Challenge and hindrance appraisals are important to understand the effect of job demands. To date, challenge and hindrance appraisals have been studied in tandem. However, it is unknown whether, how, and when the two appraisals jointly affect employee performance. Integrating effort justification theory and goal orientation theory, the current manuscript seeks to investigate the three-way interaction effects of challenge appraisal, hindrance appraisal, and both performance-prove goal orientation and learning goal orientation on task performance via job meaningfulness and activated positive emotions. In a diary study among 96 employees over 10 consecutive workdays (N_Occasion = 960, N_Employee = 96), we found that at the daily level, hindrance appraisal strengthens (a) the effects of challenge appraisal of job demands on job meaningfulness and activated positive emotions and (b) the indirect effects of challenge appraisal on task performance via job meaningfulness and activated positive emotions. Furthermore, the strengthening effects of hindrance appraisal are more pronounced as individual trait performance-prove goal orientation increases, but they do not vary as individual trait learning goal orientation decreases. These research findings shed light on effort justification in explaining the interaction effects of challenge and hindrance appraisals and the role of goal orientation in the process.

中文翻译：

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阻碍考核什么时候会增强挑战考核的效果？目标导向的作用

挑战和障碍评估对于了解工作要求的影响非常重要。迄今为止，挑战和障碍评估已经被同时研究。然而，尚不清楚这两种评估是否、如何以及何时共同影响员工绩效。结合努力合理性理论和目标导向理论，本手稿旨在研究挑战评估、障碍评估以及绩效证明目标导向和学习目标导向通过工作意义和激活的积极情绪对任务绩效的三向交互作用。在一项针对 96 名员工连续 10 个工作日的日记研究中（N 个_场合 = 960，N 个_员工 = 96），我们发现，在日常层面，障碍评估增强了 (a) 工作需求的挑战评估对工作意义的影响，并激活了积极情绪和（b）挑战评估通过工作意义和激活的积极情绪对任务绩效的间接影响。此外，随着个体特质表现证明目标取向的增加，障碍评估的强化效应更加明显，但随着个体特质学习目标取向的降低，障碍评估的强化效应不会变化。这些研究结果阐明了努力的合理性，解释了挑战和障碍评估的相互作用效应以及目标导向在此过程中的作用。