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Linking performance pressure to employee work engagement: the moderating role of emotional stability

Author

Listed:
  • Yasir Mansoor Kundi

    (AMU IAE - Institut d'Administration des Entreprises (IAE) - Aix-en-Provence - AMU - Aix Marseille Université)

  • Shakir Sardar

    (AMU IAE - Institut d'Administration des Entreprises (IAE) - Aix-en-Provence - AMU - Aix Marseille Université)

  • Kamal Badar

    (Victoria University of Wellington)

Abstract

Purpose-The purpose of this paper is to investigate the mediating role of threat and challenge appraisals in the relationship between performance pressure and employees' work engagement, as well as the buffering role of emotional stability, as a personal characteristic, in this process. Design/methodology/approach-Data were collected using a three-wave research design. Hypotheses were examined with a sample of 247 white-collar employees from French organizations. Findings-Performance pressure is appraised as either threat or challenge. Challenge appraisal positively mediated the performance pressure and work engagement relationship, whereas threat appraisal negatively mediated the performance pressure and work engagement relationship. Emotional stability moderated these effects, suggesting performance pressure was appraised as a challenge rather than a threat, which then enhanced employee work engagement. Practical implications-This study has shown that employees with high emotional stability who perceived performance pressure as a challenge achieved stronger employee work engagement. Originality/value-Building on Lazare's theory of stress and Mitchell et al. 's theorization, this research demonstrates mediating and moderating mechanisms driving the role of performance pressure on employee work engagement relationships.

Suggested Citation

  • Yasir Mansoor Kundi & Shakir Sardar & Kamal Badar, 2021. "Linking performance pressure to employee work engagement: the moderating role of emotional stability," Post-Print hal-03183363, HAL.
    • Handle: RePEc:hal:journl:hal-03183363
    DOI: 10.1108/PR-05-2020-0313
    Note: View the original document on HAL open archive server: https://amu.hal.science/hal-03183363
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    References listed on IDEAS

    as
    1. Alka Rai & Sunil Maheshwari, 2020. "Exploring the mediating role of work engagement between the linkages of job characteristics with organizational engagement and job satisfaction," Management Research Review, Emerald Group Publishing Limited, vol. 44(1), pages 133-157, July.
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    4. Dirk de Clercq & Yasir Mansoor Kundi & Shakir Sardar & Subhan Shahid, 2021. "Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices," Post-Print hal-03183360, HAL.
    5. Dirk de Clercq & Yasir Mansoor Kundi & Shakir Sardar & Subhan Shahid, 2021. "Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices," Grenoble Ecole de Management (Post-Print) hal-03183360, HAL.
    6. Dirk de Clercq & Yasir Mansoor Kundi & Shakir Sardar & Subhan Shahid, 2021. "Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices," Post-Print hal-03511418, HAL.
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    More about this item

    Keywords

    Performance pressure; Threat appraisal; Challenge appraisal; Emotional stability; Work engagement Paper type Research paper;
    All these keywords.

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