Challenging challenge and hindrance appraisals

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED

Work and Stress Pub Date : 2022-10-13 DOI:10.1080/02678373.2022.2129513

Sharon Glazer, A. Ion

{"title":"Challenging challenge and hindrance appraisals","authors":"Sharon Glazer, A. Ion","doi":"10.1080/02678373.2022.2129513","DOIUrl":null,"url":null,"abstract":"ABSTRACT This study extends earlier works that focused on stressor appraisals (stressor as challenge and stressor as hindrance) as mediators of stressors and psychological strains. We also tested whether psychological strains would then affect organisational outcomes. Survey data were gathered from a general sample of 237 full-time employees at three time points. The first time was a screener survey to ensure the study represented full-time working adults. After the screening survey, data on both predictor and criteria were gathered two more times. Time 1 reflects data gathered on role stressors (overload and conflict), appraisals (challenge and hindrance), and psychological strains (anxiety and tedium). Time 2 also included a set of measures targeted toward organisational attitudes (affective organisational commitment, job satisfaction) and outcome (turnover intention). Drawing from the transactional model of stress, we tested a structural equations model to the data and found that stressor appraisals did not mediate the stressor-psychological strain outcome. However, consistent with prior research, psychological strains did mediate the relationship between stressors and organisational outcomes and across all models, psychological strains measured at T1 had the highest goodness of fit. These findings suggest that self-appraisal may not be sufficient to explain the causal mechanism linking stressors to outcomes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"299 - 324"},"PeriodicalIF":5.6000,"publicationDate":"2022-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Work and Stress","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1080/02678373.2022.2129513","RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}

引用次数: 0

Abstract

ABSTRACT This study extends earlier works that focused on stressor appraisals (stressor as challenge and stressor as hindrance) as mediators of stressors and psychological strains. We also tested whether psychological strains would then affect organisational outcomes. Survey data were gathered from a general sample of 237 full-time employees at three time points. The first time was a screener survey to ensure the study represented full-time working adults. After the screening survey, data on both predictor and criteria were gathered two more times. Time 1 reflects data gathered on role stressors (overload and conflict), appraisals (challenge and hindrance), and psychological strains (anxiety and tedium). Time 2 also included a set of measures targeted toward organisational attitudes (affective organisational commitment, job satisfaction) and outcome (turnover intention). Drawing from the transactional model of stress, we tested a structural equations model to the data and found that stressor appraisals did not mediate the stressor-psychological strain outcome. However, consistent with prior research, psychological strains did mediate the relationship between stressors and organisational outcomes and across all models, psychological strains measured at T1 had the highest goodness of fit. These findings suggest that self-appraisal may not be sufficient to explain the causal mechanism linking stressors to outcomes.

查看原文本刊更多论文

具有挑战性的挑战和障碍评估

摘要本研究扩展了早期关注压力源评估的工作（压力源作为挑战，压力源作为障碍），作为压力源和心理压力的媒介。我们还测试了心理压力是否会影响组织结果。调查数据是从三个时间点的237名全职员工的总体样本中收集的。第一次是一项筛查调查，以确保该研究代表全职工作的成年人。筛查调查后，又收集了两次关于预测因素和标准的数据。时间1反映了收集到的关于角色压力源（过载和冲突）、评估（挑战和阻碍）和心理压力（焦虑和乏味）的数据。时间2还包括一组针对组织态度（情感组织承诺、工作满意度）和结果（离职意向）的指标。根据压力的交易模型，我们对数据进行了结构方程模型测试，发现压力源评估并不能调节压力源的心理压力结果。然而，与先前的研究一致，心理压力确实介导了压力源和组织结果之间的关系，在所有模型中，在T1测量的心理压力具有最高的拟合优度。这些发现表明，自我评价可能不足以解释将压力源与结果联系起来的因果机制。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Work and Stress PSYCHOLOGY, APPLIED-

CiteScore

11.70

自引率

3.30%

发文量

期刊介绍： Work & Stress is an international, multidisciplinary quarterly presenting high-quality papers concerned with the psychological, social and organizational aspects of occupational health and well-being, and stress and safety management. It is published in association with the European Academy of Occupational Health Psychology. The journal publishes empirical reports, scholarly reviews and theoretical papers. It is directed at occupational health psychologists, work and organizational psychologists, those involved with organizational development, and all concerned with the interplay of work, health and organisations. Research published in Work & Stress relates psychologically salient features of the work environment to their psychological, behavioural and health consequences, focusing on the underlying psychological processes. The journal has become a natural home for research on the work-family interface, social relations at work (including topics such as bullying and conflict at work, leadership and organizational support), workplace interventions and reorganizations, and dimensions and outcomes of worker stress and well-being. Such dimensions and outcomes, both positive and negative, include stress, burnout, sickness absence, work motivation, work engagement and work performance. Of course, submissions addressing other topics in occupational health psychology are also welcomed.