Stress transactions are influenced by the properties of the stressful situation and those of the individual. Much research has focused on the differential effects of challenge and hindrance stressors on job performance, but few studies have explored individual differences in the cognitive appraisal of stressors, which is the central component of stress transactions. Therefore, the present study examined the moderating effect of employee goal orientation (i.e., learning, performance prove, and performance avoidance goal orientation) on stressor‐appraisal relationships and tested whether goal orientation further moderates the indirect relationships of stressors with job performance via appraisals. We tested the hypothesized model at both between‐ and within‐person levels and obtained convergent results across two studies with multisourced data. Goal orientation was found to be an important boundary condition of the stressor‐appraisal relationships. Specifically, the challenge stressor‐challenge appraisal relationship was strengthened by learning goal orientation and performance‐prove goal orientation. The hindrance stressor‐hindrance appraisal relationship was strengthened by performance‐prove goal orientation and performance‐avoidance goal orientation, but weakened by learning goal orientation. On this basis, employee goal orientation also moderated indirect relationships between stressors and task performance/work proactivity via appraisals. Theoretical contributions and practical implications are discussed.

中文翻译：

---

挑战还是阻碍？目标定向和认知评估在压力与绩效关系中的作用

压力交易受压力情况和个人的属性影响。大量研究集中在挑战和障碍压力源对工作绩效的不同影响上，但很少有研究探讨压力源的认知评估中的个体差异，压力源是压力交易的核心组成部分。因此，本研究考察了员工目标定向（即学习，绩效证明和绩效回避目标定向）对压力源评估关系的调节作用，并测试了目标定向是否通过评估进一步缓解了压力源与工作绩效的间接关系。我们在人际和人际层面上对假设的模型进行了测试，并在两项使用多源数据的研究中获得了收敛的结果。发现目标定向是压力评估关系的重要边界条件。具体来说，通过学习目标定向和绩效证明目标定向，可以增强挑战应激源-挑战评估的关系。绩效考核目标定向和绩效回避目标定向增强了后备应激障碍评估关系，而学习目标定向则削弱了这种关系。在此基础上，员工目标导向还通过评估来缓解压力源与任务绩效/工作积极性之间的间接关系。讨论了理论贡献和实践意义。通过学习目标导向和绩效证明目标导向，可以增强挑战者压力与挑战的评估关系。绩效考核目标定向和绩效回避目标定向增强了后备应激障碍评估关系，而学习目标定向则削弱了这种关系。在此基础上，员工目标导向还通过评估来缓解压力源与任务绩效/工作积极性之间的间接关系。讨论了理论贡献和实践意义。通过学习目标导向和绩效证明目标导向，可以增强挑战者压力与挑战的评估关系。绩效考核目标定向和绩效回避目标定向增强了后备应激障碍评估关系，而学习目标定向则削弱了这种关系。在此基础上，员工目标导向还通过评估来缓解压力源与任务绩效/工作积极性之间的间接关系。讨论了理论贡献和实践意义。员工目标导向还通过评估来缓解压力源与任务绩效/工作积极性之间的间接关系。讨论了理论贡献和实践意义。员工目标导向还通过评估来缓解压力源与任务绩效/工作积极性之间的间接关系。讨论了理论贡献和实践意义。