Extending the challenge-hindrance model of occupational stress: The role of appraisal
TL;DR: This article tested the assumptions made in past research (1) that workload and responsibility are appraised as challenges and role ambiguity and role conflict are assessed as hindrances, and (2) these appraisals mediate the relationship between stressors and outcomes (i.e., strains, job dissatisfaction, and turnover intentions).
About: This article is published in Journal of Vocational Behavior.The article was published on 2011-10-01 and is currently open access. It has received 416 citations till now. The article focuses on the topics: Role conflict & Occupational stress.
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TL;DR: Evidence for the buffering role of various job resources on the impact ofVarious job demands on burnout is provided and the future of the JD-R theory is looked at.
Abstract: The job demands-resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning. (PsycINFO Database Record
2,309 citations
TL;DR: In this paper, a selective review of research on learning that occurs in many different forms and at the individual, team, and organizational levels is presented, organized around five themes: thinking differently about learning, reconsidering the form and design of learning, facilitating learning in the workplace, expanding the scope of learning outcomes, and improving methodology in learning research.
Abstract: Human capital resources are key for organizations to gain a competitive advantage. Learning based on formal training and development programs, informal learning, and knowledge sharing influences the development of human capital resources. This article provides a selective review of research on learning that occurs in many different forms and at the individual, team, and organizational levels. It is organized around five themes—thinking differently about learning, reconsidering the form and design of learning, facilitating learning in the workplace, expanding the scope of learning outcomes, and improving methodology in learning research. These themes provide a framework for understanding how learning can contribute to the development of human capital resources and organizations’ competitive advantage. For each theme, relevant research is reviewed, and limitations and future research directions are provided.
279 citations
TL;DR: The results suggest that job control and both sources of social support should be treated independently, as opposed to indicators of a shared latent factor, in terms of their prediction of well-being and job demands.
Abstract: The job demands-control-support model (DCS; Karasek, 1979) is an influential theory for understanding how work characteristics relate to employee well-being, health, and performance. However, previous research has largely neglected theory-building regarding the interrelationships between job demands, control, and support. We remedy such theoretical underdevelopment by reviewing and integrating theory on the relationships between demands, control, and support to develop five hypotheses. We test our hypotheses within a meta-analytic framework using a set of 106 studies. Our results show negative demands-supervisor support and demands-coworker support relationships, but no significant demand-control relationship. Our findings also indicate positive control-supervisor support and control-coworker support relationships. Using the meta-analytic effect sizes, we also estimate two competing structural equation models intended to discern which theoretical model using DCS work characteristics to predict occupational strain and well-being is more consistent with our data. Our results suggest that job control and both sources of social support should be treated independently, as opposed to indicators of a shared latent factor, in terms of their prediction of well-being and job demands. Our study offers support for the usefulness of the DCS and more modern conceptualizations of the working environment in understanding the employee work experience and for predicting important work outcomes. (
222 citations
TL;DR: Overall, this study shows that challenge stressors have a positive total effect on learning but nototal effect on vitality, and calls for a finer distinction between the two components of thriving at work in future research.
Abstract: In the conceptualization of thriving at work, it is emphasized that employees' learning and vitality are two equally important components of thriving and that thriving is facilitated by contextual features and available resources. In this study, we examined the effects of two challenge stressors (time pressure and learning demands) on thriving at work. Based on the literature on challenge and hindrance stressors, we proposed that challenge stressors positively affect learning and negatively affect vitality. To uncover underlying mechanisms, we measured challenge appraisal and hindrance appraisal of work situations in a diary study. A sample of 124 knowledge workers responded to three daily surveys (before the lunch break, during the afternoon, and at the end of the workday) for a period of five workdays. Results indicate that the indirect effects of learning demands and time pressure on learning are mediated by challenge appraisal, whereas indirect effects of learning demands on vitality are mediated by hindrance appraisal. Overall, our study shows that challenge stressors have a positive total effect on learning but no total effect on vitality. These differential relationships call for a finer distinction between the two components of thriving at work in future research.
211 citations
Cites background from "Extending the challenge-hindrance m..."
...Empirical research measuring cognitive appraisals directly from research participants showed that cognitive appraisals are able to explain the effects of job stressors on work outcomes (e.g., Webster et al., 2011)....
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TL;DR: In this article, the authors explored the effect of time pressure (a prototypical challenge stressor) on a general well-being variable (positive attitude towards life; PAL) and found that the negative and the positive effects of challenge stressors may refer to wellbeing.
195 citations
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Abstract: Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
52,531 citations
Book•
01 Jan 1974
TL;DR: In this paper, the authors present a detailed theory of psychological stress, building on the concepts of cognitive appraisal and coping, which have become major themes of theory and investigation in psychology.
Abstract: Here is a monumental work that continues in the tradition pioneered by co-author Richard Lazarus in his classic book Psychological Stress and the Coping Process. Dr. Lazarus and his collaborator, Dr. Susan Folkman, present here a detailed theory of psychological stress, building on the concepts of cognitive appraisal and coping which have become major themes of theory and investigation. As an integrative theoretical analysis, this volume pulls together two decades of research and thought on issues in behavioral medicine, emotion, stress management, treatment, and life span development. A selective review of the most pertinent literature is included in each chapter. The total reference listing for the book extends to 60 pages. This work is necessarily multidisciplinary, reflecting the many dimensions of stress-related problems and their situation within a complex social context. While the emphasis is on psychological aspects of stress, the book is oriented towards professionals in various disciplines, as well as advanced students and educated laypersons. The intended audience ranges from psychiatrists, clinical psychologists, nurses, and social workers to sociologists, anthropologists, medical researchers, and physiologists.
37,447 citations
"Extending the challenge-hindrance m..." refers background in this paper
...It is also important to note challenge and hindrance appraisals are not necessarily mutually exclusive; thus, an individual can appraise a situation as being both a challenge and a hindrance simultaneously (Lazarus & Folkman, 1984)....
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...One well-known appraisal approach from the more general stress literature is the transactional theory of stress (Lazarus & Folkman, 1984), which argues that environmental conditions (stressors) are not the direct precipitating cause of a stress reaction, but rather it is the person's appraisal of…...
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...The challenge-hindrance occupational stress model draws heavily from the transactional theory of stress found in the more general (non-work) stress literature (Lazarus & Folkman, 1984)....
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...…mastery, and growth are referred to as challenge appraisals, whereas those that are perceived as having only the potential to threaten one's well-being by thwarting the attainment of goals and development are referred to as hindrance appraisals (Lazarus & Folkman, 1984; Skinner & Brewer, 2002)....
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TL;DR: In this paper, the authors provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development, and present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests.
Abstract: In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
34,720 citations
10,664 citations
TL;DR: A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals as discussed by the authors, and three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment.
Abstract: A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals. Three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment. Various psychometric analyses showed that the scale has both high reliability and validity as a measure of burnout.
10,212 citations