Article
Psychology, Multidisciplinary
Yi Tang, Zhijun Zhang, Shengnan Wu, Ju Zhou
Summary: The study investigated the impact of challenge stressors and hindrance stressors on newcomers' organizational socialization, finding that challenge stressors had a positive effect while hindrance stressors had a negative effect. Leader-member exchange was found to enhance the positive impact of challenge stressors on newcomers' job crafting and further moderate the indirect influence on organizational socialization through job crafting.
FRONTIERS IN PSYCHOLOGY
(2022)
Article
Business
Muhammad Umer Azeem, Inam Ul Haq, Ghulam Murtaza, Hina Jaffery
Summary: Building on conservation of resource (COR) theory, this study examines the effects of challenge and hindrance stressors on employees' job performance and helping behaviors, and the moderating role of religiousness in this process. The findings suggest that high religiousness can enhance job performance and helping behavior when faced with challenging stressors. In contrast, hindrance stressors have a negative impact on job performance and helping behavior, which can be mitigated by religiousness.
JOURNAL OF BUSINESS ETHICS
(2023)
Article
Psychology, Multidisciplinary
Muhammad Farrukh Moin, Paola Spagnoli, Ali Nawaz Khan, Zahid Hameed
Summary: Building upon cognitive appraisal theory of stress, this study examined the direct and indirect relationships between employees' emotional labor strategies (i.e., surface and deep acting) and outcomes (i.e., psychological strain and creativity), finding that employees' emotion regulation strategies were linked to challenge and hindrance stressors, highlighting the importance of carefully managing emotional displays at work.
CURRENT PSYCHOLOGY
(2023)
Article
Psychology, Multidisciplinary
Yi Yang, Xiang Li
Summary: This study proposed a two-path model based on Lepine's stressors-performance model to analyze the effects of stressors on thriving at work, with affective strain (positive affect) and motivation (self-efficacy) as complementary mediating paths. Empirical data from 233 employees showed that challenge stressors could enhance positive affect and self-efficacy, leading to thriving at work, while hindrance stressors had negative influences. The study also found that the affective path tended to have a greater effect than the motivation path, providing practical guidance for organizations to manage stress effectively and promote employees' thriving at work.
FRONTIERS IN PSYCHOLOGY
(2021)
Article
Public, Environmental & Occupational Health
Jie Ma, Cong Liu, Yisheng Peng, Xiaohong Xu
Summary: Drawing upon transactional theory, this study investigated the moderating effect of conscientiousness on stressor-appraisal relationships and found that employees with higher conscientiousness are more likely to appraise challenge and hindrance stressors as challenges or hindrances, strengthening their impact on work motivation and job strain.
JOURNAL OF OCCUPATIONAL HEALTH PSYCHOLOGY
(2021)
Article
Business
Gargi Sawhney, Jesse S. Michel
Summary: The study found that challenge stressors were positively related to work engagement and exhaustion, while hindrance stressors were positively related to exhaustion and negatively related to work engagement. Positive affect moderated the relationship between challenge stressors and work outcomes, while negative affect moderated the association between challenge stressors and exhaustion.
JOURNAL OF BUSINESS AND PSYCHOLOGY
(2022)
Article
Psychology, Multidisciplinary
Bingping Zhou, Ye Li, Man Hai, Wei Wang, Bingyu Niu
Summary: Research suggests that different types of job stressors have different effects on employees' cyberloafing behavior. Challenge stressors have a negative impact on cyberloafing, while hindrance stressors have a positive impact. Both types of stressors have indirect effects on cyberloafing through emotional exhaustion.
CURRENT PSYCHOLOGY
(2021)
Article
Psychology, Multidisciplinary
Hyunsu Kim, Kanghyun Shin, Jaesang Hwang
Summary: Job demands and employee motivations were examined using a challenging-disruptive needs framework. However, previous research on challenging demands yielded mixed results due to variations in demand level and moderating variables. This study confirmed the non-linear relationship between challenging demand and work engagement, the linear relationship between hindrance demand and work engagement, and the moderating effect of stress, based on the Yerkes-Dodson law and conservation of resources theory. A survey of 3914 individuals revealed a negative linear relationship between hindrance demand and work engagement. Additionally, challenging demand had a positive effect on work engagement up to a certain level, but beyond that, it had an inverted-U relationship and negatively affected work engagement. The mindset of stress moderated these relationships, with the negative effects of challenging and hindrance demands mitigated for those with a stress-enhancing mindset. The findings have theoretical and practical implications and suggest potential directions for future research.
CURRENT PSYCHOLOGY
(2023)
Article
Psychology, Multidisciplinary
Peikai Li, Maria C. W. Peeters, Toon W. Taris, Yejun Zhang
Summary: The study found that employee appraisals of job characteristics can affect the impact of job demands and resources on well-being, with challenge appraisals mitigating detrimental effects and hindrance appraisals strengthening them. Challenge appraisals of job demands can reduce burnout, while challenge appraisals of job resources can enhance employee engagement and reduce burnout.
FRONTIERS IN PSYCHOLOGY
(2021)
Article
Business
Bao Cheng, Hongxia Lin, Yurou Kong
Summary: This study examines the impact of organizational AI adoption on employees' promotion- and prevention-focused job crafting based on the transactional theory of stress and coping. Data from a three-wave time-lagged survey of 332 employees of eight companies in Chengdu, China was analyzed. The findings suggest that the effects of organizational AI adoption on job crafting depend on employees' locus of control.
JOURNAL OF BUSINESS RESEARCH
(2023)
Article
Psychology, Multidisciplinary
Bin Ding, Chunhui Cao
Summary: Building on existing models and theories, this study examines the interaction between transformational leadership and job stressors on nurses' work engagement. Results show that hindrance stressors and transformational leadership have a buffering effect, while challenge stressors and transformational leadership have a substitutive effect. Additionally, nurses' work engagement is directly linked to patient satisfaction.
CURRENT PSYCHOLOGY
(2023)
Article
Psychology, Multidisciplinary
Lukasz Baka, Monika Prusik
Summary: This study investigated the impact of different types of job demands on job burnout among nurses, as well as the mediating role of work-family conflict. It found that challenge stressors had minimal effects on job burnout, while hindrance stressors were associated with higher levels of job burnout. Work-family conflict mainly influenced disengagement from work among nurses.
FRONTIERS IN PSYCHOLOGY
(2021)
Article
Psychology, Multidisciplinary
Guoqin Dou, Jinjuan Yang, Lifeng Yang, Bin Liu, Yunyun Yuan
Summary: This study investigates the impact of challenge and hindrance stressors on innovation performance, with emotional atmosphere as a mediator and organizational climate as a moderator. Results show that challenge stressors positively affect innovation performance, while hindrance stressors have a negative effect. Positive and negative emotional atmosphere mediate the relationships between stressors and innovation performance.
FRONTIERS IN PSYCHOLOGY
(2022)
Article
Business
Benjamin D. McLarty, Jeffrey Muldoon, Matthew Quade, Robert A. King
Summary: Supervisors influence employee performance negatively through hindrance stressors but can mitigate this impact by establishing high-quality leader-member exchange relationships, ultimately improving employee performance.
JOURNAL OF BUSINESS RESEARCH
(2021)
Article
Psychology, Clinical
Binyan Liu, Xun Xin, Xueyuan Gao, Lili Gao
Summary: This study examines the impact of challenge-hindrance stressors on employability through the energy-motivation mechanism. It also investigates the moderating role of pay satisfaction and perceived career opportunity based on the JD-R model. The findings reveal that challenge stressors positively influence employability through intrinsic motivation, while hindrance stressors negatively affect employability through emotional exhaustion. Perceived career opportunity strengthens the positive effect of challenge stressors on intrinsic motivation, and pay satisfaction alleviates the negative effect of hindrance stressors on emotional exhaustion, thereby promoting employability.
PSYCHOLOGY RESEARCH AND BEHAVIOR MANAGEMENT
(2022)