Challenge Stressors, Work Engagement, and Affective Commitment Among Chinese Public Servants

Jiang, Qingzhi; Lee, Hyeongkwon; Xu, Dehong

doi:10.1177/0091026020912525

Cited by 25 publications

(40 citation statements)

References 93 publications

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“…Based on the social exchange theory (Emerson, 1976), employees who perceive negative or distressing workplace conditions will develop negative work attitudes while employees who perceive challenges and positive workplace conditions will develop positive work attitudes. Employees frequently see challenge stresses as possible reciprocal norms imposed by their employers (Jiang et al, 2020). Challenges at the job enhance the cognitive processes of the employees because they strive to fulfill the challenges to meet the organizational goals and receive the rewards in return (Zhang et al, 2016).…”

Section: Moderating Role Of Stressorsmentioning

confidence: 99%

“…Challenges at the job enhance the cognitive processes of the employees because they strive to fulfill the challenges to meet the organizational goals and receive the rewards in return (Zhang et al, 2016). Besides POS, challenge stressors can also influence work engagement (Kronenwett & Rigotti, 2020), while POS and high levels of challenge stressors have an interaction effect on work engagement (Jiang et al, 2020). According to Cavanaugh et al (2000), challenge stressors include extreme workloads, time pressure, increased obligation, job contentment, job attainment, and dedication to the organization all act as challenge stressors.…”

Section: Moderating Role Of Stressorsmentioning

confidence: 99%

“…Third, the insignificant moderation effect of challenge stressors in the relationship between POS and work engagement should further be investigated. For instance, the study by Jiang et al (2020) found the three-way interaction effect (core self-evaluation × POS × challenge stressors) in affecting work engagement. Future researchers can investigate the possibility of a three-way interaction effect for both hindrance and challenge stressors.…”

Section: Limitations and Future Recommendationsmentioning

confidence: 99%

See 2 more Smart Citations

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

Inam

Zafar

et al. 2021

Sage Open

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The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee’s creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explain the study framework. Data was collected from 324 marketing personnel of the beverage and telecom sector in Pakistan and analyzed using structural equation modeling (SEM) with AMOS. The findings revealed that the direct relationship between POS with work engagement and employee creativity and work engagement with employee creativity was significant. Interestingly, the moderator has shown a prominent effect, which illustrated that low hindrance stressors strengthened the relationship between POS and work engagement. The study contributes by enhancing the employee’s creativity by reducing stressful working environments in many ways.

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Section: Moderating Role Of Stressorsmentioning

confidence: 99%

Section: Moderating Role Of Stressorsmentioning

confidence: 99%

Section: Limitations and Future Recommendationsmentioning

confidence: 99%

See 1 more Smart Citation

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

Inam

Zafar

et al. 2021

Sage Open

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“…In these studies, the relationship between job challenge and work engagement is hypothesized in various processes (including mediation and moderation mechanisms). In mediation models, in general, work engagement mediates between job challenges and various outcomes (Jiang et al, 2020; Kang & Jang, 2019; Zhang et al, 2019). There are also studies that have tested the specific linkage of job challenges with work engagement dimensions (e.g., Van den Broeck et al, 2010); thus the studies provide a rather strong support for the job challenge‐engagement relationship.…”

Section: Theoretical Background and Hypotheses Developmentmentioning

confidence: 99%

The Mediating Role of Self‐efficacy between Job Challenges and Work Engagement: Evidence from Indian Power Sector Employees

Rai¹,

Patyal

Maheshwari

2020

Journal of Public Affairs

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The study involves testing a mediation model wherein self‐efficacy is proposed as a mediator between challenging job demands and work engagement. The respondents (n = 107) were executives employed in the Indian public sector power major. The hypothesized model was tested using the Structural Equation Modeling techniques. The first three hypotheses proposing the positive relationship among the study constructs (i.e., job challenge and work engagement; job challenge and self‐efficacy; self‐efficacy and work engagement) were confirmed through results. Further, the mediation hypothesis proposing self‐efficacy as a mediator between job challenge and work engagement was established. The findings signify that addressing job challenges helps individuals to build confidence and facilitate their engagement with work.

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“…In terms of perceived organizational support, organizational support theory assumes that employees' EI responds to supervisors' treatment in the workplace by ensuring a high POS and greater psychological capability, because they view their supervisor as an organizational support whose behaviors toward them reflect the organization's citizen behavior (Jung and Yoon, 2015). Jiang et al (2020) found that the indirect effect of challenge stressors on affective commitment through work engagement is moderated by the joint effects of core self-evaluations and POS in a sample of 226 Chinese public servants. In their study, POS is a moderated mediating role on the relationships among challenge stressors, work engagement and affective commitment.…”

Section: 8mentioning

confidence: 99%

Employee emotional intelligence, organizational citizen behavior and job performance: a moderated mediation model investigation

Liao

Huang

2022

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PurposeEmotional intelligence (EI) affect behavior and thinking patterns are linked to physical and mental health, employee interpersonal relationships and job performance. Regarding individual EI, workplace employees expect high organizational support with positive employee relations, because they regard employee relations as a perceived support from the organization, which reflects a positive organization's citizenship behavior. Thus, in terms of human resource management, enhancing organizational citizen behavior can ensure that employees continue to improve job performance by maintaining a positive psychological state and employee relations.Design/methodology/approachUsing a questionnaire survey and structural equation modeling, this study aims to investigate the relationships between EI, psychological capital, job performance, organizational citizenship behavior (OCB) and perceived organizational support. The research subjects (N = 536) were in life insurance companies in Taiwan.FindingsThe results showed that psychological capital plays a mediating role in the effect of EI on OCB. Perceived organizational support is used to determine the existence of the effect of moderated mediation in the proposed research model.Originality/valueThis is the first study to find that the indirect effect of EI on organizational citizen behavior through psychological capital is stronger when there are higher levels of perceived organizational support than when there are lower levels of perceived organizational support. In addition, in terms of employee relation development, employee perceived organizational support from organizations is a critical influence which bridges employees' EI and organizational citizen behavior through psychological capital on the human resource management.

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Challenge Stressors, Work Engagement, and Affective Commitment Among Chinese Public Servants

Cited by 25 publications

References 93 publications

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

The Mediating Role of Self‐efficacy between Job Challenges and Work Engagement: Evidence from Indian Power Sector Employees

Employee emotional intelligence, organizational citizen behavior and job performance: a moderated mediation model investigation

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