formality of the support offered, contributing to decreased situational strength. Implications of these results are discussed.

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