In an effort to coalesce current occupational stress and organizational change research, the present article examines the lagged effects of challenge stressors on employee strain and well-being using panel data from two different studies. Guided by the theoretical assumptions underlying the challenge-hindrance stressor framework, we assumed that time pressure and concentration demands are challenge stressors for employees who are not confronted with significant personal or organizational change. Data from a first study (N = 394) showed that both stressors had positive lagged effects on professional efficacy but not on emotional exhaustion. By contrast, we expected that the effects on professional efficacy are lower for employees facing change. Given that organizational change requires high resource investment, we hypothesized that stressor effects depend on constraints for successful coping. Therefore, ambiguity intolerance and procrastination were considered to be moderators. Using a time-lagged quasi-experimental design (change group: N = 140; control group: N = 257), data showed that challenge stressors had positive effects on emotional exhaustion in both groups, but only positive effects on professional efficacy in the control group. Moderator analyses for the change group revealed that time pressure and concentration demands had positive effects on professional efficacy when employees were high in ambiguity tolerance and low in procrastination and negative effects when employees were low in ambiguity tolerance and high in procrastination. Overall, we provide support for the positive effects of challenge stressors over time and emphasize the role of coping capabilities in the context of organizational change. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

中文翻译：

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准备好改变了吗？在组织变革的背景下对挑战压力源的纵向检查。

为了将当前的职业压力和组织变革研究结合起来，本文使用来自两项不同研究的面板数据检查了挑战压力源对员工压力和幸福感的滞后影响。在挑战-阻碍压力源框架的理论假设指导下，我们假设时间压力和注意力集中需求是未面临重大个人或组织变革的员工的挑战压力源。第一项研究 (N = 394) 的数据表明，两种压力源对职业效能都有积极的滞后影响，但对情绪衰竭没有影响。相比之下，我们预计面临变革的员工对职业效能的影响较低。鉴于组织变革需要大量资源投入，我们假设压力源的影响取决于成功应对的约束。因此，歧义不容忍和拖延被认为是调节因素。使用时滞准实验设计（变化组：N = 140；对照组：N = 257），数据显示挑战压力源对两组的情绪耗竭都有积极影响，但在对照组中仅对职业效能产生积极影响团体。对变革组的调节分析表明，当员工的歧义容忍度高和拖延程度低时，时间压力和注意力要求对职业效能有积极影响，而当员工歧义容忍度低和拖延程度高时，时间压力和注意力要求对职业效能有负面影响。总体，我们为挑战压力源的积极影响提供支持，并强调应对能力在组织变革背景下的作用。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。