Moreover, the relationship that you have with your coworkers is egalitarian because they are not in a position of power. In fact, it is more important to gain support from your coworkers because their support is critical and immediate (Treiber & Davis, 2012). However, they are different because they have different impacts on your well-being. Gain support from your colleaguesīoth supervisor and worker support are coping mechanisms to buffer stress. Furthermore, if you work in a firm that is hierarchical, your supervisor can have more influence because their role will be valued in the work environment (Hwang, Lee, & Lee, 2012). Supervisor support can influence your attitude towards your job, including job satisfaction, and commitment in addition, if you have the support of your supervisor you are less likely to show intention to leave the organization (Ng & Sorenson, 2008). When you have helpful social interactions, this acts as a coping mechanism that helps buffer the impact of stress. “overall levels of helpful social interaction available on the job from both co-workers and supervisors.”
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Job support is defined as the (p69, Karasek & Theorell, 1990) It is important to gain support from your supervisor because having helpful social interactions can buffer the impact of stress. You can obtain guidance from your supervisor on decisions yet still gain freedom in making decisions regarding ways in which to work. This might require negotiating with your supervisor on gaining decision latitude in your work. This can involve making decisions on your own without asking for direction. It is important that you gain autonomy in your job. The JDCS model works when you, as an employee, use the following principles: Gain control over your job However, employees can decrease this stress through gaining greater job control and developing strong relationships with their colleagues and supervisor.
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The model works through showing that when employees have high levels of job demands, this creates stress. How does the Job-Demand-Control-Support model work?
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However, the model posits that individuals can manage these stressors through utilizing job skills that allow them to gain autonomy and control over their work (Karasek & Theorell, 1990). The model illustrates how job demands can cause stress for employees, such as heavy workload, role ambiguity, and job-related strain. The Job-Demand-Control-Support model is a well-known theory that explains how job characteristics influence employees’ psychological well-being (Karasek & Theorell, 1990). What is the Job-Demand-Control-Support model?