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Impact of challenge stress and hindrance stress on job
performance of employees working on projects with the
moderating role of job satisfaction
Abstract
This study examines the process whereby the challenge stress and hindrance stress may affect the
job performance of those employees who worked on different projects, with the moderating role
of job satisfaction
...
Data
was collected in the form of questionnaires from the participants from a variety of organizations
...
Data was analyzed using regression and correlation analysis
...
In addition, higher levels of perceived job performance and
increased level of job satisfaction were generally associated with low level of stress
...
Employees with low job satisfaction significantly scored higher in work-related
stress in regard to those who are highly satisfied with their jobs
...
This study offers practical
guidelines for future research for improving the conceptualization and measurement of job
performance
...
These obstacles and hurdles in the organizational environment can attain many forms
...
(Cavanaugh et al
...


Appraisal of challenge stress is by enhancing and promoting mastery and future gains or personal
growth, while hindrance stressor does not enhance these gains
...

883)
...
224) to Job performance is perhaps the most
essential construct in work psychology
...

During the last few years, the challenge and hindrance stress has gained high attention in
research
...
In industrial psychology and organizational behavior the research on stressors and
outcomes has been investigated
...
There have been many studies on the relationship between
job stress and job satisfaction and these studies generally indicate that job stress and satisfaction
are inversely related (Sullivan & Bhagat 1992)
...
, 2007), turnover intentions (Boswell et al
...
, 2007, and performance (Cavanaugh et al
...
, 2005)
...
Knowing this matter the present paper tries to
propose a framework on the mentioned topic
...
The objective of this study
is to examine that how the job satisfaction will affect the relationship between challengehindrance stress and the job performance? In this study, for measuring job performance, the
employees were asked whether they try their best to pull off predetermined objectives of their
jobs
...
Moreover, this study will
explore the relationship between the appraisals of a stressor in relation with the job performance
of employees
...
To explore and
develop the line of thinking further, firstly it is important to understand what stress is conceptual
...
At last, it is
important to understand how those manifestations can impact employee performance
...
The challenge arises in a thought that how the process unfolds, from the
first meeting with a stressor, to the person's response and ultimate results
...
As outlined by Cavanaugh et al
...
The challenge response is a constructive and a positive reaction to a stress
situation, normally resulting from exposure to strain in the form of work time demands, hours,
overtime, etc
...
Cavanaugh, et al
...

According to Motowildlo (2003, p
...
Job performance is perhaps the most central construct in work psychology
(Viswesvaran, & Ones, 2000, p
...
Studies have also shown that challenge stressors have the
potential to activate creativity (Baer, & Oldham, 2006; Ohly, & Fritz, 2010; Ohly, Sonnentag, &
Pluntke, 2006)
...
According to Cavanaugh, et al
...

In an environment of challenge stressor, the individual will appraise it as stimulating capabilities
and resources, and able to provide personal benefits
...
(Padsakoff et al
...

The purpose of this study is to demonstrate how an individual’s experience of stress is linked to
their appraisal of that stressor as a challenge or hindrance and how it will impact on the
individual’s job performance
...

When considering a challenge stressor, if an individual should appraise a stressor as a challenge,
they are likely to experience a positive change in job performance
...
Consequently, we
develop the following hypothesis
H1: Challenge stress will be positively related to job performance
Hindrance stress & Job performance
"Hindrance stress will provide all the pain but none of the gain"
...
Pg
...
For
hindrance stress the relationship is expected to be dissimilar
...
Challenge and
hindrance stress have been established to have differential effects on business attitudes
...


Hindrance stress has been found to have a more significant negative impact on job performance
and satisfaction outcomes, with an often noticeable decrease in worker performance and reported
satisfaction (Cavanaugh et al, 2000; Lepine et al
...

Stress is an unwanted reaction people have to severe pressures or other types of demands placed
upon them
...
Job stress has also been viewed as dysfunctional
for organizations and their members (Kahn, Wolfe, Quinn, Snoek, & Rosenthal, 1964)
...
(Jamal, 1984) examined an
association between job strain and task performance between managers and blue-collar
employees
...
Too much pressure, however, may experience stress
related implications such as employee mental alienation and/or impingement on individual
performance (Sdrolias et al, 2005); also, destruction of team spirit, dissatisfaction with or
absence or even resignation from employment can be manifestations of work stress (McCarty et
al, 2007; Strahan et al, 2008)
...
(Bartlett &Ghoshal, 1995)
...
Therefore the employees are considered to be real significant asset for their
organizations (Qureshi&Ramay
...
A respectable performance of the employees of an
organization goes towards a good organizational performance thus ultimately making an
organization more successful and effective and the vice versa
...
1297) has framed a widely accepted definition of job satisfaction: “a pleasurable
or positive emotional state of the appraisal of one’s job or experiences
...
It is the extent to which people like or dislike

their jobs
...
Job satisfaction is typically measured in degrees and can be examined
from multiple viewpoints using multiple constructs or categories
...

Constituents of a job can also have differing points of importance, which can cause those
elements to be weighted differently in assessing overall job satisfaction (Spector, 1997)
...

In this study, the author reviewed studies relating job satisfaction to job performance
...
Many of the earlier studies seemed to have assumed implicitly
that a positive relationship existed and that it was important to demonstrate that it in fact did
exist
...
The Hawthorne studies, conducted in the 1930s, are often credited with
making researchers aware of the effects of employee attitudes on performance
...
” Most of the earlier critiques of the literature suggested a weak
and somewhat positive relationship between job satisfaction and performance
...
This survey suffered an important
impact on researchers, and in some cases on organizations, with some directors and HR
practitioners concluding that the relationship between job satisfaction and performance was
small but significant
...
g
...
Brayfield and
Crockett concluded that relationship between job satisfaction and performance, is positive
...
When a worker says he is satisfied
with his job, he is in effect saying that his needs are satisfied as a result of having his job
...
Vroom’s statement contains a
hint of why, despite the fact that satisfaction and performance are caused by different things,
they do bear some relationship to each other
...
Previous studies
predict that because of the imperfect relationship between performance and rewards and the
importance of expected equitable rewards there would be a low but positive relationship between
job satisfaction and job performance
...
The current
study will specifically explore the effects of stress appraisal on job performance, moderated by
job satisfaction
...
The feeling of challenge gives the idea of having potential for growth, mastery and
gain, which adds to the individual's satisfaction towards his job (Boswell, Olson-Buchanan &
Lepine, 2004)
...
In their
study Cavanaugh et al
...
Therefore, challenge stress is expected to be positively related to job satisfaction
which will give a good job performance
...

Contrary to challenge stress, hindrance stress gives a sense of loss of control over performance
...
Having a job that is stressful in that sense
might certainly be related to lower work satisfaction
...
(2000) study

supported this when they found that among the managers in their sample, hindrance stress was
negatively related to job satisfaction
...

H5: Job Satisfaction moderates the relationship between Hindrance stress and Job performance
so that the higher or lower value of Job satisfaction strengthens or weakens the relationship
respectively
...

The surveys were distributed among full time employees from Construction, IT management and
educational organizations, and it was selected on the basis of personal contacts and also because
the organizations were working on project base activities which were relevant to the research
topic
...
Within these organizations, the employees were selected on the basis of personal
contact and relevancy to the topic as they all were working as teams; adhere to project
completion and success
...
Response rate was 80%
...

Demographic description about gender, age and education was gathered and confidentiality was
assured to the participents
...
2%) and 15
...


The respondents were ensured complete confidentiality of their responses

and their participation was voluntary
...
Employees were asked to indicate the extent to which the statements produced
stress at work on a scale ranging from 1 = strongly disagree to 5 = strongly agree
...
Cronbach Alpha was 0
...

Measuring hindrance stress: Hindrance stressors were measured using Rodell and Judge (2009)
4-item scale
...
The scale ranges from 1 = strongly disagree to 5 = strongly
agree
...
Cronbach Alpha was 0
...

Measuring job performance: This measure was developed by Thomas and Jamie (2004)
...
Response categories range from 1 (strongly
disagree) to 5 (strongly agree)
...
Cronbach alpha for the
variable was 0
...

Measuring job satisfaction: Five items measured the general satisfaction with current job
...
The scale consists of 5 items

Example item is ‘I am fairly well satisfied with my job’
...
665
...
Education (1 for Intermediate; 2 for Graduate; 3
for Masters; 4 for MS/Phil; 5 for PhD), age (1 for 20-30 years; 2
...
84
...
7% were female
...
7% were 20-30 years, 30% were between 31-35 years, 37
...
8% were between 41-50 years and 4
...
30% survey was filled by the
employees who had done Masters, 54% were MS/Phil scholars and 12% were PhDs
...


Result
Table 1 shows the descriptive statistics (i
...
, means, standard deviations, and correlations) of the
demographic variables and measured variables
...


Table 1: Mean (M), Standard Deviation (S
...
D

Gender

Gender

1
...
36524

1

Age

2
...
96186

-
...
8148
...
124

-
...
9679
...
049


...
024

1(
...
0000
...
000


...
026


...
709)

JS_M

3
...
22739


...
041

-
...
967***


...
665)

JP_M

3
...
23082


...
026

-
...
984***


...
984*** 1(
...

Total Sample Size, n=140
Hierarchical regression is the most common method to test moderation models
...
After the control variables
Step 1 and Steps 2 controlled the influences of the independent variables CS, HS and the
moderating variable JS, respectively; and Step 3 tested whether CS and HS interacted with JS to
affect Job performance (JP)
...
As presented in Step 3, the interaction term of CS and JS was significant (Beta
=
...
000), and in Step 4 the interaction term of HS and JS was significant (Beta=1
...
757)
...
The
direction of the moderating effect is depicted in Fig
...
JS positively strengthen the relationship
between CS and JP
...
968


...
020


...
968


...
786

HS
Step-II
JS
Step-III


...
619

CS*JS
HS*JS


...
75

** p ≤ 0
...
001
CS= Challenge Stress, HS=Hinderance Stress, JS=Job Satisfaction, JP=Job Performance

5
4
...
5
Low Moderator

3

High Moderator

2
...
5
1
Low CS

High CS

Fig: 2 Depicting the direction of moderating effect

5
4
...
5
Low Moderator

3

High Moderator

2
...
5
1
Low HS

High HS

Fig: 3 Depicting the direction of moderating effect

Regression and Hypothesis Analysis
Multiple linear regression analysis was used to test all main effect hypotheses
...

H1: Challeng Stress has a positive impact on Job Performance
...
786 at significance level at value of p≤
...
05, which is acceptable range
...
968***
where p ≤ 0
...
Thus the hypothesis is supported
...

As the results of the regression analysis shows that the HS has a significant negative relationship
with JP having β value of
...
757 and doesnot fulfill the
requirements that p value should be ≤0
...
Thus the hypothesis is
not supported because the β value is positive
...
619 at significance level at value of p≤
...
05, which is acceptable range
...
987*** where p ≤ 0
...
Thus the hypothesis is supported
...

Results of the regression analysis show that the Job Satisfaction positively moderates the
relationship between Challenge stress and Job Performance having β value of
...
000 which fulfill the requirements that P values should be less than
...
R2 and
∆R2 were also observed at
...
006*** respectively where p ≤ 0
...
Thus the
hypothesis is supported
...

Results of the regression analysis show that the Job Satisfaction positively moderates the
relationship between Hindrance stress and Job Performance having β value of
...
000 which fulfill the requirements that P values should be less than
...
Thus
the hypothesis is supported
...
The first
hypothesis was challenge stress has a positive impact on job performance
...
The current study tested the differential effects of challenge related stresses to job
performance
...
In our case the hypothesis is supported
...
Challenge stresses, being supportive to good
performance among employees
...

In the previous studies the impact of hindrance stress on the job performance had a negative
impact
...
In this study the results were opposite to that of the previous studies
...
This hypothesis
was not supported in our study
...

According to the previous studies the job satisfaction had a positive impact on the job
performance
...
As a result of some studies the higher the satisfaction with the job will result in the
superior performance
...
Past
studies indicate that significant relationships did appear between performance and job
satisfaction
...
Constituents of a job can also have differing points of importance, which
can cause those elements to be weighted differently in assessing overall job satisfaction (Spector,
1997)
...

The relationship between job satisfaction and performance was found to be even higher for
complex (e
...
, professional) jobs than for less complex jobs
...
The hypothesis
formulates was having a positive relation between job satisfaction and job performance
...
The regression analysis shows a significant positive impact of job
satisfaction on job performance
...
In
this study the author not only discussed the impact of challenge hindrance stress with the
performance of the employees who worked on projects but also introduced a moderator that is
job satisfaction in this study
...
The current study has explored the effects of stress appraisal on job
performance, moderated by job satisfaction
...
The challenge stress
increases satisfaction
...
, (2000) found that challenging stress is
positively related to job satisfaction
...
The hypothesis developed
gives the following result when examined by regression analysis that is Job Satisfaction
positively moderates the relationship between challenge stress and job performance
...

When the individual is faced with things, this hinders performance without allowing for the
individuals increased effort to change the situation
...
The Cavanaugh, et al
...
Therefore, hindrance stress is expected to be negatively
related to job satisfaction which results in bad performance
...


Implications
It was the aim of this study to consider such relationships in hopes of understanding employees
stress at a more finite level, with individual appraisal of a stressor as the focal point of these
proposed relationships
...
This study has also some implications for managerial practice
...
Also, the managers should be aware of the hindrance related stressors as these
stressors are detrimental for individual creativity
...
The study investigated the differential effects of hindrancechallenge stressors on job performance of employees who worked on projects
...
The purpose of this study was to generally get the viewpoint from the employees who
worked on projects, that’s what kind of performance is given by them when they face challenge
and hindrance stress
...


Directions for Future Research
Stressors, whether perceived as challenging or hindrance, have positive effects on job
performance within the sample used for the study
...
Future research should also test the impact of challenge and hindrance stresses on the
job performance in public and private sectors in Pakistan, separately
...
Job satisfaction is positively related to job performance which relates that higher
job satisfaction will lead to a good performance
...
Where as, job satisfaction moderated between hindrance stress and job
performance in a way that the higher value of job satisfaction will weakens the effect and lower
value of job satisfaction strengthens the impact
...
E
...
The role of self-efficacy in the relationship involving challenge and
hindrance stressors and job satisfaction
...
, & Baron, A
...
Performance management
...

Baer, M
...
R
...
The curvilinear relation between experienced creative time
pressure and creativity: moderating effects of openness to experience and support for
creativity
...

Bartlett, C
...
, & Ghoshal, S
...
Changing the role of top management: beyond strategy to
purpose
...

Boswell, W
...
, Olson-Buchanan, J
...
, & LePine, M
...
(2004)
...
Journal of
Vocational Behavior, 64(1), 165-181
...
, Khazanchi, S
...
(2010)
...
Journal of Applied
Psychology, 95(1), 201
Cavanaugh, M
...
, Boswell, W
...
, Roehling, M
...
, & Boudreau, J
...
(2000)
...
Journal of Applied
Psychology, 85(1), 65
...
H
...
(1990), "Job Stress and Occupational Stress among General
Practitioners in Hongkong", Hongkong Practitioner 12 (2)667,72
...
W
...
T
...
Productivity and communication
...
Burgoon (Ed
...
435453)
...

Folkman, S
...
Stress: Appraisal and coping
...

1913-1915)
...


Hellweg, S
...
, & Phillips, S
...
(1980, August)
...
In Academy of Management Proceedings (Vol
...
1, pp
...
Academy of Management
...
M
...
H
...
Relation of organizational structure to job
satisfaction, anxiety-stress, and performance
...

Jamal, M
...
Job stress and job performance controversy revisited: An empirical
examination in two countries
...

Jex, S
...
(1998)
...
Sage Publications Ltd
...
L
...
M
...
P
...
D
...
A
...
(1998)
...
Personnel
Psychology, 51(2), 513
...
S
...
Psychological stress and the coping process
...
A
...
A
...
L
...
Challenge and hindrance stress:
relationships with exhaustion, motivation to learn, and learning performance
...

LePine, J
...
, Podsakoff, N
...
, & LePine, M
...
(2005)
...
Academy of Management Journal, 48(5), 764-775
...
A
...
The nature and causes of job satisfaction
...
D
...
),
Handbook of industrial and organizational psychology 1297,1349
...
E
...
M
...
A review and meta-analysis of the antecedents, correlates,
and consequences of organizational commitment
...


Ohly, S
...
, & Pluntke, F
...
Routinization, work characteristics and their
relationships with creative and proactive behaviors
...

Organ, D
...
(1988)
...
Journal of
management, 14(4), 547-557
...
P
...
A
...
A
...
Differential challenge stressorhindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal
behavior: a meta-analysis
...

Sullivan, S
...
, & Bhagat, R
...
(1992)
...
Journal of Management,18(2), 353-374
...
, & Ones, D
...
(2000)
...

International Journal of Selection and Assessment, 8(4) 216-226
...
In this regard, I have prepared the following questionnaire, and request you to kindly fill
all the questions and return the questionnaire
...
Please note that, on one hand, this research is expected to contribute good insights aiming
at an overall improvement in organizational setup, while on the other hand, your identity as respondent, is
concealed so that you can freely expressed whatever the ground realities you see and face
...


2

Most days I am enthusiastic about my job
...


1

2

3

4

5

4

I find real enjoyment in my job
...


1

2

3

4

5

Section-3
Thinking about the inbox task you are about to begin, please assess how the task is likely to affect you

Challenge stress by Rodell and Judge (2009)
1

It will help me to learn a lot
...


1

2

3

4

5

3

It will show me I can do something new
...


1

2

3

4

5

Section-4

Hindrance stress by Rodell and Judge (2009)
1

It will hinder any achievements I might have
...


1

2

3

4

5

3

It will limit how well I can do
...


1

2

3

4

5

Section-5
Your gender:
Your age (in years like 40 years)
Your education (actual total years of schooling)

1
...
Female



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