Scholarlink

<p>This study draws on the Job Demands–Resources (JD-R) model and transactional theory of stress (TTS) to unpack the processes through which high-performance work systems (HPWSs) influence employee job performance. Central to this integration is the appraisal process through which employees interpret HPWS-induced demands as either threatening or challenging. Building on the JD-R model, our results suggest that HPWSs are positively related to performance pressure. In line with TTS, when performance pressure is appraised as a threat, HPWSs increase psychological stress. However, when performance pressure is appraised as a challenge HPWSs enhance job performance. While this supports the conflicting-outcomes perspective, showing that HPWSs are indirectly related to both stress and job performance, no evidence was found that HPWSs improve job performance through stress. Finally, the dispositional trait of grit was found to moderate employee appraisals of, and responses to, performance pressure. Implications for theory and practice are discussed.</p>

错误：搜索内容不能为空，请输入英文关键词
错误：关键词超出字数限制，请精简
高级检索

The impact of high-performance work systems on job performance and stress through performance pressure and challenge–hindrance stressor: The moderating role of grit

  • 期刊论文

  • 发表日期：

    2026年3月17日

查看全文
  • Iqbal Mehmood,
  • Muhammad U. Azeem,
  • Inam ul Haq

摘要

This study draws on the Job Demands–Resources (JD-R) model and transactional theory of stress (TTS) to unpack the processes through which high-performance work systems (HPWSs) influence employee job performance. Central to this integration is the appraisal process through which employees interpret HPWS-induced demands as either threatening or challenging. Building on the JD-R model, our results suggest that HPWSs are positively related to performance pressure. In line with TTS, when performance pressure is appraised as a threat, HPWSs increase psychological stress. However, when performance pressure is appraised as a challenge HPWSs enhance job performance. While this supports the conflicting-outcomes perspective, showing that HPWSs are indirectly related to both stress and job performance, no evidence was found that HPWSs improve job performance through stress. Finally, the dispositional trait of grit was found to moderate employee appraisals of, and responses to, performance pressure. Implications for theory and practice are discussed.