Department of Psychology.
J Occup Health Psychol. 2021 Jun;26(3):204-223. doi: 10.1037/ocp0000214. Epub 2021 Mar 11.
In an effort to coalesce current occupational stress and organizational change research, the present article examines the lagged effects of challenge stressors on employee strain and well-being using panel data from two different studies. Guided by the theoretical assumptions underlying the challenge-hindrance stressor framework, we assumed that time pressure and concentration demands are challenge stressors for employees who are not confronted with significant personal or organizational change. Data from a first study ( = 394) showed that both stressors had positive lagged effects on professional efficacy but not on emotional exhaustion. By contrast, we expected that the effects on professional efficacy are lower for employees facing change. Given that organizational change requires high resource investment, we hypothesized that stressor effects depend on constraints for successful coping. Therefore, ambiguity intolerance and procrastination were considered to be moderators. Using a time-lagged quasi-experimental design (change group: = 140; control group: = 257), data showed that challenge stressors had positive effects on emotional exhaustion in both groups, but only positive effects on professional efficacy in the control group. Moderator analyses for the change group revealed that time pressure and concentration demands had positive effects on professional efficacy when employees were high in ambiguity tolerance and low in procrastination and negative effects when employees were low in ambiguity tolerance and high in procrastination. Overall, we provide support for the positive effects of challenge stressors over time and emphasize the role of coping capabilities in the context of organizational change. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
为了整合当前职业压力和组织变革研究，本文使用来自两项不同研究的面板数据，考察了挑战性压力源对员工紧张和幸福感的滞后影响。基于挑战-阻碍压力源框架的理论假设，我们假设时间压力和专注需求是对没有面临重大个人或组织变革的员工的挑战压力源。第一项研究的数据（n=394）表明，这两种压力源对专业效能均有正向的滞后影响，但对情绪耗竭没有影响。相比之下，我们预计对于面临变革的员工，这些压力源对专业效能的影响较低。由于组织变革需要大量资源投入，我们假设压力源的影响取决于成功应对的限制因素。因此，我们认为模糊容忍度和拖延是调节因素。使用时间滞后的准实验设计（变革组：n=140；控制组：n=257），数据表明，在两个组中，挑战性压力源对情绪耗竭均有正向影响，但仅对控制组的专业效能有正向影响。对变革组的调节分析表明，当员工的模糊容忍度高且拖延程度低时，时间压力和专注需求对专业效能有正向影响；而当员工的模糊容忍度低且拖延程度高时，时间压力和专注需求对专业效能有负向影响。总体而言，我们为挑战压力源的积极影响提供了支持，并强调了在组织变革背景下应对能力的作用。（PsycInfo 数据库记录（c）2021 APA，保留所有权利）。
