An Empirical Study On Influences Of Challenge Stressor-hindrance Stressor On Employee Engagement

Employees’ subjective well-being is a measure of living state and emotional state.It is not only about employees, subjective well-being will be an important role ofenterprise development through working state of employees. The data released byHuman Resource Development Network of China have shown that staff happinessindex of Chinese employees is not optimistic. As the knowledge economy era coming,simply by regulations and rules can no longer meet the needs of enterprise of staffretention and development. Consulting firms and academia have turned to employeeengagement to find a new way which can help enterprise manage staff well by enhanceemployees’ motivation. Working pressure is one of the reasons. But previous studiesabout working pressure’s impact on employee engagement is still controversial,resulting in findings is uncertain. In order to find out the effect of job stress onemployee engagement, this paper empirically analyzes the impact of work stress onemployee engagement using the challenge-hindrance stressor—the two-dimensionalstructure of work stress proposed by Cavanaugh. Then makes the correspondingmanagement recommendations to alleviate employee stress and improve employeeengagement.First，this paper makes a review of the relevant theories and literatures ofchallenge-hindrance stressor and employee engagement. Then the paper studies theimpact mechanism of challenge-hindrance stressor on employee engagement and themoderate mechanism of organizational support between challenge-hindrance stressorand employee engagement, constructs a theoretical model, and proposes relatedhypotheses.Then, Based on theoretical analysis, this paper uses the questionnaire andstatistical analysis to study the relationship between challenge-hindrance stressor andemployee engagement. Results of data analysis indicate that: First, various backgroundvariables have different effects on the variables such as challenge-hindrance stressorand employee engagement. Second, the challenge-hindrance stressor has no significanteffect on employment engagement, but the challenge stress and hindrance stress havedifferent effect on employment engagement Challenge stresses have significantpositive impact on subjective well-being and hindrance stresses have significantnegative impact on subjective well-being Third, organizational support has significant positive effect on employee engagement. Forth, Organizational support have played apartial mediating effect between challenging pressure and employee engagement,obstructive between stress and employee engagementFinally, for the results of empirical research, the paper makes several managerialrecommendations like Improving employee challenging pressure and organizationalsupport, reducing obstructive pressure.