Author Correction: Social Job Stressors can Foster Employee Well-Being: Introducing the Concept of Social Challenge Stressors

Abstract

In the published article "Social Job Stressors Can Foster Employee Well-Being: Introducing the Concept of Social Challenge Stressors", there was an error in Table 1. The last row concerning cooperation demands should be assigned the row number 10 and not 0. This has been corrected in the original article. In addition, the acknowledgements were missing in the final version of the manuscript. The authors apologize for any inconvenience this may have caused. The acknowledgements should read as follows:

Where there is pressure, there is motivation? The impact of challenge-hindrance stressors on employees’ innovation performance

“…McGarth (1987) believes that stress is the result of unmet needs, and due to their ability to cope with stress, different individuals have different stress experiences when individuals are in a state of imbalance between demand and capacity. Nowadays, emotional exhaustion, job burnout and job performance are regarded as the results of job stress ( Kern et al, 2021 ). For example, research has found that when employees’ work stress is not properly recognized and handled, it may lead to emotional exhaustion and other problems ( Pines and Maslach, 1978 ; Kern et al, 2021 ).…”

“…Nowadays, emotional exhaustion, job burnout and job performance are regarded as the results of job stress ( Kern et al, 2021 ). For example, research has found that when employees’ work stress is not properly recognized and handled, it may lead to emotional exhaustion and other problems ( Pines and Maslach, 1978 ; Kern et al, 2021 ). Cavanaugh et al (2000) divided job stressors into challenge and hindrance stressors based on the role of job stressors.…”

“…Finally, challenging stressors help to stimulate individuals’ perception of work emotions, such as concentration and time pressure. Such positive emotions make individuals show concentration and determination, and then make individuals experience greater commitment and pleasure in work, which will stimulate individuals’ positive emotions ( Kern et al, 2021 ). Ultimately, it is conducive to the formation of positive emotional atmosphere within the organization.…”