The ambivalence of challenge stressors: Time pressure associated with both negative and positive well-being

By Pascale S. Widmer, Norbert K. Semmer, W. Kälin, N. Jacobshagen, Laurenz L. Meier. 2012

264 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/eb1a6403f865f7476b8c0d91c92b38e42a05ee16

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture (2020, methodology): “We follow the tradition in challenge–hindrance research of capturing differences by empirically separating positive and negative well-being (e.g. Widmer et al., 2012).”
Thriving on demand: Challenging work results in employee flourishing through appraisals and resources. (2020, unknown): “This assumption is consisted with prior studies demonstrating that OBSE had negative associations with general depression and unpleasant affect (Bowling, Eschleman, Wang, Kirkendall, & Alarcon, 2010; Pierce, Gardner, & Crowley, 2016) and a positive association with favorable attitude toward life (Wi”
Time pressure and team member creativity within R&D projects: The role of learning orientation and knowledge sourcing (2017, background): “Yet, other research revealed that time pressure, as a challenge, had positive effects on employee motivation and well-being (Fay and Sonnentag, 2002; Widmer et al., 2012).”
Time Pressure Promotes Work Engagement Test of Illegitimate Tasks as Boundary Condition (2015, background): “Other research showed that time pressure can be appraised as challenging with positive consequences for motivation, creativity, and well-being (Fay & Sonnentag, 2002; Ohly & Fritz, 2010; Widmer et al., 2012).”
A matter of time? Challenging and hindering effects of time pressure on work engagement (2018, methodology): “In Study 2, we used irritation as in the study by Widmer et al. (2012) as an indicator of strain.”