Can High Levels of Hindrance Demands Increase the Worker’s Intellectual Response?

Francisco G. Martín-Martín, Pedro A. Díaz-Fúnez, Katarzyna Durniat, Carmen María Salvador-Ferrer, Juan Manuel Llopis-Marín, Caroline Limbert and Miguel Ángel Mañas-Rodríguez
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Francisco G. Martín-Martín: Research Team in Psychology of Work, Organizations and Human Resources (IPTORA), University of Almeria, 04120 Almeria, Spain
Pedro A. Díaz-Fúnez: Research Team in Psychology of Work, Organizations and Human Resources (IPTORA), University of Almeria, 04120 Almeria, Spain
Katarzyna Durniat: Institute of Psychology, Faculty of Historical and Pedagogical Sciences, University of Wroclaw, 50-137 Wroclaw, Poland
Carmen María Salvador-Ferrer: Research Team in Psychology of Work, Organizations and Human Resources (IPTORA), University of Almeria, 04120 Almeria, Spain
Juan Manuel Llopis-Marín: Research Team in Psychology of Work, Organizations and Human Resources (IPTORA), University of Almeria, 04120 Almeria, Spain
Caroline Limbert: Applied Psychology and Behaviour Change Research Group, Cardiff Metropolitan University, Cardiff CF5 2YB, UK
Miguel Ángel Mañas-Rodríguez: Research Team in Psychology of Work, Organizations and Human Resources (IPTORA), University of Almeria, 04120 Almeria, Spain

Sustainability, 2022, vol. 14, issue 5, 1-12

Abstract: Job demands are factors that are associated with a physical and psychological cost when it comes to coping with them, but which can also positively affect the motivational process. Demands such as overload, defined as an excessive workload, have not presented positive results in any of the studies that have related it to employee engagement. The present study aims to delve into the possible positive effect of this demand on the intellectual bonding of employees. It is hypothesized that: (a) Initially, the increase in the perception of work overload will show a negative influence on the intellectual engagement of the employees; but (b) high perceptions of overload will change this effect, producing an increase in the intellectual dimension of engagement. The sample is made up of 706 employees of a Spanish multinational company. The results support this asymmetric curvilinear influence. The level of intellectual engagement is significantly reduced when the role overload increases from the lower values of the scale. However, upon reaching high levels of role overload, the intellectual engagement response begins to grow. These results challenge the conceptualization of overload as only negative and opens the door to consider that the positive response to a demand can also occur at high levels of it.

Keywords: job demand; role overload; intellectual engagement; curvilinear relationship; hindrance demands; challenge demands (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2022
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