Feeling the Heat: Effects of Stress, Commitment, and Job Experience on Job Performance

By Larry W. Hunter, Sherry M. B. Thatcher. 2007

291 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/e7d1235b7573495b7501415d2c5a84a052b0e0d0

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Why Entrepreneurs Often Experience Low, Not High, Levels of Stress (2016, background): “Exposure to such stressors may reduce entrepreneurs’ subjective well-being, which, in turn, is related to low task performance, negative work-related attitudes, and reduced personal health (Hunter & Thatcher, 2007).”
Folding Under Pressure or Rising to the Occasion? Perceived Time Pressure and the Moderating Role of Team Temporal Leadership (2014, background): “In contrast, teammembers may find themselves experiencing process losses due to their inability to manage interdependent tasks under time pressure (Blunt & Pychyl, 2000; Hunter & Thatcher, 2007).”
Satisfaction With Work-Life Benefits and Organizational Commitment/Job Involvement (2013, methodology): “Dependent Variables As previously mentioned, the work motivation factors organizational commitment and job involvement were chosen because they are important predictors of performance (Chen & Francesco, 2003; Chughtai, 2008; Hunter & Thatcher, 2007; Shih, Chiang, & Hsu, 2010).”
The Influence of Organizational Commitment on Omani Public Employees’ Work Performance (2017, background): “Indeed, organization endeavour to enhance employees’ organizational commitment (Morrow, 2011), as it is expected that employees who are psychologically attached to an organization are more satisfied and, sequentially, more productive (Hunter and Thatcher, 2007).”
Contemplating Mindfulness at Work (2016, background): “Reb et al. (2014) found leaders’ trait mindfulness was positively associated with employees’ work-life balance, job satisfaction, citizenship behaviors, and job performance and negatively related to employee exhaustion and deviance; psychological need satisfaction mediated many of these…”
Why people harm the organization and its members: Relationships among personality, organizational commitment, and workplace deviance (2016, background): “…tenure is 92.8 months (7.7 years) and the standard deviation is 61.54 months (5.13 years) As a point of comparison, the average tenure reported in Hunter and Thatcher (2007) was 10 years (SD = 8.1) with a sample from a U.S. national bank; note that the current sample is also from a bank in South…”
IMPACT OF WORKLOAD ON INNOVATIVE PERFORMANCE: MODERATING ROLE OF EXTROVERT (2019, background): “Hunter and Thatcher (2007) in their study suggested that there is a need to study both theoretically and practically, the presence of moderators in work stress with performance relationship.”
Turning their Pain to Gain: Charismatic Leader Influence on Follower Stress Appraisal and Job Performance (2016, background): “…characteristics of these demands or focusing attention on key tasks that must be accomplished, thus fostering perceptions that challenge stressors reflect opportunities that can be realized (Courtright, Colbert, & Choi, 2014; Crum et al., 2013; Hunter & Thatcher, 2007; Piccolo & Colquitt, 2006).”
Meaningfulness, Commitment, and Engagement:The Intersection of a Deeper Level of Intrinsic Motivation (2009, background): “A number of studies have shown a positive correlation between employee commitment and job performance (Hunter & Thatcher, 2007; Pool & Pool, 2007).”
Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure (2013, methodology): “…increasing tenure, employees accumulate more firm-specific task-related knowledge and skills, and therefore they have learnt better what the organization expects of them, causing behaviour to be less dependent on exchange relationships and more on habits and routines (cf. Hunter & Thatcher, 2007).”
The incremental validity of organizational commitment, organizational trust, and organizational identification (2015, background): “…support Psychological contract breach Meta-analysis Many organizations strive to increase employee loyalty (Morrow, 2011; Rousseau, 1998), as employees who are psychologically attached to an organization are more satisfied and more productive (Hunter & Thatcher, 2007; Vandenberg & Lance, 1992).”
Is Stress Worth it? Stress‐Related Health and Wealth Trade‐Offs for Entrepreneurs (2015, methodology): “Subjective stress measures have been used regularly in the management literature (e.g. Boyatzis et al., 2006; Hunter & Thatcher, 2007; Perrewé et al., 2004).”