Work stressors, role-based performance, and the moderating influence of organizational support.

Wallace, J. Craig; Edwards, Bryan; Arnold, Todd J.; Frazier, M. Lance; Finch, David M.

doi:10.1037/a0013090

Cited by 236 publications

(253 citation statements)

References 55 publications

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“…It has been suggested that individuals further categorize stressors as being either challenging, when they are perceived to be manageable, and thus presenting an opportunity for personal growth, or hindering, when they are perceived as constraining personal development (e.g., LePine, Podsakoff, & LePine, 2005;Wallace et al, 2009). While role ambiguity and conflict are typically considered to be hindrance stressors (e.g., LePine et al, 2005;Rodell & Judge, 2009), the situation is less clear with regards to role overload: Challenge stressor for some (e.g., McCauley, Rudennan, Ohlott, & Morrow, 1994), it is considered by others to be a hindrance stressor (e.g., LePine et al, 2005).…”

Section: Role Stressorsmentioning

confidence: 99%

Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers

et al. 2010

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Using a latent growth modeling (LGM) approach, this paper examines the trajectories of change in role stressors (ambiguity, conflict, and overload), job attitudes (affective commitment and job satisfaction), and turnover intention and psychological well-being among neophyte newcomers, as well as the relationships among these changes. Based on a sample of 170 university alumni surveyed three times during the first months of employment, we found that role conflict and role overload increased, affective commitment and job satisfaction declined, and turnover intention increased over the course of the study. Role ambiguity and well-being did not change. The initial levels of affective commitment, job satisfaction, and well-being were positively related to the increase in role overload, while the initial level of turnover intention was related to a reduced increase in role overload over time. We also found that the increase in role overload and role conflict was associated with a decline in affective commitment and job satisfaction, respectively, and that the decrease in affective commitment and satisfaction was related to an increase in turnover intention. We discuss the implications of these finding

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Section: Role Stressorsmentioning

confidence: 99%

Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers

et al. 2010

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“…This could negatively affect their intrinsic motivation and work performance (Ryan & Deci, 2000). In such work settings, employees may try to cope with the situation by avoiding or exiting the political environment thus resulting in increased counterproductive and withdrawal behaviours, such as absenteeism and turnover intentions (Folkman & Lazarus, 1985;Rodell & Judge, 2009;Wallace, Edwards, Arnold, Frazier, & Finch, 2009). …”

Section: Behavioural Consequences Of Popmentioning

confidence: 99%

Perceptions of organizational politics: A meta-analysis of its attitudinal, health, and behavioural consequences.

Bedi

Schat

2013

Canadian Psychology / Psychologie canadienne

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In this study, we report the results of a meta-analysis of the relations between perceptions of organisational politics (POP) and attitudinal, psychological health, and behavioural variables using data from 118 independent samples, totaling 44,560 participants. Among the variables examined, POP was most strongly related to organisational trust and interactional justice, but also exhibited relations with a variety of other criteria, including positive relations with stress, burnout, turnover intentions and counterproductive work behaviour, and negative relations with job satisfaction, citizenship behaviour, and job performance. We also found evidence that some effect sizes were moderated by the publication status, geographical origin of data, and types of measures used to assess POP.

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“…In the past, research studies used different variables as moderator between stressors and job outcomes, for example, organizational support (Wallace, Edwards, Arnold, Frazier, & Finch, 2009) and efficacy beliefs (Jex & Bliese, 1999) in Western culture. In the context of Pakistan, IWE have been used as moderator and resulted in strengthening the relationship of justice perceptions on job outcomes (Batool, Gul, & Shahzad, 2013;Khan, Abbas, Gul, & Raja, 2015;Sadozai, Marri, Zaman, Yousufzai, & Nas, 2013) but still there is lack of evidence which incorporates IWE as a moderator in relationship between stressors and job attitude.…”

Section: Introductionmentioning

confidence: 99%

The Impact of Challenge and Hindrance Stressors on Job Satisfaction: Moderating Role of Islamic Work Ethics

2017

J. Islam. bus. manag.

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Abstract. This study investigates the primary and the interactive effects of challenge and hindrance stressors and Islamic Work Ethics (IWE) on job satisfaction. The author collected data from 465 employees working in banking sector of Pakistan using selfadministered close-ended questionnaires. Multiple moderated regression was used to analyze the data. Results indicated the relationship between Challenge Stressors (CS) and job satisfaction to be insignificant while hindrance stressors had significant negative impact on job satisfaction. A significant impact of IWE on job satisfaction was also confirmed. The moderating effect of IWE on relationship between CS and job satisfaction was significant, though the IWE did not moderate the relationship between hindrance stressors and job satisfaction. The study provides managerial implications along with the limitations and future research directions.

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Work stressors, role-based performance, and the moderating influence of organizational support.

Cited by 236 publications

References 55 publications

Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers

Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers

Perceptions of organizational politics: A meta-analysis of its attitudinal, health, and behavioural consequences.

The Impact of Challenge and Hindrance Stressors on Job Satisfaction: Moderating Role of Islamic Work Ethics

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