A Meta-Analytic Test of the Challenge Stressor–Hindrance Stressor Framework: An Explanation for Inconsistent Relationships Among Stressors and Performance

By Jeffrey LePine, Nathan P. Podsakoff, Marcie A. LePine. 2005

2,341 citations recorded by the source corpus.

Subfields: Clinical Psychology, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3cb870f5cd88c1084a7907e1e37b32f8b7356d7a

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In Clinical Psychology

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Challenging, Hindering Job Demands and Psychological Well-Being: The Mediating Role of Stress-Related Presenteeism (2021, background): “This conceptualization of job demands as being hindering as well as challenge is based on the challenge-hindrance framework by Lepine et al. (2005).”
The influence of future time perspective on work engagement and job performance: the role of job crafting (2017, neutral): “…employees may make to balance their job demands (i.e., all aspects of the job that require sustained physical and/or psychological effort or skills; LePine, Podsakoff, & LePine, 2005) and job resources (i.e., those aspects of the job that are functional in achieving work goals, or stimulate…”
Successful aging at work: A process model to guide future research and practice (2020, background): “On the other hand, challenging as opposed to hindering job demands, such as workload and time pressure, can also trigger self-regulation behavior (Lepine et al., 2005; Ohly & Fritz, 2010).”
Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout (2020, background): “How does a fulfilling and meaningful job turn into a demanding and worrying experience? Job stress may be the consequence of repetitive work activities, work pressure, bureaucracy, or role conflicts (LePine et al., 2005).”
Stress Processes: An Essential Ingredient in the Entrepreneurial Process (2018, background): “…classical stressor-strain-outcome models follow the above reasoning and predict that strain is harmful to performance, because it can, for example, limit a person’s regulation capacity and the ability to influence the environment and process information (Koeske & Koeske, 1993; Lepine et al., 2005).”
The impact of job crafting on job demands, job resources, and well-being. (2013, background): “Conversely, hindering job demands are considered stressful because they unnecessarily thwart personal growth and goal attainment and hinder optimal functioning (LePine et al., 2005).”
Challenge versus hindrance job demands and well‐being: A diary study on the moderating role of job resources. (2015, methodology): “Building uponprevious research findingswithin JD–R theory (Bakker&Demerouti, 2014) and the challenge-hindrance stressor framework (LePine et al., 2005), themain aim of the present study was twofold.”