EFFECT OF CHALLENGE – HINDRANCE STRESS MODEL ON EMPLOYEE ENGAGEMENT

Abstract

The aim of this study is to find the association among hindrance model of stress and employee engagement. This study helps to find the role of psychological capital in relationship between challenge stress, hindrance stress and employee engagement. Survey has shown 92% response rate after distributing 300 questionnaires; out of which 277 were functional. This study suggested that psychological capital facilitates employees to agree to challenge stressor and increase work engagement. Research will help to identify remedies for stress but it does not illustrate utility of diagnosing stressors. Implications for managers are that they should try to reduce hindrance stressors as they will not result in positive outcomes; however to some extent all type of stressors are fine at workplace. Conversely manager may reduce the challenge stressors to reduce the related strains.