Mô hình tác động của yếu tố gây căng thẳng trong công việc lên cân bằng công việc - cuộc sống
Tóm tắt: 87
| 
PDF: 63 
##plugins.themes.academic_pro.article.main##
Author
Từ khóa:
Căng thẳng mang tính thách thức
căng thẳng mang tính cản trở
sự phát triển trong công việc
cân bằng công việc - cuộc sống
Tóm tắt
Nghiên cứu phân tích tác động của căng thẳng thử thách và cản trở đến cân bằng công việc - cuộc sống (WNWB) thông qua vai trò trung gian của sự phát triển trong công việc, dựa trên thuyết tự quyết và mô hình tích hợp về sự phát triển con người. Kết quả phân tích định lượng từ các nhân sự từ 18-55 tuổi tại các doanh nghiệp ở Việt Nam cho thấy, căng thẳng thử thách có tác động tích cực, thúc đẩy sự phát triển trong công việc và cải thiện WNWB. Ngược lại, căng thẳng cản trở gây ảnh hưởng tiêu cực, làm giảm sự phát triển và khả năng đạt được cân bằng này. Vai trò trung gian của sự phát triển trong công việc giúp giảm thiểu tác động tiêu cực của căng thẳng cản trở và tận dụng lợi ích từ căng thẳng thử thách. Nghiên cứu cung cấp hàm ý quản trị, khuyến nghị các tổ chức tạo môi trường làm việc tích cực, giảm thiểu yếu tố cản trở để nâng cao hiệu suất và sự gắn kết của nhân viên.
Tài liệu tham khảo
-
[1] Rainoldi, A. Ladkin, and D. Buhalis, "Blending work and leisure: a future digital worker hybrid lifestyle perspective”, Annals of Leisure Research, vol. 27, no. 2, pp. 215-235, 2024.
[2] Hildenbrand, P. Daher, A. Topakas, and X. Gan, "Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life?”, The International Journal of Human Resource Management, vol. 35, no. 6, pp. 1048-1087, 2024.
[3] Johnson et al., "A review and agenda for examining how technology-driven changes at work will impact workplace mental health and employee well-being”, Australian Journal of Management, vol. 45, no. 3, pp. 402-424, 2020.
[4] J. Casper, H. Vaziri, J. H. Wayne, S. DeHauw, and J. Greenhaus, "The jingle-jangle of work–nonwork balance: A comprehensive and meta-analytic review of its meaning and measurement”, Journal of Applied Psychology, vol. 103, no. 2, p. 182–214, 2018.
[5] Merkuž, "Thriving at work in the context of work and nonwork characteristics”, Univerza v Ljubljani, Ljubljana, 2024.
[6] D. Milia and Z. Jiang, "Linking leader-member exchange and work–nonwork balance: the mediating role of thriving at work and the moderating role of gender”, Personnel Review, vol. 53, no. 1, pp. 155-172, 2024.
[7] Prem, S. Ohly, B. Kubicek, and C. Korunka, "Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work”, Journal of organizational behavior, vol. 38, no. 1, pp. 108-123, 2016.
[8] Liu, S. Zhang, Y. Wang, and Y. Yan, "The Antecedents of Thriving at Work: A Meta-Analytic Review”, Frontiers in Psychology, vol. 12, 2021.
[9] Craig and B. Churchil, "Dual-earner parent couples’ work and care during COVID-19”, Gender, Work & Organization, vol. 28, pp. 66-79, 2021.
[10] H. Greenhaus and T. D. Allen, "Work–family balance: A review and extension of the literature”, in Handbook of occupational health psychology, vol. 103, American Psychological Association, 2011, p. 165–183.
[11] H. Wayne, H. Vaziri, and W. J. Casper, "Work-nonwork balance: Development and validation of a global and multidimensional measure”, Journal of Vocational Behavior, vol. 127, 2021.
[12] M. Haar, A. Sune, M. Russo, and A. Ollier-Malaterre, "A Cross-National Study on the Antecedents of Work–Life Balance from the Fit and Balance Perspective”, Social Indicators Research, vol. 142, p. 261–282, 2019.
[13] Kerksieck et al., "Crafting work-nonwork balance involving life domain boundaries: Development and validation of a novel scale across five countries”, Frontiers in Psychology, vol. 13, 2022.
[14] S. Lazarus and S. Folkman, Stress, Appraisal, and Coping, Springer, 1984.
[15] Beehr and J. Newman, "Job Stress, Employee Health and Organizational Effectiveness: A Facet Analysis, Model and Literature Review”, Personnel psychology, vol. 31, pp. 665-699, 1978.
[16] A. Cavanaugh, W. R. Boswell, M. V. Roehling, and J. W. Boudreau, "An empirical examination of self-reported work stress among U.S. managers”, Journal of Applied Psychology, vol. 85, no. 1, pp. 65-74, 2000.
[17] R. Webster, T. A. Beehr, and N. D. Christiansen, "Toward a better understanding of the effects of hindrance and challenge stressors on work behavior”, Journal of Vocational Behavior, vol. 76, no. 1, 2010.
[18] L. Deci and R. M. Ryan, Intrinsic Motivation and Self-Determination in Human Behavior, Springer Science & Business Media, 2013.
[19] L. Deci, A. H. Olafsen, and R. M. Ryan, "Self-determination theory in work organizations: The state of a science”, Annual review of organizational psychology and organizational behavior, vol. 4, no. 1, pp. 19-43, 2017.
[20] M. Ryan and E. L. Deci, "Self-Determination Theory”, in Encyclopedia of Quality of Life and Well-Being Research, Springer Nature Switzerland, 2023.
[21] M. Ryan, E. L. Deci, and M. Vansteenkiste, "Autonomy and autonomy disturbances in self-development and psychopathology: Research on motivation, attachment, and clinical process”, in Developmental Psychopathology, Theory and Method, vol. 1, 2016, pp. 385-438.
[22] Spreitzer, "Self-determination as a nutriment for thriving: Building an integrative model of human growth”, in The Oxford Handbook of Work Engagement, Motivation, and Self-determination Theory, Oxford University Press, 2014.
[23] Spreitzer, K. Sutcliffe, J. Dutton, S. Sonenshein, and A. M. Grant, "A socially embedded model of thriving at work”, Organization Science, vol. 16, no. 5, 2005.
[24] B. Miller, The Healing Connection: How Women Form Relationships in Therapy and in Life, Beacon Press, 2015.
[25] S. Carver, “Resilience and Thriving: Issues, Models, and Linkages”, Journal of Social Issues, vol. 54, no. 2, pp. 245-266, 2010.
[26] D. Ryff, "Happiness is everything, or is it? Explorations on the meaning of psychological well-being”, Journal of Personality and Social Psychology, vol. 57, no. 6, pp. 1069-1081, 1989.
[27] Porath, G. Spreitzer, C. Gibson, and F. G. Garnett, "Thriving at work: Toward its measurement, construct validation, and theoretical refinement”, Journal of organizational behavior, vol. 33, no. 2, pp. 250-275, 2012.
[28] L. Deci and R. M. Ryan, "The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior”, Psychological inquiry, vol. 11, no. 4, pp. 227-268, 2000.
[29] Lepine, Y. Zhang, B. L. Rich, and E. Crawford, "Turning their Pain to Gain: Charismatic Leader Influence on Follower Stress Appraisal and Job Performance”, Academy of Management Journal, vol. 59, no. 3, 2015.
[30] A. Cavanaugh, W. R. Boswell, M. V. Roehling, and J. W. Boudreau, "An empirical examination of self-reported work stress among U.S. managers”, The Journal of applied psychology, vol. 85, no. 1, pp. 65-74, 2000.
[31] C. J. Caniëls, E. Herbots, I. Nikolova, and S. D. Hauw, "Social Support, Job Demands and Work-Nonwork Balance”, in The Palgrave Handbook of Global Social Problems, Springer Nature Link, 2021, pp. 1-13.
[32] Ilies, K. S. Wilson, and D. T. Wagner, "The Spillover Of Daily Job Satisfaction Onto Employees' Family Lives: The Facilitating Role Of Work-Family Integration”, Academy of Management Journal, vol. 52, no. 1, pp. 87-102, 2009.
[33] Yang and X. Li, "The Impact of Challenge and Hindrance Stressors on Thriving at Work Double Mediation Based on Affect and Motivation”, Frontiers in Psychology, vol. 12, 2021.
[34] p. Lin, J. Xian, B. Li, and H. Huang, "Transformational Leadership and Employees’ Thriving at Work: The Mediating Roles of Challenge-Hindrance Stressors”, Frontiers in Psychology, vol. 11, 2020.
[35] P. Podsakoff, J. A. LePine, and M. A. LePine, "Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis”, Journal of Applied Psychology, vol. 92, no. 2, pp. 438-454, 2007.
[36] R. Webster and G. A. Adams, "The differential role of job demands in relation to nonwork domain outcomes based on the challenge-hindrance framework”, Work & Stress, vol. 34, no. 1, pp. 5-33, 2019.
[37] Schaubroeck, J. L. Cotton, and K. R. Jennings, "Antecedents and Consequences of Role Stress: A Covariance Structure Analysis”, Journal of Organizational Behavior, vol. 10, no. 1, pp. 35-58, 1989.
[38] Sawhney and J. S. Michel, "Challenge and Hindrance Stressors and Work Outcomes: the Moderating Role of Day-Level Affect”, Journal of Business and Psychology, vol. 37, p. 389–405, 2022.
[39] Hussain, H. Farid, X. Liu, and W. A. Shaheen, "Unveiling the Effects of Stressors on Task Performance: The Role of Thriving at Work and Resilience”, Frontiers in Psychology, vol. 13, 2022.
[40] W. Britt and S. M. Jex, Thriving Under Stress: Harnessing Demands in the Workplace, Oxford University Press, 2015.
[41] J. Casper, S. A. Hyde, H. Vaziri, and J. H. Wayne, "A dual process model of multidimensional work–nonwork balance”, in Handbook of occupational health psychology, American Psychological Association, 2024, p. 127–146.
[42] -K. Kleine, C. W. Rudolph, and H. Zacher, "Thriving at work: A meta-analysis”, Journal of Organizational Behavior, vol. 40, pp. 973-999, 2019.
[43] M. Ryan and E. L. Deci, "Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being”, American Psychologist, vol. 55, no. 1, p. 68–78, 2000.
[44] J. Wood and G. Michaelides, "Challenge and hindrance stressors and wellbeing-based work–nonwork interference: A diary study of portfolio workers”, Human Relations, vol. 69, no. 1, pp. 111-138, 2016.
[45] H. Greenhaus and G. N. Powell, "When work and family are allies: A theory of work-family enrichment.”, The Academy of Management Review, vol. 31, p. 72–92, 2006.
[46] J. Xu, R. Loi, and C. W. Chow, "Can taking charge at work help hospitality frontline employees enrich their family life?”, International Journal of Hospitality Management, vol. 89, 2020.
[47] B. Rodell and T. A. Judge, "Can ‘good’ stressors spark ‘bad’ behaviors? The mediating role of emotions in links of challenge and hindrance stressors with citizenship and counterproductive behaviors”, Journal of Applied Psychology, vol. 94, no. 6, p. 1438–1451, 2009.
[48] Valcour, "Work-based resources as moderators of the relationship between work hours and satisfaction with work-family balance”, Journal of Applied Psychology, vol. 92, no. 6, p. 1512–1523, 2007.
[49] Fornell and D. F. Larcker, "Structural equation models with unobservable variables and measurement error: Algebra and statistics”, Journal of Marketing Research, vol. 18, no. 3, pp. 382-388, 1981.
[50] Henseler, C. M. Ringle, and M. Sarstedt, "A new criterion for assessing discriminant validity in variance-based structural equation modeling”, Journal of the Academy of Marketing Science, vol. 43, p. 115–135, 2015.
[51] J. F. Hair, C. M. Ringle, and M. Sarstedt, "PLS-SEM: Indeed a Silver Bullet”, Journal of Marketing Theory and Practice, vol. 19, no. 2, pp. 139-152, 2011.
Xem thêm
##plugins.themes.academic_pro.article.sidebar##
Đã Xuất bản
Apr 30, 2025
Download
Cách trích dẫn
Quân, N. H., T. T. Q. Chi, L. N. Hân, L. H. Ly, T. T. Y. Nhi, và N. M. Phương. “Mô hình tác động của yếu tố gây căng thẳng Trong công việc Lên cân bằng công việc - cuộc sống”. Tạp Chí Khoa học Và Công nghệ - Đại học Đà Nẵng, vol 23, số p.h 4, Tháng Tư 2025, tr 35-41, doi:10.31130/ud-jst.2025.583.
