Resources theories of occupational stress (e.g., conservation of resources theory) argue that job demands deplete employees’ resources, and the challenge–hindrance model of occupational stress proposes that some demands tend to be appraised by employees more as challenges and others more as hindrances. Focusing on challenge demands, we propose and test a model in which work demands influence two resources (employees’ sense of self-worth and work meaningfulness) via appraisal processes, and the resources subsequently contribute to employees’ flourishing in their lives. Data were collected from U.S. employees at two separate points with a 1-month interval. Challenge appraisals of demands had positive effects on the two motivational resources, organization-based self-esteem and perceptions of meaningful work, and hindrance appraisals had negative effects on them. The findings suggest adapting conservation of resources theory to add appraisals as mediators between demands and resources. Overall, the present study shows a spillover effect and extends well-being research by providing evidence that resources created by positive organizational experiences contributed to promoting general positive well-being in employees’ lives in the form of flourishing.

中文翻译：

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按需蓬勃发展：具有挑战性的工作通过评估和资源使员工蓬勃发展。

职业压力的资源理论（例如，资源节约理论）认为，工作需求会消耗员工的资源，而职业压力的挑战-阻碍模型提出，一些需求往往被员工视为挑战，而另一些需求则更多地被视为障碍。围绕挑战需求，我们提出并测试了一个模型，在该模型中，工作需求通过评估过程影响两种资源（员工的自我价值感和工作意义），这些资源随后有助于员工的生活蓬勃发展。数据是在两个不同的点以 1 个月的间隔从美国员工那里收集的。对需求的挑战评估对两种激励资源、基于组织的自尊和对有意义工作的看法有积极影响，障碍评估对他们产生了负面影响。研究结果表明，应采用资源保护理论，将评估作为需求和资源之间的中介。总体而言，本研究通过提供证据表明积极的组织经验创造的资源有助于以繁荣的形式促进员工生活中的普遍积极幸福感，从而显示了溢出效应并扩展了幸福感研究。