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Book part
Publication date: 16 May 2007

Jeffery A. LePine, Marcie A. LePine and Jessica R. Saul

In this chapter we extend previous theory on the effects of stressors at the intersection of the work–family interface by considering the challenge stressor–hindrance…

Abstract

In this chapter we extend previous theory on the effects of stressors at the intersection of the work–family interface by considering the challenge stressor–hindrance stressor framework. Our central proposition is that stressors in one domain (work or non-work) are associated with criteria in the same domain and across domains through four core mediating variables. Through this theoretical lens we develop a set of propositions, which as a set, suggest that managing the work–family interface involves balancing the offsetting indirect effects of challenge and hindrance stressors.

Details

Exploring the Work and Non-Work Interface
Type: Book
ISBN: 978-0-7623-1444-7

Article
Publication date: 19 January 2021

Milad T. Jannesari and Sherry E. Sullivan

The number of self-initiated expatriates (SIEs) is growing, yet we know relatively little about their work experiences, especially how they react to stress. The purpose of…

Abstract

Purpose

The number of self-initiated expatriates (SIEs) is growing, yet we know relatively little about their work experiences, especially how they react to stress. The purpose of this study is to examine whether challenge and hindrance stressors influence SIEs' intent to remain as well as the possible influence of emotional resilience and cultural novelty upon these relationships.

Design/methodology/approach

Data were collected from 249 SIEs working in China.

Findings

As hypothesized, hindrance stressors were negatively related to the SIEs' intent to remain. Contrary to expectations, challenge stressors were not associated with intent to remain. Hindrance (challenge) stressors were negatively (positively) related to emotional resilience, and resilience mediated the relationship between stressors and intent to remain. Cultural novelty failed to moderate the relationship between emotional resilience and intent to remain and did not moderate the mediated effects of challenge stressors on intent to remain via emotional resilience. Cultural novelty did moderate the mediated effects of hindrance stressors on intent to remain via emotional resilience, but not in the hypothesized direction.

Research limitations/implications

This study was cross-sectional. It examined SIEs working in China, and its findings may not be generalizable to SIEs working in other countries.

Originality/value

This is the first study to examine how emotional resilience may mediate the relationship between stressors and SIEs' intent to remain and also considered the possible moderating effects of cultural novelty. In addition, unlike most studies that focus only on the negative outcomes of hindrance stressors, this study tested the possible positive effects of challenge stressors.

Details

Personnel Review, vol. 51 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 25 June 2020

Shaobo Wei, Fenfen Zhu and Xiayu Chen

Innovative use of enterprise systems (ES) by employees is essential for organisations to benefit from huge investments in such systems. Drawing on job demands-resources…

Abstract

Purpose

Innovative use of enterprise systems (ES) by employees is essential for organisations to benefit from huge investments in such systems. Drawing on job demands-resources (JDR) theory, this study explores how stressors (i.e. challenge and hindrance stressors) influence employees' innovative use of ES, as well as considering the moderating effects of IT mindfulness.

Design/methodology/approach

Data were collected from a longitudinal survey of 152 employees in a large financial service company in China. Hierarchical multiple regression was used to test the research model.

Findings

Results showed that challenge stressors exerted a positive effect and hindrance stressors had no significant effect on innovative use of ES. Furthermore, we found that IT mindfulness weakened the positive effect of challenge stressors and the negative effect of hindrance stressors on innovative use of ES.

Originality/value

This study is among the first to extend the research of innovative use of ES by considering two types of stressors based on the JDR theory. Besides, new insights are provided on how to promote employees' innovative use of ES in the post-acceptance stage according to the different levels of IT mindfulness of employees.

Details

Information Technology & People, vol. 34 no. 3
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 12 March 2019

Kaidi Zhang, Xiao Jia and Jin Chen

The emerging natures of big data – volume, velocity, variety, value and veracity – exert higher stress on employees and demand greater creativity from them, causing…

1230

Abstract

Purpose

The emerging natures of big data – volume, velocity, variety, value and veracity – exert higher stress on employees and demand greater creativity from them, causing extreme difficulties in the talent management of organizations in the big data era. The purpose of this paper is to explore the effect of challenge stressors on creativity and the boundary conditions of the relationship.

Design/methodology/approach

Multisource data were collected including 593 followers and their 98 supervisors from organizations that are confronting a big data induced management revolution. Hierarchical regression analysis and bootstrapping analysis were used to test the mediation and moderation mechanism.

Findings

The results showed that job burnout mediated the negative relationship between challenge stressors and creativity and that this indirect effect was attenuated by an employee’s core self-evaluation (CSE) and servant leadership. In contrast, whether work engagement mediated the relationship between challenge stressors and creativity was contingent on the level of an employee’s CSE and servant leadership. Specifically, the mediating effect was significant only when an employee’s CSE or servant leadership was high.

Originality/value

The results contribute to our understanding of the relationship between challenge stressor and creativity in the big data era. Specifically, relying on the job demands–resources model, this study empirically opens the “black box” between challenge stressors and creativity by exploring two opposing intermediate mechanisms. In addition, this study reveals boundary conditions by investigating dispositional and contextual factors that can accentuate the positive effect while attenuating the negative effect of challenge stressors on employee creativity.

Details

Management Decision, vol. 57 no. 8
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 16 October 2020

Rachel Williamson Smith, Michael M. DeNunzio, Nicholas J. Haynes and Aneeqa Thiele

The purpose of this study was to examine the mediating role of appraisals in three stressor–well-being relationships: (1) the mediating role of challenge appraisals in the…

Abstract

Purpose

The purpose of this study was to examine the mediating role of appraisals in three stressor–well-being relationships: (1) the mediating role of challenge appraisals in the relationship between daily skill demands and daily work engagement, (2) the mediating role of hindrance appraisals in the relationship between daily interruptions and daily depletion and (3) the mediating role of threat appraisals in the relationship between daily emotional demands and daily anxiety. We also examined the moderating influence of conscientiousness on the daily skill demands–challenge appraisal relationship, the moderating role of extraversion on the daily interruptions–hindrance appraisal relationship and the moderating influence of neuroticism on the daily emotional demands–threat appraisal relationship. Supplemental analyses also examined the moderating influence of the aforementioned personality traits on the respective direct effects of stressors on well-being outcomes.

Design/methodology/approach

We tested our hypotheses using a 5-days experience sampling design in a sample of 114 working adults and employed multilevel modeling.

Findings

All hypothesized mediating mechanisms were supported, however, the majority of moderation hypotheses were not supported.

Originality/value

We sought to extend the relatively recent advancement in the challenge–hindrance framework to provide additional evidence of the utility of distinguishing between challenge, hindrance and threat stressors. Although not supported, this is the one of the first papers to test the moderating influence of personality traits on the stressor–appraisal relationship.

Details

Journal of Managerial Psychology, vol. 37 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 13 March 2017

Jun Song, Jianlin Wu and Jibao Gu

The purpose of this paper is to test the moderating role of work-related stressors on the relationship between voice behavior and the voicer’s creative performance.

2102

Abstract

Purpose

The purpose of this paper is to test the moderating role of work-related stressors on the relationship between voice behavior and the voicer’s creative performance.

Design/methodology/approach

The sample comprised 781 full-time employees from 16 companies covering six industries in the central region of China. Hierarchical moderated regression analyses were used to test the hypotheses.

Findings

Results showed that voice behavior had significant positive effect on creative performance. The positive relationship between voice behavior and creative performance was stronger for employees with low challenge stressors as well as for employees with high hindrance stressors.

Research limitations/implications

This study employs a cross-sectional design with data collected from the same source.

Practical implications

The findings suggest that employees should be encouraged to voice out their opinions and ideas. Work-related stressors should be treated differently to expand the effects of voice behavior on creative performance.

Originality/value

This study is one of the few to establish boundary conditions from the contextual perspective on the effect of voice behavior on employee performance. Considering whether work-related stressor is a challenge or a hindrance could possibly result in a better understanding of the role of work-related stressors in the voice behavior-creative performance relationship. An empirical evidence is provided for the positive relationship between voice behavior and employee performance outcomes.

Details

Journal of Managerial Psychology, vol. 32 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 19 September 2008

Hettie A. Richardson, Jixia Yang, Robert J. Vandenberg, David M. DeJoy and Mark G. Wilson

The purpose of this study is to examine when perceived organizational support (POS) may be more likely to play a mediator versus moderator role in stressor and strain…

4125

Abstract

Purpose

The purpose of this study is to examine when perceived organizational support (POS) may be more likely to play a mediator versus moderator role in stressor and strain relationships by considering POS relative to challenge and hindrance stressors, cognitive/emotional and physical strains.

Design/methodology/approach

This cross‐sectional survey research was conducted in two samples (n=720, 829) of employees working for a large retail organization in the USA. Hypotheses were tested using structural equation modeling.

Findings

As hypothesized, results indicate POS mediates relationships between hindrance stressors and cognitive/emotional strains, but does not mediate relationships between challenge stressors and physical strains. POS does not moderate any of the relationships examined.

Originality/value

This paper is one of few studies to examine challenge and hindrance stressors and to examine POS relative to physical strains.

Details

Journal of Managerial Psychology, vol. 23 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

Book part
Publication date: 12 September 2022

Li Ding

This chapter aims to (1) examine the effect of full-time employees’ STARA awareness on innovative work behavioural intentions in US casual dining restaurants; (2…

Abstract

This chapter aims to (1) examine the effect of full-time employees’ STARA awareness on innovative work behavioural intentions in US casual dining restaurants; (2) investigate the mediating roles of employees’ challenge–hindrance appraisals of STARA awareness on the relationship between their STARA awareness and innovative work behavioural intentions; (3) compare the group differences between management employees and non-management employees; and (4) provide recommendations for the casual dining restaurants.

This chapter employed an online survey to collect data from 609 full-time employees in US casual dining restaurants, including 306 management employees and 303 non-management employees. Partial least squares–structural equation modelling was applied for data analysis. The results reveal that the high levels of employees’ STARA awareness raise innovative work behavioural intentions through the mediations of challenge appraisal of STARA awareness.

The proposed conceptual framework and empirical findings in this chapter enrich the literature of cognitive appraisal theory, transactional model and stress, two-dimensional stressor framework, and person-environment fit theory. Employees’ challenge appraisal of STARA awareness makes the job insecurity stressor to drive innovative work behavioural intentions. As STARA adoption deepens in casual dining restaurants, managers need to be aware of full-time employees’ stress and psychological responses towards STARA adoption. Restaurants are suggested to provide employees with adequate resources and support to help employees’ professional competency growth. The capable employees will appraise the job insecurity stressor induced by STARA adoption as an opportunity and be motivated to perform innovatively in the workplace. The casual dining restaurants may enjoy a competitive advantage in the market through value-added innovative activities.

Details

Global Strategic Management in the Service Industry: A Perspective of the New Era
Type: Book
ISBN: 978-1-80117-081-9

Keywords

Book part
Publication date: 10 October 2022

Andrea Bazzoli and Tahira M. Probst

Extant research on job insecurity has traditionally investigated this construct as a hindrance stressor, based on theoretical developments and meta-analytical results that

Abstract

Extant research on job insecurity has traditionally investigated this construct as a hindrance stressor, based on theoretical developments and meta-analytical results that have shown consistent negative relationships between job insecurity and a host of organizational outcomes. In this chapter, the authors take a person-centered perspective based on the transactional theory of stress and argue that employees can and do appraise job insecurity in different ways which is manifested by qualitatively distinct latent profiles. The authors also argue that certain positive psychological variables (i.e., hope, optimism, self-efficacy, and grit) might influence one’s odds to belong to specific appraisal latent classes. Using a cross-lagged dataset of 322 US-based employees, the authors found evidence of five qualitatively different latent profiles (i.e., employees who viewed job insecurity as: (1) irrelevant, (2) simultaneously moderately challenging and hindering, (3) primarily hindering, (4) both highly challenging and highly hindering, or (5) primarily challenging). Further, the results showed that higher grit was associated with higher odds of belonging to any of the appraisal profiles compared to the high challenge/high hindrance group whereas higher self-efficacy was associated with higher odds of belonging to the irrelevant group compared to any of the appraisal profiles. Hope and optimism, however, did not influence latent class membership. The authors discuss the implications for theory and practice considering seemingly paradoxical findings demonstrating sometimes positive and sometimes negative outcomes of job insecurity, as well as traditional assumptions that employees primarily view job insecurity as either a hindrance or a challenge.

Details

Examining the Paradox of Occupational Stressors: Building Resilience or Creating Depletion
Type: Book
ISBN: 978-1-80455-086-1

Keywords

Abstract

Details

Journal of Managerial Psychology, vol. 37 no. 5
Type: Research Article
ISSN: 0268-3946

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