The Interactive Effects of Challenge Stressors, Leader-Member Exchange, and Positive Stress Mindset on Job Engagement and Job Performance

摘要

We integrated a job demands-resources model and substitutes for leadership theory to examine the moderated effect of leader-member exchange on the indirect relationship between challenge stressors and job performance mediated by job engagement. Furthermore, we used stress mindset to examine the three-way moderated effect in the aforementioned relationship. Data were collected from 487employees from the different occupations in Taiwan. Statistical analysis results supported the moderated mediation effect and the three-way interaction effect. The findings suggest that when supervisors' social support resources are weak, positive stress mindset can instead be a key resource for an employee's positive work motivation.