Challenge-hindrance Stressor Framework Research Articles

Is more always better? The influences of guanxi beliefs, participative decision-making and perceived organizational politics on HK and US nurses’ job satisfaction

PurposeDrawing on the challenge–hindrance stressor framework and the “too-much-of-a-good-thing” principle, this study examined the curvilinear effects of two emic social challenge stressors (guanxi beliefs and participative decision-making (PDM)) and the moderating effect of an etic social hindrance stressor (perceived organizational politics) on Hong Kong and United States nurses’ job satisfaction.Design/methodology/approachA quantitative survey method was implemented, with the data provided by 355 Hong Kong nurses and 116 United States nurses. Structural equation modeling was used to examine the degree of measurement equivalence across Hong Kong and US nurses. The proposed model and the research questions were tested using nonlinear structural equation modeling analyses.FindingsThe results show that while guanxi beliefs only showed an inverted U-shaped relation on Hong Kong nurses’ job satisfaction, PDM had an inverted U-shaped relation with both Hong Kong and United States nurses’ job satisfaction. The authors also found that Hong Kong nurses experienced the highest job satisfaction when their guanxi beliefs and perceived organization politics were both high.Research limitations/implicationsThe results add to the comprehension of the nuances of the often-held assumption of linearity in organizational sciences and support the speculation of social stressors-outcomes linkages.Practical implicationsManagers need to recognize that while the nurturing and development of effective relationships with employees via social interaction are important, managers also need to be aware that too much guanxi and PDM may lead employees to feel overwhelmed with expectations of reciprocity and reconciliation to such an extent that they suffer adverse outcomes and become dissatisfied with their jobs.Originality/valueFirst, the authors found that influences of guanxi beliefs and PDM are not purely linear and that previous research may have neglected the curvilinear nature of their influences on job satisfaction. Second, the authors echo researchers’ call to consider an organization’s political context to fully understand employees’ attitudes and reactions toward social interactions at work. Third, the authors examine boundary conditions of curvilinear relationships to understand the delicate dynamics.

A Dynamic View of the Challenge-Hindrance Stressor Framework: a Meta-Analysis of Daily Diary Studies

AbstractAre some daily job stressors good for employees? The challenge-hindrance stressor framework (CHSF) attempts to shed light on this question by categorizing stressors according to their ability to facilitate (challenge stressors) or inhibit (hindrance stressors) growth and achievement. According to the CHSF, challenge stressors should be associated with increased performance, but also with increased strain which subsequently hurts performance. Conversely, hindrance stressors should be associated with reduced performance both directly and indirectly via strain. Prior meta-analytic investigations have focused on more stable job stressors (using cross-sectional or longitudinal primary studies), and found contradicting resulted in support of the CHSF predictions. In the current meta-analysis, we tested the validity of the CHSF using a more dynamic view of stressors, by applying it to short-term, daily experiences of stressors, strains, and performance outcomes. Results from 78 unique samples indicated that at the within-person level, hindrance stressors have both a direct and an indirect (via strain) short-term effect on performance. Challenge stressors have a positive direct effect on performance but a negative indirect effect via strain. Furthermore, we examined two performance indicators separately: task performance and organizational citizenship behaviors (OCB). The results revealed that challenge stressors have a stronger positive association with OCB than with task performance. Hindrance stressors exhibited the opposite pattern, a stronger negative association with task performance than with OCB. The results of this study suggest that all daily stressors result in strain, which negatively relates to performance, though challenge stressors also have some positive effects on daily performance.

Unpacking dual effects of ambivalence toward technologies in online live streaming learning

PurposeShifting to OLSL classes during the pandemic can bring learners ambivalent experiences: negative, positive or both appraisals toward the technologies. However, few studies have examined how ambivalent experiences can influence students' learning behaviors, specifically cyberslacking and active participation. Using the challenge-hindrance stressor framework, this study investigates the impact of challenge and hindrance appraisals on these learning behaviors.Design/methodology/approachThis study uses a mixed methods approach to answer research questions. An interview was conducted to identify the key components of ambivalent appraisals, and a survey was conducted to empirically examine the impact of challenge and hindrance appraisals on learners' behaviors in online live streaming learning (OLSL) contexts. The data of 675 university students were analyzed using structural equation modeling.FindingsThis study found that hindrance appraisal leads to cyberslacking while challenge appraisal leads to active participation, but it can also cause cyberslacking. Social presence has a double-edged effect, acting as both a facilitator and inhibitor, strengthening the effect of hindrance appraisal on cyberslacking and the impact of challenge appraisal on active participation.Originality/valuePrior studies have primarily focused on the negative side (techno-distress) of technology appraisals. This study simultaneously examines the positive side, techno-eustress, on learners' behaviors in OLSL contexts, and explores the moderating effects of social presence. This study contributes to the technostress and technology adaptation literature by revealing how technology-induced ambivalent appraisals impact behavioral responses. It offers important theoretical and practical implications for education tool designers.

How do technology-driven stressors influence workarounds? Moderating roles of support structures and trait resilience

Despite recognizing the prominent effects of enterprise system (ES) use on organizations and individuals, employees frequently resort to workarounds that run counter to the intention of ES implementation. Building upon the job demands-resources (JD-R) model, we expand the challenge-hindrance stressor framework to encompass technology-driven stressors (TDS) as distinct job demands influencing employees’ workarounds. Additionally, we regard support structures as job resources and trait resilience as personal resources and then examine how the interplay between resources and demands affects workarounds. Our research is underpinned by a comprehensive two-study design. Specifically, Study 1 entailed a longitudinal survey with data gathered from 326 users within a Chinese company. The results show that technology-driven challenge stressors decrease workarounds, whereas technology-driven hindrance stressors increase it. Moreover, job and personal resources play different roles in mitigating the impact of specific TDS on workarounds. In addition, Study 2 utilized qualitative interviews to validate and supplement the findings from the Study 1. This research contributes to both theoretical and practical implications in ES research by extending the JD-R model to explore the influence of various job demands and resources on workarounds.

Special privileges or busywork? The impact of qualitative job insecurity on idiosyncratic deals and illegitimate tasks among hospitality workers

This study examined relationships linking qualitative job insecurity (JI) to idiosyncratic deals (i-deals) and illegitimate tasks (i-tasks) for hospitality workers. I-deals are valuable arrangements, opportunities, or privileges provided to employees by their supervisors for which employees’ have negotiated for themselves and, thus, may not be available to all other employees. I-tasks, refer to employees’ perceptions that they have been delegated tasks that are neither necessary nor reasonable for them to complete. Leveraging the challenge-hindrance stressor framework, we proposed that employee stress appraisals mediate relationships between qualitative JI and both i-deals and i-tasks and that employee proactivity serves as a boundary condition of relationships between qualitative JI and stress appraisals. Results from a four-wave, time-lagged survey study largely supported our hypotheses. In particular, employee stress appraisals were found to explain relationships between qualitative JI and both i-deals and i-tasks. Moreover, employee proactivity moderated the relationship between qualitative JI and hindrance appraisals.

There’s no time for no stress! Exploring the relationship between pharmacy student stress and time use

BackgroundHealth professions students experience significantly more stress than students 20 years ago. While prior studies have explored student time use and other studies have begun to explore factors influencing student stress, little is known about the relationship between student time use and stress. As more efforts are employed to promote student wellness and better understand student stress, it is imperative to recognize the implications of time as a finite resource. Thus, it is important to understand if and how time use relates to student stress so the two can be better managed.MethodsA mixed methods approach exploring the challenge-hindrance stressor framework was used to collect and analyze student stress and time use. First, second, and third year pharmacy students were invited to participate. Participants completed the Perceived Stress Scale (PSS10), a week-long daily time logging activity, and daily stress questionnaire. After the week-long daily time logging, students participated in a semi-structured focus group. Descriptive statistics were used to analyze quantitative data, and inductive coding along with creation of summary reports were created for the qualitative data.ResultsStudents reported moderate stress on the PSS10, and spending the majority of their time on activities of daily life and academic activities. Students shared that academics, co-curriculars, and working for pay increased their stress, whereas discretionary activities such as socializing and exercising alleviated stress. Finally, students reported feeling overwhelmed due to too little time to complete all necessary activities daily, including limited time to invest in discretionary activities to support their wellbeing.ConclusionsIncreased stress levels among students is a concerning trend that affects students’ mental health and therefore limits their ability to perform to their greatest potential. Better understanding of the relationship between time use and stress is critical to improve the quality of life of students in the health professions. These findings provide critical insight into factors contributing towards student stress that can inform curricular strategies that support wellness within health professions education.

The importance of theory at the Information Systems Journal

The importance of theory at the <i>Information Systems Journal</i>

How technostressors influence job and family satisfaction: Exploring the role of work–family conflict

AbstractRecent developments in information and communication technology have blurred the line between the workplace and the home. This can have a negative influence on employees' well‐being and thus has gained increasing attention from academics and practitioners. In this study, we developed a research model based on the transactional perspective of stress and the challenge–hindrance stressor framework. We defined the two dimensions of work–family conflict as the perceptual stress resulting from a chronic challenge and hindrance technostressors, which ultimately affect employees' satisfaction in both the work and family domains. We tested our model using a three‐wave time‐lagged survey study with data collected from 268 employees. Challenge and hindrance technostressors had different effects on these two main forms of work–family conflict (time‐based and strain‐based) but further induced negative effects on both job and family satisfaction. Overall, we make both scientific and practical contributions to the fields of work‐related technology use and work–family conflict.

Laying the Foundation for the Challenge–Hindrance Stressor Framework 2.0

Although traditional views of workplace stress assume that all job demands have deleterious consequences, research indicates that some job demands may benefit employees. Notably, the Challenge–Hindrance Stressor Framework (CHSF) proposes that, although job demands that constrain, hinder, or thwart personal growth and achievement (hindrance stressors) have negative effects on work-related outcomes, job demands that provide the potential for personal growth and achievement (challenge stressors) have positive effects on these outcomes. Despite the attention generated by the CHSF, several criticisms and limitations hinder the potential of this framework. Thus, this article reviews our current understanding of the CHSF, addresses important criticisms about the nature and effects of challenge and hindrance stressors, and discusses how future research should approach conceptual and methodological challenges to lay the foundation for the next iteration of this framework—CHSF 2.0. Building on this new framework, we discuss some implications for cross-cultural research and for practitioners.

Challenge–hindrance stressor framework and work–family conflict: The moderating effects of individual learning goal orientation.

Challenge–hindrance stressor framework and work–family conflict: The moderating effects of individual learning goal orientation.

Double-edged Sword of Leader Workaholism: Subordinate Cognitive Appraisals and Work Outcomes

Grounded on the challenge-hindrance stressor framework, this study examines how subordinates appraise work stressors, hence shaping their behaviors toward the organization. We especially argue that leader workaholism is a double-edged sword for employees, such that they may appraise leader workaholism as both a challenge and hindrance, and in turn, leader workaholism will be positively associated with organization-directed organizational citizenship behaviors (OCBO) and negatively related with organization-directed counterproductive work behaviors (CWBO), respectively. Further, we contend that prototypical leader traits, namely trait agency and communion, will moderate the positive relationship between leader workaholism and subordinate challenge appraisal, while moderating the positive association between leader workaholism and subordinate hindrance appraisal. Results suggest that leader workaholism has a positive indirect association with subordinate OCBO via subordinate challenge appraisal, while leader workaholism did not have a significant indirect effect on subordinate CWBO. In addition, the indirect relationship between leader workaholism and subordinate OCBO via challenge appraisals was conditional on both leader agency and communion, while the indirect relationship between leader workaholism and subordinate CWBO via hindrance appraisals was moderated by leader communion.

The Curvilinear Impacts of Social Challenge Stressors on Hong Kong and US Nurses’ Job Satisfaction

Drawing on the challenge-hindrance stressor framework and the transactional theory of stress, we examined the curvilinear effects of two emic social challenge stressors (guanxi and participative decision-making; PDM) and the moderating effect of an etic social hindrance stressor (perceived organizational politics; POPs) on Hong Kong and U.S. nurses’ job satisfaction. Based on the responses from 355 Hong Kong nurses and 116 U.S. nurses, we found that while guanxi only has an inverted U-shaped relation on Hong Kong nurses’ job satisfaction, PDM has an inverted U-shaped relation on both Hong Kong and U.S. nurses’ job satisfaction. We also found that Hong Kong nurses experienced the highest job satisfaction when their guanxi and POPs are both high. Implications for theory and practice are also discussed.

Knowledge complexity and team information processing: the mediating role of team learning goal orientation

PurposeDrawing on job demands and resources theory and the challenge-hindrance stressor framework, this study aims to investigate the effect of team knowledge complexity on team information sharing and information searching and examine whether team learning goal orientation mediates these effects.Design/methodology/approachThe authors conducted two studies. Study 1 used a field survey study conducted among 374 employees positioned in 68 new product teams. Study 2 used a three-wave online survey study conducted among 208 leaders to investigate the teams they managed.FindingsThe findings of the two studies reveal that team knowledge complexity has a positive direct effect on team information sharing and information searching. Furthermore, team learning goal orientation mediates these two relationships.Practical implicationsThe findings indicate that team knowledge complexity is generally beneficial for the team information process. Therefore, instead of fearing an increase in the knowledge complexity of the projects, organizations should dare to present challenge demands to team members to enhance their engagement in information processing. Organizations could also pay attention to team member selection during team composition processes. For example, selecting team members with a high level of learning goal orientation is helpful in facilitating team information processing.Originality/valueAlthough previous studies have found that knowledge complexity is beneficial for team output, less is known about how knowledge complexity influences team processes. This study clarifies the relationships between team knowledge complexity, information sharing and information searching and examines team learning goal orientation as a vital mediator.

Stress[ed] out, leisure in: The role of leisure crafting in facilitating entrepreneurs’ work stressor— creativity relationship

Although entrepreneurs' work tends to be highly stressful, it is unclear how specific work stressors influence entrepreneurs' work outcomes. Drawing on the challenge-hindrance stressor framework (CHSF), we examine how both challenge and hindrance stressors influence entrepreneurs' creativity. Additionally, to investigate a more complete view of the entrepreneurial stress process, we integrate the CHSF with theory on leisure crafting to examine how proactively structuring one's leisure might help entrepreneurs deal with stress and maintain creativity. Results from a time-lagged study of 258 entrepreneurs showed that challenge stressors were positively and directly related to entrepreneurs' creativity, whereas hindrance stressors were not. Hindrance stressors increased engagement in leisure crafting, which enhanced creativity, highlighting a positive indirect effect of hindrance stressors on entrepreneurs' creativity. These findings provide generative insights into the nature of stressors and the micro-foundational mechanisms of stress and leisure within entrepreneurship.

The Challenge-Hindrance Stressor Framework: An Integrative Conceptual Review and Path Forward

Research on the topic of stressful workplace demands (stressors) has a long and rich history in psychology and management. Today, the challenge-hindrance stressor framework (CHSF) represents one of the key theoretical models of stress through which scholars understand workplace stressors and their effects on individuals with respect to a broad array of proximal and more distal criteria. Although the CHSF has been used in over two decades of research on issues surrounding the effects of stressors, and despite several meta-analyses which have quantitatively summarized and theoretically extended this work, we lack an integrated picture of how the findings from all this research fits together. This not only thwarts the accumulation of knowledge, but it also masks important issues in need of study and hinders the application of knowledge to improve practice. The purpose of this review is to provide a broad overview of the CHSF, and to facilitate a more cohesive understanding of the literature. The review synthesizes the literature to produce an integrative heuristic, speaks to criticisms of the CHSF in light of research evidence, and presents a road map for future research.

For Better and Worse: How Proactive Personality Alters the Strain Responses to Challenge and Hindrance Stressors

Employees with a proactive personality tend to show exceptional initiative and perseverance, suggesting that they are relatively impervious to stressors. Yet some evidence suggests that proactive personality may exacerbate the effect of stressors on strain. In this study, we clarify these conflicting ideas by systematically distinguishing between different types of chronic work stressors. Integrating the conservation-of-resources model and the challenge–hindrance stressor framework, we suggest that employees with more proactive personalities are especially sensitive to the extent to which chronic work stressors are amenable to their resource investments. Specifically, we hypothesize that, for more proactive employees, challenge stressors (opportunities more amenable to resource investment) lead to less strain (i.e., emotional exhaustion and turnover intentions) but also that hindrance stressors (demands less amenable to proactive expectations of achievement) lead to relatively more strain. We further propose perceived organizational support as a mediator of these interactive effects wherein challenging opportunities are interpreted by proactive employees as particularly indicative of high support and hindering demands as particularly indicative of low support, ultimately leading to lower and higher perceptions of strain, respectively. A three-wave survey of 256 architects generally supports these hypotheses: the effects of challenge stressors on emotional exhaustion and turnover intentions were significantly attenuated and the effects of hindrance stressors on these outcomes were significantly exacerbated for more proactive people. These effects were mediated (partially for exhaustion, fully for turnover intentions) by perceived support. Follow-up analysis demonstrates that this interactive effect extends to turnover behavior 2.5 years later, fully mediated by perceived support.

The impact of a challenging work environment: Do job stressors benefit citizenship behavior of project managers?

Construction project managers are subjected to high levels of job stressors, while extra-role behavior (e.g., citizenship behavior) is simultaneously required of them. We propose the intervening processes of work-related psychological well-being in the path from job stressors to project citizenship behavior and investigate the moderating effect of leader-member exchange on the link between job stressors and well-being (i.e., work engagement and psychological strain). Consistent and competing hypotheses are proposed by integrating the challenge-hindrance stressor framework and the job demands-resources theory. The conceptual model was examined with time-lagged data collected from 236 construction project managers of owners and contractors. Results confirm that hindrance stressors are “bad” stressors because they positively influence psychological strain, whereas challenge stressors are not “good” stressors as expected because they negatively influence work engagement. Further, both challenge and hindrance stressors have a negative indirect relationship with project citizenship behavior via work engagement and psychological strain, highlighting the value of considering project managers’ well-being. Contrary to expectations, the moderating effect of leader-member exchange is not supported. These findings contribute to the research on occupational stressors and project citizenship behavior, as well as the link between them.

Asking How to Fish vs. Asking for Fish: An Investigation of Different Help-Seeking Behaviors

In the modern workplace, it is virtually impossible to succeed without seeking any help from others. Despite its widely recognized importance, help-seeking has rarely been explored in the organization literature. Specifically, it is unclear from the existing literature whether and how various work-related demands drive employees’ help-seeking and whether seeking help always benefits employees in need. Our research model integrates the challenge-hindrance stressor framework and the dual-type view of help-seeking (i.e., autonomous and dependent help-seeking) to test the situational and structural workplace antecedents that determine different types of help-seeking, and examine their differential intrapersonal and interpersonal consequences that eventually impact job performance. Evidence from a time-lagged, multi-sourced, and team-based field study showed that challenge stressors at work increased employees’ autonomous help-seeking while hindrance stressors increased dependent help-seeking. Moreover, when employees occupied more central positions in their team workflow network, the effect of hindrance stressors on dependent help-seeking became stronger. Finally, autonomous help-seekers benefited from more positive job performance ratings from team supervisors through increased team-based self-esteem, whereas dependent help-seeking hurt help-seekers’ job performance via decreasing their perceived competence by teammates. Theoretical and practical implications were discussed.

The impact of workplace stressors on exhaustion and work engagement in policing

This paper uses the challenge-hindrance stressor framework to examine the impact of challenge and hindrance stressors on police officer and staff well-being. Results of two studies conducted in English police forces demonstrate that challenge stressors relate positively to the effort and enthusiasm individuals invest into their work. Findings also indicate that while challenge stressors are positively associated with exhaustion cross-sectionally (Study 1, N = 469), they do not impact exhaustion over time (Study 2, N = 823). Conversely, hindrance stressors cause exhaustion in the long-term and are negatively associated with work engagement cross-sectionally. Implications for theory and practice are discussed.

Challenge-hindrance stressors and cyberloafing: A perspective of resource conservation versus resource acquisition

Previous research implies a positive relationship between job stressors and cyberloafing, but that may be half the story. Under the challenge-hindrance stressors framework and conservation of resources theory, we propose that the impact of stressors on cyberloafing depends on the nature of stressors that employees encountered. Using a sample of 498 employees from various fields, we tested a conceptual model in which challenge stressors and hindrance stressors have differential effects on cyberloafing through resilience and emotional exhaustion separately. The results revealed that challenge stressors have a negative direct effect on cyberloafing, whereas hindrance stressors have a positive direct effect. Both two types of stressors have positive indirect effects on cyberloafing through emotional exhaustion. However, even though challenge stressors were positively related to resilience and hindrance stressors were negatively related to resilience, our data did support the mediating role of resilience between job stressors and cyberloafing. Theoretical and practical implications are discussed.