Challenge-Hindrance Stressors, Helping Behavior and Job Performance: Double-Edged Sword of Religiousness

Building on conservation of resource (COR) theory, this study adds to the business ethics literature by examining how employees' religiousness might help them cope with a stressful work environment. In doing so, this study examines the differential effects of challenge and hindrance stressors on employees' job performance and their helping behaviors; and the moderating role of religiousness in this process. Findings from a multisource and three-wave survey data, collected from dyads of employees and their supervisors in Pakistan-based organizations, indicate that challenge stressors positively predict employees' job performance; however, the link between challenge stressors and helping behavior was not significant. Religiousness invigorates both these relationships such that the employees with high religiousness exhibit higher job performance and helping behavior when confronted with challenging stressors. In contrast, hindrance stressors had a negative effect on employees' job performance and their propensity to engage in helping behaviors. Religiousness mitigates this negative effect of hindrance stressors such that the effect is weaker for employees who can draw strength from their religiousness. Finally, this paper discusses the theoretical and practical implications of the study's findings and offers directions for future research.

Automated summary

Building on conservation of resource (COR) theory, this study examines the effects of challenge and hindrance stressors on employees' job performance and helping behaviors, and the moderating role of religiousness in this process. The findings suggest that high religiousness can enhance job performance and helping behavior when faced with challenging stressors. In contrast, hindrance stressors have a negative impact on job performance and helping behavior, which can be mitigated by religiousness.