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Why employees with higher challenging appraisals style are more affectively engaged at work? The role of challenging stressors: A moderated mediation model

Authors

  • Shin-Huei Lin,

    1. Department of Human Development and Family Studies, National Taiwan Normal University, Taipei, Taiwan
    2. Department of Business Administration, Hsuan Chuang University, Hsinchu, Taiwan
    3. Graduate Institute of Sport, Leisure and Hospitality Management, National Taiwan Normal University, Taipei, Taiwan
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  • Chia-Huei Wu,

    1. Department of Management, London School of Economics and Political Science, London, UK
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  • Mei-Yen Chen,

    Corresponding author
    1. Graduate Institute of Sport, Leisure, and Hospitality Management, National Taiwan Normal University, Taipei, Taiwan
    • Correspondence should be addressed to Mei-Yen Chen, Graduate Institute of Sport, Leisure, and Hospitality Management, National Taiwan Normal University, No. 162, Heping East Road Section 1, Taipei, Taiwan (E-mail: meiyen686@gmail.com).

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  • Lung Hung Chen

    1. Department of Recreation and Leisure Industry Management, National Taiwan Sport University, Kueishan, Taiwan
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  • This study was supported by the National Science Council, Taiwan (102-2410-H-003-133-MY2) and Sport administration, Ministry of Education, Taiwan (100R-06-3-04) for Mei-Yen Chen. In addition, Lung Hung Chen was supported by Ministry of Education, Taiwan (2012 project of elastic salary for outstanding scholar).

Abstract

Challenging stressors have been positively linked to various work outcomes. However, the role of individual differences in stress appraisal in shaping the function of challenging stressors and work outcomes has been rarely discussed. Drawing on the individual differences perspective, the authors propose that employees higher in challenge appraisal are more likely to have challenging stressors and are more responsive to such stressors to have a higher positive affect at work. Results obtained from 117 employees supported the hypotheses. The results indicated that challenge appraisal is positively related to challenging stressors. In addition, challenging stressors has a positive association with positive affect at work when challenge appraisal is high but has a null association when challenge appraisal is low. The findings suggest that challenging stressors does not necessarily bring positive work outcomes as suggested in past studies and highlight the importance of considering dispositional tendency in stress appraisal when looking into the function of challenging stressors and work outcomes.

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