A Study Of The Influence Of Challenge Stressor-Hindrance Stressor On Employees’ Career Sustainability

Change and innovation are the obvious features of the "VUCA" era.Along with the rapid development of artificial intelligence,blockchain,cloud computing,big data,and other underlying technologies of the digital economy,digital transformation has become an important opportunity for enterprises to chase digital value dividends and achieve rapid growth.The digital transformation brings layoff pressure and technological unemployment,making the new shared odd jobs economy replace long-term stable employment relationships,traditional career development paths are no longer sustainable,and career sustainability becomes an increasing concern for individuals and organizations.The current stage of the market is increasingly competitive,and the term "in-volume" has entered the public’s field of vision as a popular Internet term.Modernity anxiety has become a more common social psychology,which also triggers the identity crisis of countless individuals,and employees are facing increasing work pressure.This paper constructs a model of the relationship between challenge stressor-hindrance stressor and career sustainability based on resource conservation theory and job-resource requirement model theory,and introduces job crafting as a mediating variable and organizational career management as a moderating variable.Secondly,the research hypothesis was proposed and the model framework was constructed;then the mature scale was selected for pretesting and formal testing,and finally,398 valid questionnaires from Tianjin,Hebei,and Guangzhou were recovered for analysis;Finally,the theoretical model of this study was validated by SPSS and AMOS software.The results of the study showed that challenge stressor can positively influence employees’ career sustainability and hindrance stressor negatively affect career sustainability;job crafting plays a mediating role between challenging-hindering stressors and career sustainability;Organizational career management as a work resource to enhance employee career sustainability.Based on the results of the study,enterprise management suggestions are proposed,such as optimizing the matching of people and jobs to achieve stress refinement management,policy motivating employees to think proactively and realize job crafting,and focusing on the synergistic development of employee sustainability and organizational sustainability,which provide some theoretical reference for enterprise management.