The Impact of Challenge and Hindrance Stressors on Thriving at Work Double Mediation Based on Affect and Motivation

Yang, Yi; Li, Xiang

doi:10.3389/fpsyg.2021.613871

Cited by 33 publications

(33 citation statements)

References 84 publications

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“…In contrast, challenge stressors are those assessed as being potentially beneficial for personal growth and gain. Challenge stressors can trigger positive emotions and desired work outcomes ( Yang and Li, 2021 ). Depending on the hindrance–challenge framework, studies indeed found that hindrance stressors have a negative and challenge stressors a positive relationship with important occupational criteria ( Cavanaugh et al, 2000 ; Boswell et al, 2004 ; Lepine et al, 2005 ).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

The Mixed Effect of Role Overload on Extra-Role Performance: The Mediation Role of Behavioral Inhibition System/Behavioral Activation System Responses

Huang

Xia

2021

Front. Psychol.

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The findings of existing studies of how role overload affects employees’ performance in organizations have been mixed and controversial. We draw on the hindrance–challenge framework to suggest that role overload contains both hindrance and challenge stressor components. We integrate this theory with the behavioral inhibition and behavioral activation systems (BIS and BAS) perspective to develop hypotheses about the effects of role overload on employees’ extra-role performance (voice). We suggest that although role overload is positively associated with withdrawal (a prototypical response of the BIS system) and ultimately negatively influences extra-role performance, it can also trigger job crafting (a prototypical response of the BAS system) and is, consequently, positively associated with extra-role performance. We further posit that the strength of these indirect effects is moderated by the quality of leader–member exchange (LMX). To support these hypotheses, we conducted a time-lagged study of 450 full-time pre-school teachers from various Chinese kindergartens. As hypothesized, we found that withdrawal and job crafting mediated the relationship between role overload and extra-role performance. Further, LMX strengthens the positive relationship between role overload and job crafting. Taken together, our results suggest that role overload can be a mixed stressor that activates both negative and positive behaviors, thus ultimately having an impact on extra-role performance.

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Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

The Mixed Effect of Role Overload on Extra-Role Performance: The Mediation Role of Behavioral Inhibition System/Behavioral Activation System Responses

Huang

Xia

2021

Front. Psychol.

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“…Stressors can translate into positive or negative outcomes based on the extent to which the stressors promote or hinder potential gains, known as challenge and hindrance stressors (Cavanaugh et al, 2000; Folkman & Lazarus, 1985; Jiang et al, 2020). Challenge stressors comprise opportunities like workload, responsibility, and time pressure (Yang & Li, 2021; Zhang et al, 2016). For instance, time pressure is a challenging stressor rather than a hindrance stressor and is considered useful when the duration of time pressure is kept to a minimum and manageable (Baethge et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

Inam

Zafar

et al. 2021

SAGE Open

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The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee’s creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explain the study framework. Data was collected from 324 marketing personnel of the beverage and telecom sector in Pakistan and analyzed using structural equation modeling (SEM) with AMOS. The findings revealed that the direct relationship between POS with work engagement and employee creativity and work engagement with employee creativity was significant. Interestingly, the moderator has shown a prominent effect, which illustrated that low hindrance stressors strengthened the relationship between POS and work engagement. The study contributes by enhancing the employee’s creativity by reducing stressful working environments in many ways.

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“…The higher the score is, the higher the sense of thriving at work of the participants. The Chinese version of the questionnaire has been shown to have good reliability and validity in the Chinese teacher and nurse populations 37 38…”

Section: Methodsmentioning

confidence: 99%

Relationships among thriving at work, organisational commitment and job satisfaction among Chinese front-line primary public health workers during COVID-19 pandemic: a structural equation model analysis

Jiang

Wang

et al. 2022

BMJ Open

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ObjectivesThis study aims to explore the mediating effect and influence mechanism of organisational commitment on the association among thriving at work and job satisfaction among frontline primary public health workers (PHWs) in China during the COVID-19 pandemic.DesignThis study is a cross-sectional written survey.SettingWe included 20 primary care units in northern provinces of China.ParticipantsA total of 601 PHWs who worked in primary organisations and against COVID-19 on the front line were included.MethodsWe collected the data from the participants’ written questionnaire (Minnesota Satisfaction Questionnaire, thriving at work scale and organisational commitment scale), and programmed AMOS V.26.0 to develop a structural equation model (SEM) based on the relationships among the three variables.ResultsThe thriving at work scores of the primary PHWs were (M=3.17, SD=0.65), and job satisfaction was (M=3.05, SD=0.69); the scores of their thriving at work, organisational commitment and job satisfaction were all significantly correlated (p<0.01); and the SEM indicated that organisational commitment had a significant partial mediating effect between thriving at work and job satisfaction. The overall effect value was 0.867, and the mediated effect value was 0.422, accounting for 48.7% of the total effect size.ConclusionThe thriving at work and job satisfaction scores of primary PHWs in China are moderate, and thriving at work not only affects job satisfaction directly, but also indirectly through organisational commitment. This study suggests that health policy-makers should promote job satisfaction among PHWs through relative inventions aiming to improve their thriving at work and organisational commitment.

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The Impact of Challenge and Hindrance Stressors on Thriving at Work Double Mediation Based on Affect and Motivation

Cited by 33 publications

References 84 publications

The Mixed Effect of Role Overload on Extra-Role Performance: The Mediation Role of Behavioral Inhibition System/Behavioral Activation System Responses

The Mixed Effect of Role Overload on Extra-Role Performance: The Mediation Role of Behavioral Inhibition System/Behavioral Activation System Responses

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

Relationships among thriving at work, organisational commitment and job satisfaction among Chinese front-line primary public health workers during COVID-19 pandemic: a structural equation model analysis

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