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.
關聯:
2017 Annual Meeting of the Decision Sciences Institute Proceedings
