Daily Challenge/Hindrance Demands and Cognitive Wellbeing: A Multilevel Moderated Mediation Model

Abstract

Based on the challenge-hindrance stressor model, this study explored the mechanism of how challenge/hindrance demands affect cognitive wellbeing on a daily basis. Specifically, we examined the mediating effect of work–family enrichment on the relationship between challenge/hindrance demands and cognitive wellbeing. In addition, we tested the moderating effect of overqualification on the relationship between challenge/hindrance demands and work–family enrichment on a daily basis. Finally, we examined the moderated mediation effect of perceived overqualification in a multilevel model. To capture changes in work–family enrichment and cognitive wellbeing that individuals perceived daily, the experience sampling method was adopted to test our theoretical models. A total of 99 participants from China were involved in this investigation. The results showed that daily challenge demands had a significant positive effect on daily cognitive wellbeing, and daily hindrance demands had a significant negative effect on wellbeing. In addition, daily work–family enrichment mediated the positive relationship between daily challenge demands and daily cognitive wellbeing. Moreover, perceived overqualification moderated the relationship between daily challenge demands and daily cognitive wellbeing in the multilevel model. Finally, a significant moderated mediating effect of this overqualification on the indirect effect of daily work–family enrichment on the relationship between daily challenge demands and daily cognitive wellbeing was observed.

A work-family enrichment model of perceived overqualification: the moderating role of flexibility human resource practices

“…Third, employees with perceptions of overqualification are likely to effectively undertake work (Lin et al, 2017) and non-work responsibilities (Chen et al, 2021) and thus receive appreciation and recognition from others such as spouses and colleagues (Liu et al, 2022). Overqualified employees are prone to ascribe these positive experiences to individual ability rather than external factors (Deng et al, 2018;Luksyte and Spitzmueller, 2016).…”

“…Research suggests that self-efficacy represents a generative mechanism that includes the mobilization of resources and efforts to manage discrepancies and attain personal goals (Gist and Mitchell, 1992). As a result of heightened WFBSE, overqualified employees tend to appraise work and family demands more positively (Chen et al , 2021; Cho et al , 2022), have greater ability to deal with these demands effectively (Chan et al , 2016) and thus have more energy available to invest into their work role.…”

Do Challenge and Hindrance Stressors Effect Cyberloafing Differently? Attentiveness and Anger as Mediators and Trait Mindfulness as a Moderator

“…This is aligned with the results of Tadić, Bakker, and Oerlemans, (2014). Challenge stressors have been found to have negative association with turnover (Kang & Jang, 2019) and positive association with transactive memory (Pearsall, Ellis, & Stein, 2009), daily positive affect (Tadić, Bakker, & Oerlemans, 2014), performance in the job (Zhang, LePine, Buckman, & Wei, 2014), well-being (Chen, Wang, Yuan, & Xu, 2021), life satisfaction (Flinchbaugh, Luth, & Li, 2015) whereas the influence of hindrance stressors have been the opposite.…”

Perceived Overqualification and Intensive Smartphone Use: A Moderated Mediation Model

“…Among them, person-job fit means that individual abilities and job demands and supplies are supposed to be fit appropriately (Edwards, 2008;Rodrigues et al, 2020). Based on this definition, POQ, which refers to the perception of individuals of their qualifications, such as knowledge, skills, abilities (KSAs), work experience, and education beyond the job requirements (Erdogan and Bauer, 2009;Chen et al, 2021;Zhang et al, 2021c), is a typical person-job misfit (Liu and Wang, 2012). Previous studies have found that POQ could…”