An increasing number of studies have demonstrated that the new generation of construction workers is more susceptible to work stress, which can lead to unsafe behaviors. While stress significantly influences unsafe behaviors, the interplay of various stress sources within the organizational system is equally critical.
Objective
To clarify the mechanisms and impact pathways of challenge-hindrance stressors in relation to the unsafe behaviors of the new generation of construction workers. This study is the first to explore the issue in China's construction industry.
Methods
A hypothesis model is established based on the “stressors-strain-outcomes (SSO)” framework, examining the relationships among challenge stressors, hindrance stressors, perceived organizational support, organizational commitment, and unsafe behaviors. Data were collected from 312 new-generation construction workers, and structural equation modeling (SEM) was employed for hypothesis testing and empirical analysis.
Results
The results showed that challenge stressors negatively affected unsafe behaviors, hindrance stressors positively affected unsafe behaviors, and the connection between challenge-hindrance stressors and unsafe behaviors is mediated by organizational commitment. Perceived organizational support positively moderated the connection between challenge stressors and unsafe behaviors.
Conclusion
The results can provide theoretical support for managing the stressors experienced by the new generation of construction workers.
ZongHYiWAntwi-Afari MF, et al.Fatigue in construction workers: a systematic review of causes, evaluation methods, and interventions. Saf Sci2024; 176: 106529.
2.
CongWZhangSLiangH, et al.Impact of challenge and hindrance job stressors on informal safety communication of construction workers in China: the moderating role of co-worker relationship. Eng Const Arch Manag2024; 31: 2011–2033.
3.
KeYBianJ. Systematic training to improve the transformation of migrant workers into industrial workers within the construction sector in China. Buildings2023; 13: 1948.
4.
NiGWangSZhouQ, et al.Improving the professionalization level of a new generation of construction workers to reduce their unsafe behavior: an empirical study in China. Int J Occup Saf Ergon2024; 30: 611–623.
5.
GhaniBMemonKRHanH, et al.Work stress, technological changes, and job insecurity in the retail organization context. Front Psychol2022; 13: 918065.
6.
LiJLiaoYWangW, et al.Is stress always bad? The role of job stress in producing innovative ideas. Knowl Manag Res Pract2025; 23: 77–88.
7.
CavanaughMABoswellWRRoehlingMV, et al.An empirical examination of self-reported work stress among US managers. J Appl Psychol2000; 85: 65.
8.
ZhuGQJiangSHHanXY. The impact of challenge-hindrance stressors on rural teachers’ work autonomy. Educ Res Exp2022; 03: 94–100.
9.
MoinMFSpagnoliPKhanAN, et al.Challenge-hindrance stressors and service employees job outcomes. Curr Psychol2023; 42: 24623–24634.
10.
RigottiTSchilbachMKernM. Sometimes here, sometimes there—differential effects of social challenge and hindrance stressors depending on the work location. Front Organ Psychol2024; 2: 1307311.
11.
CooperC. Managerial, occupational and organizational stress research, 2024.
12.
LeungMChanIYSCooperC. Stress management in the construction industry, 2015.
13.
KangMYQiSJChenM. Comparison of the effects of psychological and material support on unsafe behavior of construction workers. China Saf Sci Technol2022; 18: 143–148.
14.
WangYQiSJChenJJ, et al.Effects of safety support on construction workers’ safety behavior from organizational and individual perspectives. J Huaqiao Univ (Nat Sci Ed)2023; 44: 694–701.
15.
HngoiCLAbdullahNAWan SulaimanWS, et al.Relationship between job involvement, perceived organizational support, and organizational commitment with job insecurity: a systematic literature review. Front Psychol2023; 13: 1066734.
16.
AhliRHilmi MFAbudaqaA. Moderating effect of perceived organizational support on the relationship between employee performance and its determinants: a case of entrepreneurial firms in UAE. Aptisi Trans Technopr2024; 6: 199–212.
17.
BordePSAroraRKakotyS. Linkages of organizational commitment and leadership styles: a systematic review. Eur J Train Dev2024; 48: 41–66.
18.
CaoXMasoodALuqmanA, et al.Excessive use of mobile social networking sites and poor academic performance: antecedents and consequences from the stressor-strain-outcome perspective. Comput Human Behav2018; 85: 163–174.
19.
BarpandaSSaraswathyG. The impact of excessive workload on job performance of healthcare workers during pandemic: a conceptual mediation-moderation model. IJMAR2023; 10: 24–39.
20.
KoeskeGFKoeskeRD. A preliminary test of a stress-strain-outcome model for reconceptualizing the burnout phenomenon. J Soc Serv Res1993; 17: 107–135.
OlugbadeOAKaratepeOM. Stressors, work engagement and their effects on hotel employee outcomes. Serv Ind J2019; 39: 279–298.
23.
ZhangSSunindijoRYFrimpongS, et al.Work stressors, coping strategies, and poor mental health in the Chinese construction industry. Saf Sci2023; 159: 106039.
24.
SawhneyGMichelJS. Challenge and hindrance stressors and work outcomes: the moderating role of day-level affect. J Bus Psychol2022; 37: 389–405.
25.
MowdayRTSteersRMPorterLW. The measurement of organizational commitment. J Vocat Behav1979; 14: 224–247.
26.
JiangQLeeHXuD. Challenge stressors, work engagement, and affective commitment among Chinese public servants. Public Pers Manage2020; 49: 547–570.
27.
OyewobiLOOkeAEAdeneyeTD, et al.Impact of work–life policies on organizational commitment of construction professionals: role of work–life balance. Int J Const Manag2022; 22: 1795–1805.
28.
Um MYHarrison DF. Role stressors, burnout, mediators, and job satisfaction: a stress-strain-outcome model and an empirical test. Soc Work Res1998; 22: 100–115.
29.
LeungMYAhmedKChanIYS. Impact of stressors/stress on organizational commitment of engineers in the construction industry. Buildings2024; 14: 956.
30.
GlazerSKruseB. The role of organizational commitment in occupational stress models. Int J Stress Manag2008; 15: 329–344.
31.
PodsakoffNPLePineJALePineMA. Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis. J Appl Psychol2007; 92: 438.
32.
LingWQYangHJ. Perceived organizational support (POS) of the employees. Acta Psychol Sinica2006; 38: 281.
33.
ShiYFDongR. Influence of perceived organizational support on unsafe behaviors of migrant workers in construction industry. J Saf Sci Technol2020; 16: 158–164.
34.
WallaceJCEdwardsBDArnoldT, et al.Work stressors, role-based performance, and the moderating influence of organizational support. J Appl Psychol2009; 94: 254.
35.
BaoYZhongW. How stress hinders health among Chinese public sector employees: the mediating role of emotional exhaustion and the moderating role of perceived organizational support. Int J Environ Res Public Health2019; 16: 4408.
36.
BrownJD. Likert Items and scales of measurement. Statistics (Ber)2011; 15: 10–14.
37.
DawesJ. Do data characteristics change according to the number of scale points used? An experiment using 5-point, 7-point and 10-point scales. Int J Market Res2008; 50: 61–104.
38.
LePineMA. The challenge-hindrance stressor framework: an integrative conceptual review and path forward. Group Organ Manag2022; 47: 223–254.
39.
LiuXDengJ. Development of organizational commitment based on the social exchange theory. In: 2011 international conference on management and service science, IEEE, 2011, pp. 1–6.
40.
LittleTDCunninghamWAShaharG, et al.To parcel or not to parcel: exploring the question, weighing the merits. Struct Equ Modeling2002; 9: 151–173.
41.
LiuZQDengCJLiaoJQ, et al.Organizational support, status perception and employee innovation: from the perspective of employment diversity. J Manag Sci China2015; 18: 80–94.
42.
XuanJ. Research on the influence mechanism of work-family balance on the unsafe behavior of new-generation construction workers. China University of Mining and Technology, 2021.
43.
HaydukLA. Structural equation modeling with LISREL: Essentials and advances. Baltimore, MD, USA: Johns Hopkins, 1987.
44.
BagozziRPYiY. On the evaluation of structural equation models. J Acad Mark Sci1988; 16: 74–94.
45.
ScottJE. The measurement of information systems effectiveness: evaluating a measuring instrument. ACM SIGMIS Database: DATABASE Adv Inform Syst1995; 26: 43–61.
46.
Hair JrJFBabinBJKreyN. Covariance-based structural equation modeling in the Journal of Advertising: review and recommendations. J Advert2017; 46: 163–177.
47.
HuLBentlerPM. Fit indices in covariance structure modeling: sensitivity to underparameterized model misspecification. Psychol Methods1998; 3: 424.
48.
HayesAF. Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York, NY, USA: Guilford Publications, 2017.
49.
ChenXPXuSYFanJL. Empirical methods in organizational and management research. 2nd ed. Beijing: Peking University Press, 2012, 420–441.
50.
HariantoFAnwarNWigunaIPA, et al.Experiment the effect of providing monetary incentives and safety patrols on work safety behavior in construction project implementation. In: Proceedings of the second international conference of construction, infrastructure, and materials: ICCIM 2021, 26 July 2021, Jakarta, Indonesia, 2022, pp. 449–457. Singapore: Springer Nature Singapore.
51.
SawachaENaoumSFongD. Factors affecting safety performance on construction sites. Int J Project Manage1999; 17: 309–315.
52.
ChihYYKiazadKChengD, et al.Does organizational justice matter? Implications for construction workers’ organizational commitment. J Manag Eng2017; 33: 04016043.
