Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis.

By Nathan P. Podsakoff, Jeffrey LePine, Marcie A. LePine. Journal of Applied Psychology, 2007

1,925 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/b1d65a91f6313ddd7b6ae8a5be0d98cd819fb382

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

From job crafting to home crafting: A daily diary study among six European countries (2020, background): “Job challenges increase employee motivation by enhancing positive emotions and problem-solving skills (Podsakoff et al., 2007), and empower”
Workplace duties or opportunities? Challenge stressors, regulatory focus, and creativity (2013, background): “In addition, as hindrance stressors have been found to offset the effects of challenge stressors (Boswell, Olson-Buchanan, & LePine, 2004), we included role ambiguity as a control hindrance stressor variable (Podsakoff et al., 2007).”
Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model (2010, methodology): “Job challenges related, however, positively to job satisfaction, motivation, and performance, and negatively to job search and turnover, whereas job hindrances displayed the reversed pattern of relations (Lepine et al., 2005; Podsakoff et al., 2007).”
Toward a Better Understanding of the Effects of Hindrance and Challenge Stressors on Work Behavior (2010, background): “Making the theoretical distinction between types of stressors is important for understanding the differential relationships among stressors, strains, and other important outcomes (Podsakoff et al., 2007).”
A preliminary field test of an employee work passion model (2011, background): “The concept of work intention has been repetitively examined in studies in which the employee’s intent to stay with an organization has correlated with behaviors such as performance and turnover (e.g., Griffeth, Hom, & Gaertner, 2000; Hom et al., 1984; Podsakoff et al., 2007; Steel & Ovalle, 1984; T”
5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008, background): “However, challenge stressors (e.g., time urgency, pressure to complete tasks) showed differential relationships and exhibited positive effects on job attitudes and negative effects on withdrawal cognitions resulting in less turnover (Podsakoff et al., 2007).”
The moderating role of social ties on entrepreneurs' depressed affect and withdrawal intentions in response to economic stress (2012, background): “Perhaps entrepreneurs under economic stress, who have more contact with businessrelated social ties, experience stress as a challenge rather than a hindrance and exhibit this reactance response (e.g., LePine et al., 2005; Podsakoff et al., 2007).”
The power of empowering leadership: allowing and encouraging followers to take charge of their own jobs (2019, background): “…against strains (Schaufeli, Bakker, & Van Rhenen, 2009); theoretically, strain and work stressors, especially hindrance stressors, lead to negative emotions, which eventually translates into coping attempts in the form of psychological and physical withdrawal from work (Podsakoff et al., 2007).”