An Empirical Test of a Correspondence Model of Expatriate Managers' Work Adjustment.

Recent developments to the stressors literature have suggested that stressors

can have both negative and positive influences. This study of 203 New Zealand

government workers tested challenge (positive) and hindrance (negative) stressors as

predictors of job outcomes focusing upon social exchange theory. The results found

challenge stressors held positive relationships with supervisor support, perceived

organizational support and employee loyalty; while, conversely, hindrance stressors were

negatively related to these outcomes. Employer implications are that jobs structured

to allow greater amounts of responsibility, with greater scope, are more likely to lead to

positive job outcomes relating to feelings of reciprocity. Organizations that can better

manage and control hindrance stressors while promoting challenge stressors will likely

enjoy more loyal employees, with greater support perceptions, which might alleviate some

of the tension of working into today’s turbulent environments.