Different curvilinear effects of challenge/hindrance
 stressors on creativity: The role of job resources: THE ROLE OF JOB RESOURCES

Jie Wang; Xiaoling Yang; Hong Deng

doi:10.5465/AMPROC.2023.207bp

Different curvilinear effects of challenge/hindrance stressors on creativity: The role of job resources: THE ROLE OF JOB RESOURCES

Jie Wang
, Xiaoling Yang
, Hong Deng

Department of International Business and Management

Research output: Journal Publication › Conference article › peer-review

Abstract

Building on the challenge–hindrance stressor framework and the job demands–resources model, the present study posits that job-required creativity, a challenge stressor, and role ambiguity, a hindrance stressor, influence employee creativity differently through intrinsic motivation. Specifically, we argue that the indirect relationship between the challenge stressor and creativity through intrinsic motivation exhibits an inverted U-shape, whereas the indirect relationship between the hindrance stressor and creativity through intrinsic motivation exhibits a U-shape. We further identify job resource adequacy as an important moderator that influences the relationships between challenge/hindrance stressors and intrinsic motivation. Our data showed support of these predictions.

Original language	English
Journal	Academy of Management Proceedings
Volume	2023
Issue number	1
DOIs	https://doi.org/10.5465/AMPROC.2023.207bp
Publication status	Published - 2023
Event	83rd Annual Meeting of the Academy of Management, AOM 2023 - Boston, United States Duration: 4 Aug 2023 → 8 Aug 2023

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

SDG 9 Industry, Innovation, and Infrastructure

ASJC Scopus subject areas

Management Information Systems
Management of Technology and Innovation
Industrial relations

Access to Document

10.5465/AMPROC.2023.207bp

Cite this

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title = "Different curvilinear effects of challenge/hindrance stressors on creativity: The role of job resources: THE ROLE OF JOB RESOURCES",

abstract = "Building on the challenge{\textendash}hindrance stressor framework and the job demands{\textendash}resources model, the present study posits that job-required creativity, a challenge stressor, and role ambiguity, a hindrance stressor, influence employee creativity differently through intrinsic motivation. Specifically, we argue that the indirect relationship between the challenge stressor and creativity through intrinsic motivation exhibits an inverted U-shape, whereas the indirect relationship between the hindrance stressor and creativity through intrinsic motivation exhibits a U-shape. We further identify job resource adequacy as an important moderator that influences the relationships between challenge/hindrance stressors and intrinsic motivation. Our data showed support of these predictions.",

author = "Jie Wang and Xiaoling Yang and Hong Deng",

note = "Publisher Copyright: {\textcopyright} 2023, Academy of Management. All rights reserved.; 83rd Annual Meeting of the Academy of Management, AOM 2023 ; Conference date: 04-08-2023 Through 08-08-2023",

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T2 - 83rd Annual Meeting of the Academy of Management, AOM 2023

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AU - Yang, Xiaoling

AU - Deng, Hong

PY - 2023

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N2 - Building on the challenge–hindrance stressor framework and the job demands–resources model, the present study posits that job-required creativity, a challenge stressor, and role ambiguity, a hindrance stressor, influence employee creativity differently through intrinsic motivation. Specifically, we argue that the indirect relationship between the challenge stressor and creativity through intrinsic motivation exhibits an inverted U-shape, whereas the indirect relationship between the hindrance stressor and creativity through intrinsic motivation exhibits a U-shape. We further identify job resource adequacy as an important moderator that influences the relationships between challenge/hindrance stressors and intrinsic motivation. Our data showed support of these predictions.

AB - Building on the challenge–hindrance stressor framework and the job demands–resources model, the present study posits that job-required creativity, a challenge stressor, and role ambiguity, a hindrance stressor, influence employee creativity differently through intrinsic motivation. Specifically, we argue that the indirect relationship between the challenge stressor and creativity through intrinsic motivation exhibits an inverted U-shape, whereas the indirect relationship between the hindrance stressor and creativity through intrinsic motivation exhibits a U-shape. We further identify job resource adequacy as an important moderator that influences the relationships between challenge/hindrance stressors and intrinsic motivation. Our data showed support of these predictions.

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