Resources theories of occupational stress (e.g., conservation of resources theory) argue that job demands deplete employees’ resources, and the challenge–hindrance model of occupational stress proposes that some demands tend to be appraised by employees more as challenges and others more as hindrances. Focusing on challenge demands, we propose and test a model in which work demands influence two resources (employees’ sense of self-worth and work meaningfulness) via appraisal processes, and the resources subsequently contribute to employees’ flourishing in their lives. Data were collected from U.S. employees at two separate points with a 1-month interval. Challenge appraisals of demands had positive effects on the two motivational resources, organization-based self-esteem and perceptions of meaningful work, and hindrance appraisals had negative effects on them. The findings suggest adapting conservation of resources theory to add appraisals as mediators between demands and resources. Overall, the present study shows a spillover effect and extends well-being research by providing evidence that resources created by positive organizational experiences contributed to promoting general positive well-being in employees’ lives in the form of flourishing.