Although traditional views of workplace stress assume that all job demands have deleterious consequences, research indicates that some job demands may benefit employees. Notably, the Challenge–Hindrance Stressor Framework (CHSF) proposes that, although job demands that constrain, hinder, or thwart personal growth and achievement (hindrance stressors) have negative effects on work-related outcomes, job demands that provide the potential for personal growth and achievement (challenge stressors) have positive effects on these outcomes. Despite the attention generated by the CHSF, several criticisms and limitations hinder the potential of this framework. Thus, this article reviews our current understanding of the CHSF, addresses important criticisms about the nature and effects of challenge and hindrance stressors, and discusses how future research should approach conceptual and methodological challenges to lay the foundation for the next iteration of this framework—CHSF 2.0. Building on this new framework, we discuss some implications for cross-cultural research and for practitioners.

中文翻译：

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为挑战奠定基础 - Hindrance Stressor Framework 2.0


尽管传统的工作场所压力观假设所有工作需求都会产生有害后果，但研究表明，一些工作需求可能会使员工受益。值得注意的是，挑战-阻碍压力源框架 （CHSF） 提出，尽管限制、阻碍或阻碍个人成长和成就的工作要求（阻碍压力源）对工作相关结果有负面影响，但提供个人成长和成就潜力的工作要求（挑战压力源）对这些结果有积极影响。尽管 CHSF 引起了关注，但一些批评和限制阻碍了该框架的潜力。因此，本文回顾了我们目前对 CHSF 的理解，解决了关于挑战和阻碍压力源的性质和影响的重要批评，并讨论了未来的研究应该如何应对概念和方法上的挑战，为该框架的下一次迭代奠定基础——CHSF 2.0。在这个新框架的基础上，我们讨论了对跨文化研究和从业者的一些影响。