Pushing the limit: The mediating role of burnout and work engagement in the relationship between job challenges, job hindrance and organizational outcomes.

Abstract

This study focusses on the Job Challenge and Job Hindrance differentiation of the Job Demands-Resources model and their relationships with organizational outcomes. Workload was tested as a job challenge and perceived injustice as a job hindrance. The expected relationships with well-being (work engagement and burnout) were not fully supported. However, the expected two-fold character of a job challenge (both favorable and non-favorable outcomes) and the expected negative character of a job hindrance (only non-favorable outcomes) in relation to organizational outcomes were found. This means that the Job Challenge and Job Hindrance differentiation applies to organization well-being. Six mediated relationships were found, the strongest relationships concerned the ones between injustice and commitment, mediated by work engagement or burnout. Further research suggestions and practical implications are made and method and results are discussed.