In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and Their Implications for Employee’s Well-Being

Previous research on the association between job characteristics and employee well-being has returned mixed results. In particular, the possible impact of individual appraisal of these job characteristics has not been well-acknowledged. To address this limitation, we drew on appraisal theory and examined: (a) how workers appraise particular job characteristics, and (b) how these appraisals affect the relationships between these job characteristics and well-being (i.e., work engagement and burnout). We tested our hypotheses across two studies. In a cross-occupation sample (Study 1, n = 514), we found that job demands and resources can be appraised as both challenges and hindrances. In addition, challenge appraisals can mitigate the detrimental impact of job demands on engagement and burnout; and hindrance appraisals can strengthen the detrimental effects of job demands on burnout. Further, hindrance appraisals of job resources reduce their beneficial effects on engagement and burnout. Study 2 (n = 316 nurses in a hospital) further showed that challenge appraisals of job demands can reduce their impact on burnout while challenge appraisals of job resources will strengthen their positive effect on employee engagement and burnout. We discuss study implications as well as future research directions

Looking on the Bright and Dark Sides of Working Life: Appraisals of Work Characteristics and Employee Outcomes

Many job stress models assume that all workers experience a particular job stressor in the same way – an assumption that may or may not be warranted. Building on appraisal theory, the current dissertation presents five empirical studies and two review papers (one systematic review and one meta-analysis) to understand (a) how workers appraise particular job stressors, and (b) how appraisals affect the relationships between job stressors and employee and organizational outcomes. The results showed that employees can experience job stressors as challenging and hindering at the same time and to varying degrees. The appraisals of job stressors (e.g., time urgency, role conflict, and emotional demands) can act as both mediators and moderators of stressors-outcomes relationships. Challenge appraisals can buffer the detrimental effect of work stressors on outcomes and can transmit the positive effect of a particular work stressor on individual performance and creativity. Hindrance appraisals can transmit the detrimental effect of a particular work stressor on individual outcomes (e.g., creativity). Practitioners are encouraged to promote a challenge appraisal of job stressors as this type of appraisal is linked to employees’ positive attitude, performance, creativity, and reduced burnout. Above all, it is still a responsibility of leaders and managers to provide for a work climate in which it is both safe and possible to appraise work stressors as challenging as well as for a good job design. Leaders are recommended to display positive leadership styles (e.g., servant leadership) and help workers to look on the bright sides of working life

Third-Party Logistics Provider Selection Criteria for Humanitarian Logistics in Natural Disasters

Humanitarian logistics play an essential role in effectiveness and efficiency of humanitarian relief operations. Good collaborations between logisticians and other HO can determine a well performed relief operation. Hence, with the concerns of cost, service quality, and capability, seeking for the right logistics partners with solid expertise is increasingly important. However, at present, because limited numbers of logistics organisations have the qualification and experience to be a third-party logistics (3PL) provider for disaster relief, there are limited literatures that related to humanitarian 3PL selection. Therefore, this research aims at pointing out the potential 3PL selection criteria for those HOs. In this dissertation, case study and context analysis of the previous humanitarian aid report and experience in Haiti earthquake are adopted. The qualitative analysis shows that warehouse pre-positioning, local knowledge, transport capacity, fleet management, tracking and tracing technology, and ability of last-mile delivery are the major potential selection criteria for evaluating the qualification of a 3PL provider for humanitarian missions. HSC network design and coordination, local knowledge, and transport capability are particularly important in a long-term post-disaster recovery or NGO’s point of views

Looking on the Bright and Dark Sides of Working Life: Appraisals of Work Characteristics and Employee Outcomes

Many job stress models assume that all workers experience a particular job stressor in the same way – an assumption that may or may not be warranted. Building on appraisal theory, the current dissertation presents five empirical studies and two review papers (one systematic review and one meta-analysis) to understand (a) how workers appraise particular job stressors, and (b) how appraisals affect the relationships between job stressors and employee and organizational outcomes. The results showed that employees can experience job stressors as challenging and hindering at the same time and to varying degrees. The appraisals of job stressors (e.g., time urgency, role conflict, and emotional demands) can act as both mediators and moderators of stressors-outcomes relationships. Challenge appraisals can buffer the detrimental effect of work stressors on outcomes and can transmit the positive effect of a particular work stressor on individual performance and creativity. Hindrance appraisals can transmit the detrimental effect of a particular work stressor on individual outcomes (e.g., creativity). Practitioners are encouraged to promote a challenge appraisal of job stressors as this type of appraisal is linked to employees’ positive attitude, performance, creativity, and reduced burnout. Above all, it is still a responsibility of leaders and managers to provide for a work climate in which it is both safe and possible to appraise work stressors as challenging as well as for a good job design. Leaders are recommended to display positive leadership styles (e.g., servant leadership) and help workers to look on the bright sides of working life

How and when goal-oriented self-regulation improves college students’ well-being: A weekly diary study

This study investigates how (i.e., through what mechanism) and when (i.e., under what conditions) goal-oriented self-regulation behaviors improve college students’ psychological well-being. On the basis of data from 74 s-year Chinese college students in a weekly diary study (296 observations), we conducted a moderated mediation model and found that goal-oriented self-regulations behaviors (i.e., planning, monitoring, controlling, and reflecting) were positively related to college students’ psychological well-being through increased academic performance. Further, such an indirect effect was stronger when college students’ optimism and social support were high. This study contributes to student development and self-regulation literature by underscoring that academic performance plays a vital intermediate role in the relationship between self-regulation behaviors and college students’ psychological well-being. Besides, we highlight that optimism and social support act as important personal and social resources for college students that can better unleash the positive effects of goal-oriented self-regulation behaviors

Today's Challenge may be Tomorrow's Hindrance (and vice versa): Longitudinal Changes in Employee’s Appraisals of Job Demands and their Outcomes

Researchers have long been interested in understanding how appraisals influence stressor–outcome relationships. Most studies in this area employ a variable-centred approach, which ignores the possibility that there may be subpopulations of employees who differ in the combined use of challenge and hindrance appraisals. Building on transactional stress theory, we investigated (a) the potential existence of distinct latent appraisals profiles of job demands (i.e. time urgency, role conflict and emotional demands), (b) the outcomes associated with particular appraisal profiles and (c) the stability of these profiles over time. In a two-wave study with a one-year time interval (T1, N = 535, T2, N = 152) among Chinese workers, we identified three distinct appraisals profiles in both study waves (i.e. ‘positivists’, ‘negativists’ and ‘indifferent workers’). The positivists reported the highest levels of engagement, job satisfaction and the lowest levels of burnout. Interestingly, most participants appeared to change their appraisal profile over time (i.e. very often from ‘negativist’ and ‘positivist’ to ‘indifferent worker’, while they were less likely to change their appraisal profile to ‘positivist’). Furthermore, job demands influenced employees' appraisal profiles. Taken together, our results shed light on the nature of the appraisal of demands in the work context and how different employees use distinct combinations of appraisal to address their work demands. Practitioner points: Managers should be aware that there are subgroups of employees that appraise their job demands differently: positivists, negativists and indifferent workers. Positivists tend to have higher well-being than negativists and indifferent workers. Employees appear to change their appraisals of job demands over time. In particular, positivists tend to become indifferent workers. It is important that organizations provide sufficient resources and support to their employees to promote high challenge appraisals