Traditional Western stress theories, particularly the challenge-hindrance framework, often overlook cultural differences in how employees respond to workplace pressures and maintain well-being. This limitation is pronounced in Chinese organizational contexts, where collective values and relational harmony shape stress responses in ways not captured by individualistic approaches.
This study addresses this gap by integrating indigenous Chinese Yuanfen theory—comprising Yuan (fatalistic acceptance) and Fen (proactive effort)—with established stress research. We hypothesized that challenge stressors positively influence employee well-being through political skill deployment (Fen), while hindrance stressors negatively affect it by hindering skill use (Yuan).
Using survey data from 423 full-time employees in Taiwan and structural equation modeling with bootstrapping, results revealed distinct mediation patterns: challenge stressors' positive effects on subjective well-being were completely mediated through political skills, while hindrance stressors showed partial mediation with significant direct and indirect negative effects.
These findings demonstrate that political skills in Chinese workplaces function as relationship-centered, Yuanfen-expressive behavioral competencies rather than resource-acquisition tools. For practitioners, results suggest culturally-informed stress management interventions in collectivistic cultures should leverage both acceptance-based and action-oriented coping strategies to enhance employee well-being.

Authors:
Jyun-Kai Liang, National Taichung University of Science and Technology, Taiwan
Wan-Jing April Chang, National Tsing Hua University, Taiwan
Yun-Yu Chang, National Tsing Hua University, Taiwan

About the Presenter(s)
Dr.Jyun-Kai Liang is currectly an Associate Professor in the Department of Business Administration at National Taichung University of Science and Technology, Taiwan, R.O.C.

See this presentation on the full schedule – Tuesday Schedule

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