Challenge and hindrance appraisals of job demands: one man’s meat, another man’s poison?

Li, Peikai; Taris, Toon W.; Peeters, Maria C. W.

doi:10.1080/10615806.2019.1673133

Cited by 73 publications

(83 citation statements)

References 42 publications

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“…It should be worth noting that, statistically speaking, this does not mean there is evidence of no-association between them; instead, it means there is no statistical evidence to support the association. This could be due to the unexamined confounders such as individual cognitive appraisal on mental demand [ 57 , 58 , 59 ]. In this context, mental demand could be appraised as a hindrance that involves excessive constraints and adversely influences mental health or appraised as a challenge that contributes to personal growth and reward [ 57 , 58 , 59 ].…”

Section: Discussionmentioning

confidence: 99%

Doctors’ Mental Health in the Midst of COVID-19 Pandemic: The Roles of Work Demands and Recovery Experiences

Fauzi

Yusoff

Robat

et al. 2020

IJERPH

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The COVID-19 pandemic potentially increases doctors’ work demands and limits their recovery opportunity; this consequently puts them at a high risk of adverse mental health impacts. This study aims to estimate the level of doctors’ fatigue, recovery, depression, anxiety, and stress, and exploring their association with work demands and recovery experiences. This was a cross-sectional study among all medical doctors working at all government health facilities in Selangor, Malaysia. Data were collected in May 2020 immediately following the COVID-19 contagion peak in Malaysia by using self-reported questionnaires through an online medium. The total participants were 1050 doctors. The majority of participants were non-resident non-specialist medical officers (55.7%) and work in the hospital setting (76.3%). The highest magnitude of work demands was mental demand (M = 7.54, SD = 1.998) while the lowest magnitude of recovery experiences was detachment (M = 9.22, SD = 5.043). Participants reported a higher acute fatigue level (M = 63.33, SD = 19.025) than chronic fatigue (M = 49.37, SD = 24.473) and intershift recovery (M = 49.97, SD = 19.480). The majority of them had no depression (69.0%), no anxiety (70.3%), and no stress (76.5%). Higher work demands and lower recovery experiences were generally associated with adverse mental health. For instance, emotional demands were positively associated with acute fatigue (adj. b = 2.73), chronic fatigue (adj. b = 3.64), depression (adj. b = 0.57), anxiety (adj. b = 0.47), and stress (adj. b = 0.64), while relaxation experiences were negatively associated with acute fatigue (adj. b = −0.53), chronic fatigue (adj. b = −0.53), depression (adj. b = −0.14), anxiety (adj. b = −0.11), and stress (adj. b = −0.15). However, higher detachment experience was associated with multiple mental health parameters in the opposite of the expected direction such as higher level of chronic fatigue (adj. b = 0.74), depression (adj. b = 0.15), anxiety (adj. b = 0.11), and stress (adj. b = 0.11), and lower level of intershift recovery (adj. b = −0.21). In conclusion, work demands generally worsen, while recovery experiences protect mental health during the COVID-19 pandemic with the caveat of the role of detachment experiences.

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Section: Discussionmentioning

confidence: 99%

Doctors’ Mental Health in the Midst of COVID-19 Pandemic: The Roles of Work Demands and Recovery Experiences

Fauzi

Yusoff

Robat

et al. 2020

IJERPH

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“…However, as employees do not only face job demands but also job resources in their work situation, it would seem that the effects of job resources on well-being may also be contingent upon individual appraisal. Building on this argument and recent empirical studies (e.g., Li et al, 2020;Li et al, 2017), we propose that appraisals may influence the magnitude or even the nature of job demands and job resources, as well as their relationships with well-being.…”

mentioning

confidence: 82%

“…Extending these findings, we build on appraisal theory and person-context theory (Magnusson & Stattin, 1996) to propose that appraisal can also serve as a moderator. Work in general is taxing on personal resources (Demerouti et al, 2001), but if workers who appraise a particular demanding situation as something that can be overcome and that may lead to growth and rewards, the presumed detrimental effect on employee well-being will be weaker (Li et al, 2020). On one hand, such a challenge appraisal contributes to employee self-regulatory effectiveness in dealing with job demands (Brown et al, 2001).…”

Section: Appraisal Of Job Demands As a Boundary Conditionmentioning

confidence: 99%

“…Appraisals are defined as an individual's interpretation of particular job characteristics as having the potential for personal gain and growth (challenges) or as constraints (hindrances, Cavanaugh et al, 2000;LePine et al, 2016). Building on the notion that individual functioning results from the interaction between individual and environmental factors (i.e., person-context interaction theory, Magnusson & Stattin, 1996), Li et al (2020) demonstrated that demands can to some extent be appraised simultaneously as challenges and hindrances, and that individuals' different appraisals can moderate the job demandsemployee well-being relationships. However, as employees do not only face job demands but also job resources in their work situation, it would seem that the effects of job resources on well-being may also be contingent upon individual appraisal.…”

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confidence: 99%

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In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and their Implications for Employee’s Well-Being

Li¹,

Peeters²,

Taris³

et al. 2020

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Previous research on the association between job characteristics and employee well-being has returned mixed results. In particular, the possible impact of individual appraisal of these job characteristics has not been well-acknowledged. To address this limitation, we drew on appraisal theory and examined (a) how workers appraise particular job characteristics, and (b) how these appraisals affect the relationships between these job characteristics and well-being (i.e., work engagement and burnout). We tested our hypotheses across two studies. In a cross-occupation survey (Study 1, n = 514), we found that job characteristics of “demands” (time urgency, role conflict, and emotional demands) and “resources” (autonomy, supervisor and colleague support, and feedback) can to some degree be appraised as both challenges and hindrances. In addition, moderation analysis showed that challenge appraisal can mitigate the negative impact of job demands on burnout. Interestingly, the beneficial effects of job resources on employee well-being (i.e., increasing engagement, and decreasing burnout) were weaker if workers appraised a certain resource as hindering. In Study 2 (n = 316 nurses in a hospital), the results generally supported our predictions again. These findings on the effects of appraisal contribute by broadening the theory on job characteristics-outcomes relationships.

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“…Job burnout and work engagement are both intense personal experiences and research topics in occupational, organizational, and health psychology, affecting a variety of populations such as workers [1], social workers [2], and students [3]. Both variables consist of complex, dynamic states, and our current approach to measurement may not adequately adapt to the dynamic components of burnout symptoms and engagement experiences.…”

Section: Introductionmentioning

confidence: 99%

A Comparison of Frequency- and Agreement-Based Response Formats in the Measurement of Burnout and Engagement

Tong

Bickmeier

Rogelberg

2020

IJERPH

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The present research compares and contrasts frequency versus agreement response formats, two approaches to measuring job burnout and work engagement. Construct-based and measurement-based arguments for the superiority of the frequency response format in measuring burnout/engagement are provided, demonstrating that frequency-based measurements will explain relatively more variance in outcome variables. Fair comparison, time order counterbalance, and multiple measuring waves justify the comparison and reduce common method errors of self-report measures. Sample 1 (N = 242) was composed of employees from multiple organizations, while the participants in Sample 2 (N = 281) were employees from one company. Relative importance analysis showed that frequency outperforms the agreement response format in measuring burnout and engagement in both samples. These findings suggest that the frequency response format provides a more valuable method of detecting the dynamic nature of burnout/engagement, which offers methodological guidance for future research involving dynamic constructs. These findings can lead to improvements in the measurement of the dynamic experiences of burnout and engagement. This is one of the first studies to provide evidence whether the dynamic nature of the constructs would have any bearing on the response formats.

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Challenge and hindrance appraisals of job demands: one man’s meat, another man’s poison?

Cited by 73 publications

References 42 publications

Doctors’ Mental Health in the Midst of COVID-19 Pandemic: The Roles of Work Demands and Recovery Experiences

Doctors’ Mental Health in the Midst of COVID-19 Pandemic: The Roles of Work Demands and Recovery Experiences

In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and their Implications for Employee’s Well-Being

A Comparison of Frequency- and Agreement-Based Response Formats in the Measurement of Burnout and Engagement

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