An empirical examination of self-reported work stress among U.S. managers.

By Marcie A. Cavanaugh, W. Boswell, M. Roehling, John W. Boudreau. Journal of Applied Psychology, 2000

2,083 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/626c9dbce3154e001994bd0d5180463677cb07d4

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Speaking Up at Work: The Role of Perceived Organizational Support in Explaining the Relationship Between Perceptions of Organizational Politics and Voice Behavior (2020, background): “Being in a political environment can be considered a demand on one’s resources as political environments are associated with being a hindrance stressor (Cavanaugh et al., 2000), which is related to job strains (Chang et al.”
Navigating Uncharted Waters (2015, background): “…psychological stress and prompting them to take steps to conserve resources, or they will understand the demand to be an opportunity that can be overcome and will engage in meeting the demand, thereby enabling the acquisition of other resources (Cavanaugh et al., 2000; Halbesleben et al., 2014).”
Thriving on demand: Challenging work results in employee flourishing through appraisals and resources. (2020, positive): “The present study focuses on three supposedly challenging demands (Cavanaugh et al., 2000): high workload, responsibility, and learning demands.”
The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018, background): “Because job insecurity is a kind of hindrance stressor (Cavanaugh, Boswell, Roehling, & Boudreau, 2000), individuals who experience it would feel strained and impaired in their work (Cavanaugh et al., 2000), and may eventually exhibit lessOCB andmoreCWB.”
Perceptions of Adverse Work Conditions and Innovative Behavior: The Buffering Roles of Relational Resources (2016, background): “…that self-serving behaviors define organizational decisions, they experience high levels of stress, related to their fear that such behaviors will undermine their ability to undertake their daily activities successfully (Cavanaugh et al., 2000; Chang, Rosen, & Levy, 2009; Crawford et al., 2010).”
A Meta-Analytic Test of the Challenge Stressor–Hindrance Stressor Framework: An Explanation for Inconsistent Relationships Among Stressors and Performance (2005, methodology): “We then categorized stressor measures on the basis of how their content mapped onto items included in the previously validated challenge stressor– hindrance stressor measures (Cavanaugh et al., 2000).”
How and When Does Customer Orientation Influence Frontline Employee Job Outcomes? A Meta-Analytic Evaluation (2012, background): “The second reason for expecting negative effects of role ambiguity and conflict is that both are types of hindrancerelated stress (Cavanaugh et al. 2000).”
Impact of Stressors on Employee Performance: Moderating Role of Big Five Traits (2015, background): “Employees working in different cadres experience stress in spite of different career goals or job responsibilities, employees who possess higher position also experience stress as well as employees who possess lower position (Cavanaugh et al., 2000).”
A model for the effects of job insecurity on performance, turnover intention, and absenteeism (2010, background): “Viewing the argumentation of these authors from the perspective of stress theory, job insecurity is considered a challenge stressor that triggers an active problem-solving style of coping (Cavanaugh et al., 2000).”