How do hindrance stressors relate to organizational commitment?

Hindrance stressors refer to stressors that are perceived as obstacles to personal growth and achievement, which can create feelings of frustration, anxiety, and a sense of being overwhelmed. They can arise from various sources, such as role ambiguity, excessive workload, or organizational politics.

When considering organizational commitment, which reflects an employee's emotional attachment to, identification with, and involvement in a company, the presence of hindrance stressors can undermine this commitment. High levels of hindrance stress can lead employees to feel discontentment and disengagement from their work, which often drives them to consider leaving the organization.

This negative relationship occurs because when employees are frequently faced with challenges that hinder their performance and development, they are less likely to feel a strong commitment to their organization and more likely to experience burnout or dissatisfaction. This link suggests that as hindrance stressors increase, organizational commitment tends to diminish significantly, illustrating a strong negative correlation. Thus, the link between hindrance stressors and a decrease in organizational commitment aligns with the idea that such stressors can create an unhealthy work environment, further leading to turnover intentions and lower overall morale within the organization.