Research Article
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JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET

Year 2019, Volume: 6 Issue: 1, 35 - 45, 30.03.2019
https://doi.org/10.17261/Pressacademia.2019.1020

Abstract

Purpose - Job stress is widely concern to academic researcher and practitioner, work stress may affect employee attitudes and physical and mental health. We proposed that person’s appraisal plays a critical role in the stress process, although the nature of job stress is sometimes to make people grow, sometimes make people shrink, but we believe that individual perception of stressors is the key factor affecting the follow-up behaviors. This study examines the moderated effect of stress mindset on the indirect relationship between job stressors and job performance mediated by job satisfaction. We integrated the transactional theory of stress and the concept of stress mindset, try to provide another explanation of boundary condition for the ambiguous results in the relation between stressors and job satisfaction.

Methodology - Research participants were general employees and their supervisors, data were collected from 487 employees from the different occupation in Taiwan, including trading company, restaurants, travel agency, bank, salesperson and staff of gas station and train station. Statistical analyses using SPSS and Mplus for model testing, the results show that there exists a moderated mediation effect. For measurement model of stress mindset, we conducted two-factor CFA to examine whether the eight items were loaded onto two factor. The result indicated that the data fit the two-factor model better than one-factor model. For structure model of research framework, the results supporting the independence of the six focal constructs, results indicated that the six-factor model fit the data better than the other models.

Findings - First, our results suggested that job sastisfaction mediated the positive relationship between challenge stressors and job performance, also mediated the negative relationship between hindrance stressors and job performance. Second, the positive relationship between challenge stressors and outcomes stronger when negative stress mindset is low, and negative relationship between hindrance stressors and outcomes weaker when positive stress mindset is high.

Conclusion - This study integrates the transactional theory of stress and the concept of stress mindset to investigate the moderating mediation model. Our findings reveal that individual’s different stress mindset of stressors plays a critical moderating role during the process of pursuit working goal. Once individual hold a negative stress mindset, the positive mediation will become weaker; reversely, holding a positive stress mindset can help the negative mediation become weaker. Based on the research findings, implications and suggestions for theoretical and practical implication are discussed.

References

  • Atkinson, W. (2004). Stress: Risk management's most serious challenge? Risk Management, 51(6), 20-26.
  • Bodenmann, G., Meuwly, N., Bradbury, T. N., Gmelch, S., Ledermann, T. (2010). Stress, anger, and verbal aggression in intimate relationships: Moderating effects of individual and dyadic coping. Journal of Social and Personal Relationships, 27(3), 408-424.
  • Boswell, W. R., Olson-Buchanan, J. B., LePine, M. A. (2004). Relations between stress and work outcomes: The role of felt challenge, job control, and psychological strain. Journal of Vocational Behavior, 64(1), 165-181. doi:10.1016/S0001-8791(03)00049-6
  • Camman, C., Fichman, M., Jenkins, D., Klesh, J. (1979). The Michigan organizational assessment questionnaire. University of Michigan. Ann Arbor, MI.
  • Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., Boudreau, J. W. (2000). An empirical examination of self-reported work stress among U.S. managers. Journal of Applied Psychology, 85(1), 65-74. doi:10.1037//0021-9010.85.1.65
  • Cooper, C. L., Dewe, P., O’Driscoll, M. P. (2001). Organizational stress: A review and critique of theory, research and applications: SAGE Publications, Inc.
  • Crawford, E. R., LePine, J. A., Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834-848.
  • Crum, A. J., Salovey, P., Achor, S. (2013). Rethinking stress: The role of mindsets in determining the stress response. Journal of Personality and Social Psychology, 104(4), 716-733. doi:10.1037/a0031201
  • Dweck, C. S. (2008). Can personality be changed? The role of beliefs in personality and change. Current Directions in Psychological Science, 17(6), 391-394. doi:10.1111/j.1467-8721.2008.00612.x
  • Floyd, F. J., Widaman, K. F. (1995). Factor analysis in the development and refinement of clinical assessment instruments. Psychological Assessment, 7(3), 286-299.
  • Fried, Y., Shirom, A., Gilboa, S., Cooper, C. L. (2008). The mediating effects of job satisfaction and propensity to leave on role stress-job performance relationships: Combining meta-analysis and structural equation modeling. International Journal of Stress Management, 15(4), 305-328.
  • Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity. Oxford, England: John Wiley.
  • Lazarus, R. S., Folkman, S. (1984). Stress, appraisal, and coping. New York: Springer Publishing Company.
  • Lazarus, R. S., Folkman, S. (1986). Cognitive theories of stress and the issue of circularity. In M. H. Appley & R. Trumbull (Eds.), Dynamics of Stress: Physiological, Psychological and Social Perspectives (pp. 63-80). Boston, MA: Springer US.
  • LePine, J. A., LePine, M. A., Jackson, C. L. (2004). Challenge and hindrance stress: Relationships with exhaustion, motivation to learn, and learning performance. Journal of Applied Psychology, 89(5), 883-891. doi:10.1037/0021-9010.89.5.883
  • LePine, J. A., Podsakoff, N. P., LePine, M. A. (2005). A meta-analytic test of the challenge stressor–hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48(5), 764-775. doi:10.5465/amj.2005.18803921
  • Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297-1343). Chicago, IL: Rand McNally.
  • McEwen, B. S., Seeman, T. (1999). Protective and damaging effects of mediators of stress: Elaborating and testing the concepts of allostasis and allostatic load. Annals of the New York Academy of Sciences, 896(1), 30-47. doi:10.1111/j.1749-6632.1999.tb08103.x
  • Nasir, N., Khan, S., Nasir, S. (2017). Workplace stressors and job performance: The hypothesized mediating role of job satisfaction incase of higher educational sector of pakistan. International Journal of Engineering Sciences & Research Technology, 6(2), 609-623.
  • Pearsall, M. J., Ellis, A. P. J., Stein, J. H. (2009). Coping with challenge and hindrance stressors in teams: Behavioral, cognitive, and affective outcomes. Organizational Behavior and Human Decision Processes, 109(1), 18-28. doi:10.1016/j.obhdp.2009.02.002
  • Podsakoff, N. P., LePine, J. A., LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis. Journal of Applied Psychology, 92(2), 438-454. doi:10.1037/0021-9010.92.2.438
  • Rodell, J. B., Judge, T. A. (2009). Can “good” stressors spark “bad” behaviors? The mediating role of emotions in links of challenge and hindrance stressors with citizenship and counterproductive behaviors. Journal of Applied Psychology, 94(6), 1438-1451.
  • Schwabe, L., Wolf, O. T. (2010). Learning under stress impairs memory formation. Neurobiol Learn Mem, 93(2), 183-188. doi:10.1016/j.nlm.2009.09.009
  • Selye, H. (1982). History and present status of the stress concept. In L. Goldberger & S. Breznitz (Eds.), Handbook of stress: Theoretical and clinical aspects (pp. 7-17). New York: Free Press.
  • Viswesvaran, C., Ones, D. S., Schmidt, F. L. (1996). Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology, 81(5), 557-574.
  • Vroom, V. H. (1964). Work and motivation. New York: Wiley.
  • Wallace, J. C., Edwards, B. D., Arnold, T., Frazier, M. L., Finch, D. M. (2009). Work stressors, role-based performance, and the moderating influence of organizational support. Journal of Applied Psychology, 94(1), 254-262. doi:10.1037/a0013090
  • Webster, J. R., Beehr, T. A., Christiansen, N. D. (2010). Toward a better understanding of the effects of hindrance and challenge stressors on work behavior. Journal of Vocational Behavior, 76(1), 68-77. doi:10.1016/j.jvb.2009.06.012
  • Webster, J. R., Beehr, T. A., Love, K. (2011). Extending the challenge-hindrance model of occupational stress: The role of appraisal. Journal of Vocational Behavior, 79(2), 505-516. doi:10.1016/j.jvb.2011.02.001.
  • Zhang, Y., LePine, J. A., Buckman, B. R., Wei, F. (2014). It's not fair … or is it? The role of justice and leadership in explaining work stressor–job performance relationships. Academy of Management Journal, 57(3), 675-697. doi:10.5465/amj.2011.1110.
Year 2019, Volume: 6 Issue: 1, 35 - 45, 30.03.2019
https://doi.org/10.17261/Pressacademia.2019.1020

Abstract

References

  • Atkinson, W. (2004). Stress: Risk management's most serious challenge? Risk Management, 51(6), 20-26.
  • Bodenmann, G., Meuwly, N., Bradbury, T. N., Gmelch, S., Ledermann, T. (2010). Stress, anger, and verbal aggression in intimate relationships: Moderating effects of individual and dyadic coping. Journal of Social and Personal Relationships, 27(3), 408-424.
  • Boswell, W. R., Olson-Buchanan, J. B., LePine, M. A. (2004). Relations between stress and work outcomes: The role of felt challenge, job control, and psychological strain. Journal of Vocational Behavior, 64(1), 165-181. doi:10.1016/S0001-8791(03)00049-6
  • Camman, C., Fichman, M., Jenkins, D., Klesh, J. (1979). The Michigan organizational assessment questionnaire. University of Michigan. Ann Arbor, MI.
  • Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., Boudreau, J. W. (2000). An empirical examination of self-reported work stress among U.S. managers. Journal of Applied Psychology, 85(1), 65-74. doi:10.1037//0021-9010.85.1.65
  • Cooper, C. L., Dewe, P., O’Driscoll, M. P. (2001). Organizational stress: A review and critique of theory, research and applications: SAGE Publications, Inc.
  • Crawford, E. R., LePine, J. A., Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834-848.
  • Crum, A. J., Salovey, P., Achor, S. (2013). Rethinking stress: The role of mindsets in determining the stress response. Journal of Personality and Social Psychology, 104(4), 716-733. doi:10.1037/a0031201
  • Dweck, C. S. (2008). Can personality be changed? The role of beliefs in personality and change. Current Directions in Psychological Science, 17(6), 391-394. doi:10.1111/j.1467-8721.2008.00612.x
  • Floyd, F. J., Widaman, K. F. (1995). Factor analysis in the development and refinement of clinical assessment instruments. Psychological Assessment, 7(3), 286-299.
  • Fried, Y., Shirom, A., Gilboa, S., Cooper, C. L. (2008). The mediating effects of job satisfaction and propensity to leave on role stress-job performance relationships: Combining meta-analysis and structural equation modeling. International Journal of Stress Management, 15(4), 305-328.
  • Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity. Oxford, England: John Wiley.
  • Lazarus, R. S., Folkman, S. (1984). Stress, appraisal, and coping. New York: Springer Publishing Company.
  • Lazarus, R. S., Folkman, S. (1986). Cognitive theories of stress and the issue of circularity. In M. H. Appley & R. Trumbull (Eds.), Dynamics of Stress: Physiological, Psychological and Social Perspectives (pp. 63-80). Boston, MA: Springer US.
  • LePine, J. A., LePine, M. A., Jackson, C. L. (2004). Challenge and hindrance stress: Relationships with exhaustion, motivation to learn, and learning performance. Journal of Applied Psychology, 89(5), 883-891. doi:10.1037/0021-9010.89.5.883
  • LePine, J. A., Podsakoff, N. P., LePine, M. A. (2005). A meta-analytic test of the challenge stressor–hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48(5), 764-775. doi:10.5465/amj.2005.18803921
  • Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297-1343). Chicago, IL: Rand McNally.
  • McEwen, B. S., Seeman, T. (1999). Protective and damaging effects of mediators of stress: Elaborating and testing the concepts of allostasis and allostatic load. Annals of the New York Academy of Sciences, 896(1), 30-47. doi:10.1111/j.1749-6632.1999.tb08103.x
  • Nasir, N., Khan, S., Nasir, S. (2017). Workplace stressors and job performance: The hypothesized mediating role of job satisfaction incase of higher educational sector of pakistan. International Journal of Engineering Sciences & Research Technology, 6(2), 609-623.
  • Pearsall, M. J., Ellis, A. P. J., Stein, J. H. (2009). Coping with challenge and hindrance stressors in teams: Behavioral, cognitive, and affective outcomes. Organizational Behavior and Human Decision Processes, 109(1), 18-28. doi:10.1016/j.obhdp.2009.02.002
  • Podsakoff, N. P., LePine, J. A., LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis. Journal of Applied Psychology, 92(2), 438-454. doi:10.1037/0021-9010.92.2.438
  • Rodell, J. B., Judge, T. A. (2009). Can “good” stressors spark “bad” behaviors? The mediating role of emotions in links of challenge and hindrance stressors with citizenship and counterproductive behaviors. Journal of Applied Psychology, 94(6), 1438-1451.
  • Schwabe, L., Wolf, O. T. (2010). Learning under stress impairs memory formation. Neurobiol Learn Mem, 93(2), 183-188. doi:10.1016/j.nlm.2009.09.009
  • Selye, H. (1982). History and present status of the stress concept. In L. Goldberger & S. Breznitz (Eds.), Handbook of stress: Theoretical and clinical aspects (pp. 7-17). New York: Free Press.
  • Viswesvaran, C., Ones, D. S., Schmidt, F. L. (1996). Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology, 81(5), 557-574.
  • Vroom, V. H. (1964). Work and motivation. New York: Wiley.
  • Wallace, J. C., Edwards, B. D., Arnold, T., Frazier, M. L., Finch, D. M. (2009). Work stressors, role-based performance, and the moderating influence of organizational support. Journal of Applied Psychology, 94(1), 254-262. doi:10.1037/a0013090
  • Webster, J. R., Beehr, T. A., Christiansen, N. D. (2010). Toward a better understanding of the effects of hindrance and challenge stressors on work behavior. Journal of Vocational Behavior, 76(1), 68-77. doi:10.1016/j.jvb.2009.06.012
  • Webster, J. R., Beehr, T. A., Love, K. (2011). Extending the challenge-hindrance model of occupational stress: The role of appraisal. Journal of Vocational Behavior, 79(2), 505-516. doi:10.1016/j.jvb.2011.02.001.
  • Zhang, Y., LePine, J. A., Buckman, B. R., Wei, F. (2014). It's not fair … or is it? The role of justice and leadership in explaining work stressor–job performance relationships. Academy of Management Journal, 57(3), 675-697. doi:10.5465/amj.2011.1110.
There are 30 citations in total.

Details

Primary Language English
Subjects Library and Information Studies, Other Fields of Education, Labor Economics, Ethics, Behaviour-Personality Assessment in Psychology, Business Administration
Journal Section Articles
Authors

Hsiao-ling Chen This is me

Shih-chieh Fang This is me 0000-0001-5006-8677

Publication Date March 30, 2019
Published in Issue Year 2019 Volume: 6 Issue: 1

Cite

APA Chen, H.-l., & Fang, S.-c. (2019). JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET. Research Journal of Business and Management, 6(1), 35-45. https://doi.org/10.17261/Pressacademia.2019.1020
AMA Chen Hl, Fang Sc. JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET. RJBM. March 2019;6(1):35-45. doi:10.17261/Pressacademia.2019.1020
Chicago Chen, Hsiao-ling, and Shih-chieh Fang. “JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET”. Research Journal of Business and Management 6, no. 1 (March 2019): 35-45. https://doi.org/10.17261/Pressacademia.2019.1020.
EndNote Chen H-l, Fang S-c (March 1, 2019) JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET. Research Journal of Business and Management 6 1 35–45.
IEEE H.-l. Chen and S.-c. Fang, “JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET”, RJBM, vol. 6, no. 1, pp. 35–45, 2019, doi: 10.17261/Pressacademia.2019.1020.
ISNAD Chen, Hsiao-ling - Fang, Shih-chieh. “JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET”. Research Journal of Business and Management 6/1 (March 2019), 35-45. https://doi.org/10.17261/Pressacademia.2019.1020.
JAMA Chen H-l, Fang S-c. JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET. RJBM. 2019;6:35–45.
MLA Chen, Hsiao-ling and Shih-chieh Fang. “JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET”. Research Journal of Business and Management, vol. 6, no. 1, 2019, pp. 35-45, doi:10.17261/Pressacademia.2019.1020.
Vancouver Chen H-l, Fang S-c. JOB STRESSORS AND JOB PERFORMANCE: MODELING OF MODERATING MEDIATION EFFECTS OF STRESS MINDSET. RJBM. 2019;6(1):35-4.

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