[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-35865":3,"doc-seo-35865":29},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":4,"category_id":11,"category_name":12,"doc_title":13,"doc_description":14,"doc_content":15,"file_id":16,"file_url":17,"file_type":18,"file_size":19,"view_count":20,"is_deleted":4,"is_public":20,"is_downloadable":20,"audit_status":20,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":13,"seo_description":14,"update_tm":27,"read_time":28},35865,16904993612988,"Olivia Brown","https://ap-avatar.wpscdn.com/davatar_a8503ba1806abce46bf441b54a3ca4cd",8,"Research & Report","Differential Challenge Stressor–Hindrance Stressor Relationships Meta-Analysis","A two-dimensional work stressor framework explains inconsistencies in prior findings on how stress relates to retention-related outcomes. Meta-analyses of 183 independent samples show hindrance stressors relate dysfunctionally to job satisfaction and organizational commitment, while increasing turnover intentions, turnover, and withdrawal behavior. Challenge stressors show generally opposite patterns. Mediation tests indicate job attitudes help explain why effects differ for more distal criteria such as withdrawal behavior and turnover.","","cbCaibZjIauonz1X","https://ap.wps.com/l/cbCaibZjIauonz1X","pdf",169133,1,17,"English","en",105,"# Differential challenge vs. hindrance stressor theory\n## Retention-related criteria and research inconsistencies\n## Meta-analytic evidence and direction of effects\n## Mediation by job attitudes\n## Implications for withdrawal and turnover outcomes","[{\"question\":\"What is the core framework used to study work stressors in this meta-analysis?\",\"answer\":\"The study applies a two-dimensional work stressor framework distinguishing challenge stressors from hindrance stressors.\"},{\"question\":\"How do hindrance stressors relate to retention-related criteria?\",\"answer\":\"Hindrance stressors show dysfunctional relationships: negative links with job satisfaction and organizational commitment and positive links with turnover intentions, turnover, and withdrawal behavior.\"},{\"question\":\"How do challenge stressors differ from hindrance stressors in their associations with outcomes?\",\"answer\":\"Challenge stressors show generally opposite effects—positive relationships with job satisfaction and organizational commitment and negative relationships with turnover intentions and turnover.\"}]",1782680525,43,null]