Toward a better understanding of the effects of hindrance and challenge stressors on work behavior

Webster, Jennica R.; Beehr, Terry A.; Christiansen, Neil Douglas

doi:10.1016/j.jvb.2009.06.012

Cited by 170 publications

(168 citation statements)

References 34 publications

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“…This is consistent with prior studies that use time urgency and workload as measures of challenge-related stressors (Beehr et al, 2001;Boswell et al, 2004; Page 18 of 41 Podsakoff et al, 2007;Webster et al, 2010). However, in terms of interactive effect, while both employee involvement and challenge-related stressors were found to strongly and positively influence perceptions of job satisfaction, the hypothesised two-way interaction (Hypothesis 2) did not further strengthen the positive relationship between perceived challenge-related stressors and job satisfaction.…”

Section: --------------------------Insert Table 5 and Figure 1 About Hesupporting

confidence: 88%

“…However, evidence for the relationship between challenge type stressors and job satisfaction is inconclusive. While some studies report a positive effect (Beehr, Glaser, Canali, & Wallwey, 2001;Boswell, Olson-Buchanan, & LePine, 2004;LePine et al, 2005;Podsakoff et al, 2007;Webster, Beehr, & Christiansen, 2010), others find the relationship to be negative or insignificant (e.g., de Lange, Taris, Kompier, Houtman, & Bongers, 2004;Doest & Jonge, 2006). Thus, we believe it is important to provide further evidence of the additive and interactive effects of challenge stress upon job satisfaction.…”

Section: Page 4 Of 41mentioning

confidence: 86%

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Challenged and satisfied: the role of organisational ownership and employee involvement

Tian

Gamble

2016

The International Journal of Human Resource Management

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This study aims to offer a more fine-grained approach to our understanding of the relationship between job stress and job satisfaction. Building on organisational theory and Karasek's (1979) Job Demand-Control model, we investigated an important institutional characteristicorganisational ownership -as an additional moderator to influence the interactive effects of job demands and control upon job satisfaction. Using data collected from 1,838 Chinese retail sector employees China, we found that this three-way interaction was strongest for employees working in foreign-invested firms, who experienced higher employee involvement at work and perceived a high level of challenge-related stress. The relationship was weakest for employees in state-owned enterprises who reported low levels of both employee involvement and challenge-related stress. Our study constitutes an early attempt to assess the impact of institutional characteristics such as ownership on aspects of human resources management, and highlights the need for further research to recognize the importance of such characteristics as contextual factors that influence the effect of organisational practices and the work environment upon individual work-related outcomes. The paper's concluding sections elaborate on the contributions our research makes both to theory as well as to the practicalities faced by human resource managers in contexts such as China. IntroductionConsiderable attention has been devoted to the study of workplace stress and job satisfaction; topics of major concern to both human resource (HR) researchers and practitioners. Karasek's (1979) seminal Job Demand-Control (JDC) model has served as a key theoretical basis to explain the effects that work demands have on job satisfaction (Häusser, Mojzisch, Niesel, & Schulz-Hardt, 2010;Podsakoff, LePine, & LePine, 2007). In the JDC model, work demands are viewed as stressors, while control is seen as a moderator of stress. The model hypothesises that jobs characterised by high demands and low control threaten individuals' mental and physical well-being, while those that combine high demands with high control positively affect these dimensions (Karasek, 1979). Furthermore, Karasek maintains that the interaction between demands and control should be more predictive than the additive effects of high demands and low control upon employees' well-being, including job satisfaction.Yet, while empirical studies have provided consistent support to the direct effects of job demands and control upon job satisfaction (for example, see meta-analyses by LePine, Podsakoff, & LePine, 2005;Podsakoff et al., 2007), the suggested interactive effect of job demands and control upon job satisfaction (Karasek, 1979), has received limited and even contradictory support (Häusser et al., 2010). While some research supports the buffering hypothesis, which suggests that high levels of job control or social support can buffer against the negative effect of a demanding job (Brown, Pitt-Catsouphes, McNamara, & Besen, 2014;...

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confidence: 88%

Section: Page 4 Of 41mentioning

confidence: 86%

Challenged and satisfied: the role of organisational ownership and employee involvement

Tian

Gamble

2016

The International Journal of Human Resource Management

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“…The examination of indirect effects in stress studies is recommended and highlighted by many stress researchers, including Donald et al (2005); Kelloway, Teed and Kelley (2008);and Webster, Beehr and Christiansen (2009). The present study contributes to the body of knowledge regarding stress and productivity.…”

Section: Introductionmentioning

confidence: 67%

“…The R 2 of Model 1 is 0.335, which indicates that the model explains 33.5% of the variances in predicting individual productivity. In step 2, commitment is entered into the existing Webster et al 2009;Yahaya et al 2009). Academic administrators at MRUs that suffer from stress based on the occupational stressors examined in the present study appear to exhibit lower commitment.…”

Section: Results and Analysismentioning

confidence: 91%

Measuring the Effect of Commitment on Occupational Stressors and Individual Productivity Ties

Makhbul¹,

Khairuddin

2014

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“…Elsewhere, physical and psychological strain mediate job demands and performance [27]. Stressors types of challenge and hindrance and outcomes of behaviors of organizational citizenship and job performance are partially mediated through physical symptoms of strains [39]. Health partially mediates the relationship between stressor-individual productivity relationships [40].…”

Section: The Role Of Health In the Relationshipmentioning

confidence: 99%

Stress and Work Engagement: A Conceptual Study on Academics in Malaysian Private Universities

Khairuddin¹,

Nadzri²

2017

IJIES

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Abstract-There is an abundance of studies on work engagement found in the literature. However, there is a lack of grounded research framework to be based on relating stress to work engagement of Malaysian private academics. Therefore, this study is aimed at 1). reviewing the literature on stress and work engagement; 2). applying the ASSET model of stress to work engagement; 3). hypothesizing the relationships among these variables, and 4). deriving a conceptual framework. Based on the literature review on psychological literature and the application of the ASSET model of stress, the paper proposes a model of the relationship between stress and work engagement through commitment and health. Suggestions for practice and future research are also presented.

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Toward a better understanding of the effects of hindrance and challenge stressors on work behavior

Cited by 170 publications

References 34 publications

Challenged and satisfied: the role of organisational ownership and employee involvement

Challenged and satisfied: the role of organisational ownership and employee involvement

Measuring the Effect of Commitment on Occupational Stressors and Individual Productivity Ties

Stress and Work Engagement: A Conceptual Study on Academics in Malaysian Private Universities

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