Threats of Workplace Violence and the Buffering Effect of Social Support

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Is all Support Equal? The Moderating Effects of Supervisor, Coworker, and Organizational Support on the Link between Emotional Labor and Job Performance (2017, background): “Van Emmerik et al. 2007) found perceived peer support as a buffer of the negtive relationship between an unsafe climate and employee edication and organizational commitment.”
Abusive Supervision and Employee Emotional Exhaustion (2009, result): “This process is referred to as the “buffering hypothesis” of social support (Sarafino, 1997), which is supported by some research findings in organization settings ( van Emmerik, Euwema, & Bakker, 2007 ).”
Organizational violence and aggression: Development of the three-factor Violence Climate Survey (2008, background): “However, some studies suggested that a fair, supportive work environment may prevent workplace violence and aggression (eg, Beugre, 1998 ; Fox et al, 2001 ; Liao, Joshi, & Chuang, 2004 ; van Emmerik, Euwema, & Bakker, 2007 ).”
Workplace bullying and employee silence (2017, background): “Supportive actions from others (for instance, advice, reassurance, or encouragement) may help employees release stress (Halbesleben, 2006) and energize them to restrain the depletion of their resources and offset their withdrawal from work and the organization (Lakey and Cohen, 2000; Lam et al., 201”