Beyond the bend: The curvilinear effect of challenge stressors on work attitudes and behaviors

Haldorai, Kavitha; Kim, Woo Gon; Phetvaroon, Kullada

doi:10.1016/j.tourman.2021.104482

Cited by 20 publications

(15 citation statements)

References 55 publications

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“… Cavanaugh et al (2000) divided job stressors into challenge and hindrance stressors based on the role of job stressors. From the perspectives of social cognition, resource conservation, social exchange, and activation theory, previous empirical studies have found that challenging stressors can improve individual self-efficacy ( Bu et al, 2021 ), organizational support ( Joseph and Ryan, 2019 ), organizational commitment ( Montani et al, 2017 ), and job pro122sperity ( Haldorai et al, 2022 ), and promote individuals to show positive innovative behavior ( Joseph and Ryan, 2019 ; Tong et al, 2021 ). Employees’ individual challenge stressors are the foundation of organization and company performance, and the endogenous driving force of innovation.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

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

Dou

Yang

et al. 2022

Front. Psychol.

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Based on the conservation of resource theory, this manuscript explores the impact mechanism of the challenge and hindrance stressors on innovation performance, introduces emotional atmosphere as a mediation variable, and on this basis, it examines the moderating role of organizational climate on emotional atmosphere and innovation performance. A two-wave survey of 263 subordinates and 29 supervisors who come from multisource field offered support for our model. Results showed that challenge stressors have a positive effect on innovation performance, positive emotional atmosphere mediates the relationship between challenge stressors and innovation performance; hindrance stressors have a negative effect on innovation performance, and negative emotional atmosphere mediates the relationship between hindrance stressors and innovation performance. Organizational climate strengthens the positive relationship between positive emotional atmosphere and innovation performance and weakens the negative relationship between negative emotional atmosphere and innovation performance. This study enriches the existing literature by identifying the impact of stressors on employee innovation performance and has certain practical significance for optimizing the management of enterprises and improving employee innovation performance.

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Section: Theory and Hypothesesmentioning

confidence: 99%

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

Dou

Yang

et al. 2022

Front. Psychol.

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“…Organizational citizenship behavior (OCB), which refers to a discretionary behavior that goes beyond the duty required in the regular performance evaluation ( Van Dyne et al, 1994 ), has been recognized by scholars and practitioners as an important factor in improving organizational effectiveness ( Podsakoff and MacKenzie, 1997 ). Accordingly, growing studies have focused on the antecedents that encourage employees’ engagement in OCB (e.g., Pooja et al, 2016 ; Pletzer, 2021 ; Haldorai et al, 2022 ). Among these studies, considerable scholars have explored the impact of work stressors on OCB (e.g., Rodell and Judge, 2009 ; Wallace et al, 2009 ; Eatough et al, 2011 ; Zhang et al, 2014 ; Montani and Dagenais-Desmarais, 2018 ; Khliefat et al, 2021 ; Haldorai et al, 2022 ) because work stressors can consume the resource needed to engage in OCB ( Pooja et al, 2016 ; Montani and Dagenais-Desmarais, 2018 ).…”

Section: Introductionmentioning

confidence: 99%

“…Accordingly, growing studies have focused on the antecedents that encourage employees’ engagement in OCB (e.g., Pooja et al, 2016 ; Pletzer, 2021 ; Haldorai et al, 2022 ). Among these studies, considerable scholars have explored the impact of work stressors on OCB (e.g., Rodell and Judge, 2009 ; Wallace et al, 2009 ; Eatough et al, 2011 ; Zhang et al, 2014 ; Montani and Dagenais-Desmarais, 2018 ; Khliefat et al, 2021 ; Haldorai et al, 2022 ) because work stressors can consume the resource needed to engage in OCB ( Pooja et al, 2016 ; Montani and Dagenais-Desmarais, 2018 ). To data, amounts of knowledge have been accumulated on the unidirectional influence of work stressors on OCB.…”

Section: Introductionmentioning

confidence: 99%

“…On the one hand, challenge stressor (e.g., workload and time pressure) has become a ubiquitous condition in the workplace ( Cavanaugh et al, 2000 ; Lam et al, 2015 ). On the other hand, literature on OCB often highlights the role of challenge stressors (e.g., Montani and Dagenais-Desmarais, 2018 ; Khliefat et al, 2021 ; Haldorai et al, 2022 ). These studies have not yet reached a consensus on the relationship between challenge stressors and OCBs.…”

Section: Introductionmentioning

confidence: 99%

“…Some studies indicated that the relationship between challenge stressors and OCBs was positive (e.g., Rodell and Judge, 2009 ) and some others reported a negative relationship (e.g., Khliefat et al, 2021 ). Nevertheless, most of these studies found an insignificant relationship or even a curvilinear effect (e.g., Wallace et al, 2009 ; Eatough et al, 2011 ; Mazzola and Ryan, 2019 ; Haldorai et al, 2022 ). However, the focus of our study is not to identify the boundary conditions for these mixed findings but to reveal the dynamic nature of OCB when the challenge stressor changes over time.…”

Section: Introductionmentioning

confidence: 99%

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Dynamic Computational Theory Construction and Simulation for the Dynamic Relationship Between Challenge Stressors and Organizational Citizenship Behaviors

Chen

Zhang

2022

Front. Psychol.

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This study explores the dynamic feature of organizational citizenship behaviors under the condition of challenge stressors, as this has not been addressed by previous research. Combining the cybernetic theory of stress and social exchange theory, this study builds a dynamic computational model regarding the circular causality between challenge stressors and organizational citizenship behaviors. By conducting a series of simulation experiments, we validated and demonstrated important questions regarding organizational citizenship behaviors. Specifically, when both the initial value of challenge stressors and the importance of challenge appraisal are higher, organizational citizenship behaviors tend to show a sharped inverted U shape (i.e., organizational citizenship behaviors increase and decrease rapidly) at the early stage. When both the equilibrium level of job satisfaction and the initial value of challenge stressors are higher, organizational citizenship behaviors will show an inverted N shape over time. The number and frequency of assigned challenge tasks have an interactive effect on the accumulation of organizational citizenship behaviors within a period. Our theory contributes to identifying the dynamic relationship between challenge stressors and organizational citizenship behaviors. Findings from dynamic computational theory can offer suggestions for managers to encourage employees’ engagement in organizational citizenship behaviors.

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Consumer engagement, stress, and conservation of resources theory: A review, conceptual development, and future research agenda

Hollebeek

Hammedi

Sprott

2023

Psychology and Marketing

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While scholarly acumen of consumer engagement, defined as a consumer's resource investment in his/her brand interactions, is burgeoning, its theoretical interface with consumer stress remains tenuous, exposing an important literature-based gap.Specifically, consumers' engagement with brands, or brand-related elements (e.g., online brand communities, frontline staff, service robots, social media pages, etc.), may either induce, or ensue from, individuals' consumption-related stress (e.g., through perceived resource depletion, brand-related performance anxiety, choice overload, pandemics, climate change, supply shortages, etc.). Addressing this gap, we develop a conservation of resources theory-informed framework of the consumer engagement/stress interface that identifies consumer engagement as either (i) a consumer stressor (e.g., by placing demands on consumers, including in self-service or coproduction tasks), or (ii) a stress-reducing coping mechanism (e.g., by facilitating the development of brand-related learning, skills, or resilience). We, then, introduce the articles contained in this section, which are also linked to the proposed framework. We conclude by outlining avenues for further research in the integrative area of consumer engagement/stress.

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Beyond the bend: The curvilinear effect of challenge stressors on work attitudes and behaviors

Cited by 20 publications

References 55 publications

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

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

Dynamic Computational Theory Construction and Simulation for the Dynamic Relationship Between Challenge Stressors and Organizational Citizenship Behaviors

Consumer engagement, stress, and conservation of resources theory: A review, conceptual development, and future research agenda

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