Within the scope of positive psychology one main construct is optimal experience or flow. Flow is a state in which people are so involved in an activity that nothing else seems to matter. Although Maslow introduced the term `positive psychology` more than 70 years ago the research in this field is still sparse and conceptualizations as well as implications of flow are fragmentary and inconsistent.
Therefore the present study among 117 white-collar employees investigates the relationships between flow at work, job resources (feedback, task variety, social support, autonomy and self-efficacy) and organizational outcomes (subjective well-being, work performance and health). In this concept it was assumed that resources and flow are predictors of organizational outcomes and that resources are also predictors of flow. Additionally, flow was studied as a mediator of the resources–outcomes relationship. Subjects completed online and paper-pencil-surveys including resources, flow and organizational outcomes.
Analyses revealed that higher levels of job resources lead to higher levels of flow at work, as well as predicting well-being and work performance. In addition, employees who report frequent flow experience also report high levels of well-being and work performance. Furthermore, flow was found to be a mediator in the relationship of resources with subjective well-being and work performance. It is recommended that organizations should care more about resources and flow, since they predict well-being and work performance.
Inhaltsverzeichnis (Table of Contents)
- 1. Introduction
- 2. Theoretical Background
- 2.1. The Flow Phenomenon in the Working Context: A Short-Term Peak Experience
- 2.2. Job Resources and the Job Demands-Resources Model
- 2.3. The Influence of Job Resources on Work Processes and Outcomes
- 2.4. Do Resources Lead to Flow?
- 2.5. The Influence of Flow on Work Processes and Outcomes
- 2.6. The Role of Flow: Mediator or Moderator?
- 3. Hypotheses
- 4. Methods
- 4.1. Participants and Sampling Procedure
- 4.2. Measures
- 4.2.1. Demographical Information
- 4.2.2. Flow at Work
- 4.2.3. Task Variety
- 4.2.4. Social Support from Colleagues & Social Support from Supervisors
- 4.2.5. Autonomy
- 4.2.6. Feedback (from the Job itself)
- 4.2.7. Feedback (from Agents)
- 4.2.8. Occupational Self-efficacy
- 4.2.9. Subjective Well-being
- 4.2.10. Health
- 4.2.11. Work Performance
- 5. Results
- 5.1. Descriptive Analyses
- 5.2. Construct Validity of the Measurements
- 5.3. Resources and Organizational Outcomes (F1)
- 5.4. Resources and Flow (F2)
- 5.5. Flow and Organizational Outcomes (F3)
- 5.6. The Mediating Effect of Flow (F4)
- 6. Discussion
- 6.1. Results Regarding the Hypotheses
- 6.2. Excursus: Further Calculations
- 7. Limitations and Further Research
- 8. Practical Implications
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This study investigates the relationship between flow at work, job resources, and organizational outcomes, aiming to understand the role of flow as either a mediator or moderator in the relationship between resources and outcomes. The study focuses on white-collar employees and utilizes a variety of measures to assess flow, job resources, and organizational outcomes, including subjective well-being, work performance, and health.
- Flow at work and its influence on work processes and outcomes
- The role of job resources in promoting flow and organizational outcomes
- The mediating effect of flow in the relationship between resources and organizational outcomes
- The importance of considering both resources and flow for promoting well-being and work performance in organizations
Zusammenfassung der Kapitel (Chapter Summaries)
The study begins with an introduction to the concept of flow in the context of work, highlighting its significance for positive psychology. Chapter 2 delves into the theoretical background, exploring the flow phenomenon, job resources, and the Job Demands-Resources Model. This chapter examines the influence of job resources on work processes and outcomes, investigates whether resources lead to flow, and analyzes the influence of flow on work processes and outcomes. It also discusses the potential role of flow as a mediator or moderator in the relationship between resources and outcomes. Chapter 3 outlines the hypotheses of the study. Chapter 4 details the methodology, including the participants, sampling procedure, and measures employed. Chapter 5 presents the results of the study, covering descriptive analyses, construct validity, and the analysis of relationships between resources, flow, and organizational outcomes. Chapter 6 discusses the findings in relation to the hypotheses and explores further calculations. Chapter 7 examines the limitations of the study and suggests directions for future research. Finally, Chapter 8 provides practical implications for organizations based on the study's findings.
Schlüsselwörter (Keywords)
The primary keywords and focus topics of this research include flow at work, job resources, work performance, well-being, and health. The study investigates the relationship between these concepts and aims to provide insights into how organizations can promote positive work experiences and outcomes by fostering both resources and flow.
- Citation du texte
- Alexandra Seifert (Auteur), 2015, Mediator or Moderator? The Influence of Flow at Work on the Relationship between Resources and Organizational Outcomes, Munich, GRIN Verlag, https://www.grin.com/document/369825
