Experience of work-related flow: Does high decision latitude enhance benefits gained from job resources?

The mediating role of flow state between recovery and energy levels: An experience sampling method study

This study uses a resource perspective that combines theories used commonly to explore recovery experiences as a theoretical framework and investigate the effects of recovery at the beginning of the workday on exhaustion and vigour at the end of the workday, with workflow in the morning as a mediator. An experience sampling method was used to collect data from 84 fulltime employees. Participants received three survey links each workday over a 2-week period, resulting in 837 days-level and 2517 data points. Hierarchical linear regression was used to test hypotheses, with results suggesting that greater recovery at the beginning of the workday correlated negatively with exhaustion and positively with vigour at the end of the workday. Recovery at the beginning correlated positively with flow state in the morning, and flow state correlated positively with vigour at the end of the workday. Flow state in the morning mediated the relationship between recovery level at the beginning and vigour at the end of the workday. These findings suggest the importance of recovery and the effects of flow state on employees' vigour.

How Job Stress Affect Flow Experience at Work: The Masking and Mediating Effect of Work-Related Rumination

This study proposes and tests a theoretical model of how two types of stressors (challenge and hindrance stressors) elicit perseverative cognition processes in individuals (as characterized by two types of work-related rumination), and how, through this mechanism, these stressors can further affect individuals' flow experience at work. Our model is largely supported by structural equation modeling analyses of a longitudinal questionnaire-based survey (n = 344). We find that challenge stressors have a significant, positive, direct impact on the experience of flow. Additionally, both challenge and hindrance stressors simultaneously activate problem-solving pondering and affective rumination in employees; affective rumination inhibits flow, while problem-solving pondering promotes flow. The results of a bootstrap sampling analysis further indicate the presence of the masking and mediating effects of work-related rumination in the effects of these stressors on flow experience. The theoretical and practical implications of these findings are discussed.

Work-related flow and its correlates among frontline nurses during the COVID-19 pandemic

BACKGROUND

Ample evidence across non-healthcare fields highlights the role of work-related flow in enhancing resilience against work stress and work engagement. Understanding flow and its factors can support staff development and management.

AIMS

This study aimed to investigate the level of work-related flow and its associated factors among frontline nurses during the COVID-19 pandemic.

METHODS

A cross-sectional multicenter study included 336 nurses caring for COVID-19 patients between March and April 2022. Cluster random sampling was used to select 9 nurse groups from 29 Taiwanese hospitals specialized in COVID-19 care. A web survey link was shared on the selected nurses' social media. Hierarchical regression analyses examined predictor-outcome relationships, following the STROBE checklist for reporting findings.

RESULTS

Among demographic characteristics, sex (β = -0.11; p = 0.016) and living arrangement (β = -0.12; p = 0.017) reached statistical significance in model 3. Social support from family, friends, and significant others, managerial position, and sufficiency of personal protective equipment showed significant associations with work-related flow (all β > 0.12; p < 0.05). The variables included in the final model accounted for 35% of the variance in work-related flow for COVID-19 patient care tasks.

CONCLUSIONS

Flow experience is influenced by factors associated with demographics, work conditions, and social support. Nurse administrators should consider these factors when evaluating nurses' flow at work.

IMPLICATIONS FOR NURSING PRACTICE AND MANAGEMENT

Allocating care tasks to nurses based on their flow levels can be beneficial, particularly during healthcare crises. Ensuring a sufficient supply of personal protective equipment and offering social support to nurses are vital strategies for facilitating their flow experience in the workplace.

The Cognitive Control Model of Work-related Flow

Although several models of flow have been proposed that include environmental and trait-based antecedents of the state, elements of cognitive control that enable workers to experience flow and its subsequent outcomes at work have largely been overlooked. This research proposes and provides empirical support for the "Cognitive Control Model of Work-related Flow," which integrates antecedents of flow at work related to the ability to focus concentration of cognitive resources toward experiencing flow at work. Along with flow at work, the model includes the antecedents of grit, flow metacognition, and mindfulness at work and the outcomes of work performance, engagement, and burnout. Findings across three studies (a cross-sectional, a time-lagged, and a one-day experience sampling method study) utilizing MTurk participants provided support for the model, as grit, mindfulness, and flow metacognition predicted flow, and flow predicted subjective performance, engagement, and burnout. Theoretical implications and the potential for developing flow interventions at work are discussed.

Empowerment for the Digital Transformation: Results of a Structured Blended-Learning On-the-Job Training for Practicing Physicians in Germany

(1) Background: Practicing physicians have not been in the focus of structured qualifications in basic digital competences so far. However, they are the current gatekeepers to implement digital technologies and need empowerment to proactively take part in the ongoing digital transformation process. The present study investigates if a structured blended-learning training for practicing physicians in Germany enhances both physicians' knowledge about central aspects of the digital transformation (including awareness of personal possibilities to act) and their attitudes towards a more digitally empowered mindset. (2) Methods: Participants (n = 32) self-assessed their knowledge (19 items, 10-point Likert-scale) and attitudes (6 items, 5-point Likert-scale) towards the digital transformation at the beginning and at the end of the training. MANCOVAs were conducted. (3) Results: Participants reported an increase in every knowledge domain, representing large effects (Hedges' g 1.06 to 2.82). Attitudes were partly shifted towards a more empowered mindset with decreased insecurity towards technological, legal, and ethical aspects of the digital transformation (Hedges' g -0.82 to -1.40). However, preparedness for the digital transformation remained low. (4) Conclusions: Generally, the hypotheses were confirmed. The presented on-the-job training had the desired effects on practicing physicians' knowledge and attitudes. Nevertheless, additional empowerment and support are essential.

Psychosocial work environment and health when entering or leaving a managerial position

BACKGROUND: Recruiting and retaining managers has become increasingly difficult in recent years, primarily because of a pressured work situation. A better understanding of managers’ work situation is required, and of the support they need. OBJECTIVE: The purpose of the study is to increase the understanding of managers’ psychosocial work environment and health by investigating individuals as they enter or leave a managerial position. METHODS: Longitudinal questionnaire data from 1971 individuals distributed across four groups were used: individuals who 1) entered or 2) left a managerial position between measuring points, and those who remained employed as 3) managers or 4) non-managers at both measuring points. RESULTS: Demands increased between the measuring points for those who entered a managerial position. Their resources and health were, however, rated higher than non-managers already before the transition. Demands decreased for those who left a managerial position, while their resources remained higher than non-managers. Health did not change by changing position. CONCLUSION: This study contributes to knowledge of what happens when someone enters or leaves a managerial position and increases the understanding of differences between managers and non-managers. Organizations should develop supportive strategies through talent management programs to help build resources in employees and future managers. Support should also aim to reduce the increased level of demands in newly hired managers.

Influence of Core Self-Evaluations on Work Engagement: The Mediating Role of Informal Field-Based Learning and the Moderating Role of Work Design

This study aims to examine the effect of employees’ CSE on their work engagement, along with its underlying mechanisms and boundary conditions. Based on the job demands–resources (JD-R) model and conservation of resources (COR) theory, we propose and test a moderated mediation model that examines IFBL as the mediator and work design as the moderator in the relationship between CSE and work engagement. We use time-lagged data from 231 employees to analyze the data. The results indicate that: (1) CSE is positively related to work engagement of employees; (2) IFBL mediates the relationship between CSE and work engagement; (3) problem solving reinforces the effect of IFBL on work engagement, which consequently enhances the mediated relationship between CSE and work engagement via IFBL. We further discuss the limitations and future research directions of this study.

The Relationship Between Perceived Residential Environment Quality (PREQ) and Community Identity: Flow and Social Capital as Mediators

The wide-spread novel coronavirus disease (Covid-19) has posed severe challenges to people's life especially their life style. Due to the residential confinement contingency, people were restricted in their study, work and leisure within constrained residential community. The physical environment of residential community therefore became the main activity place and it thus played a significant role for facilitating inhabitants' daily activities and influencing community identity. Based on the eudaimonic identity theory, this study explored how the spatial dimensions of perceived residential environment quality (PREQ), activity experience (i.e., flow) and social capital, would impact on urbanities' residential community identity during Covid-19. Results from 508 Chinese residential inhabitants analyzed via structural equation modeling suggested that: a better degree in the spatial dimensions of PREQ would predict a stronger community identity; flow and social capital mediated the relationship between the spatial dimensions of PREQ and the inhabitants' community identity. The implications of such accounts for our understanding of community identity are then discussed, considering the important meaning of the relationships between people and the perceived physical properties of their residential place.

Set your mind on it: The mediating role of mindset in the relationship between a learning-from-error climate and work-related flow

This study aims to investigate whether and how a learning-from-error climate is associated with work-related flow experiences by employees. Drawing on the tenets of Job Demands-Resources theory, we propose that this relationship is mediated by a work-related growth mindset. The study tests a mediation model by conducting structural equations modelling. Data were gathered in two waves from 159 employees within a Dutch financial organization. Results demonstrate that work-related mindset significantly mediates the relationship between a learning-from-error climate and work-related flow. In this study, we address the call for studies that empirically assess the influence of organizational climate on work-related flow in a multiwave study design. Specifically, we highlight the relevance of understanding how individual dispositions can shape the effects of a learning-from-error climate on work-related flow.

Transcending boundaries for collaborative patient care

Dutch general practitioners (GPs) and medical specialists (MSs) create collaborative patient care agreements (CPCAs) to improve intraprofessional collaboration. We set out to identify contradictions between the activity systems of primary and secondary care that could result in expansive learning and new ways of working collaboratively. We analysed nineteen semi-structured interviews using activity theory (AT) as a theoretical framework and using these two activity systems as the units of analysis. There were contradictions within and between the activity systems related, for example, to different understandings of 'care' in generalist and specialist settings. GPs and MSs were able to identify contradictions and learn expansively when they iteratively co-created CPCAs in groups. They found it much harder to tackle contradictions, however, when they disseminated these tools within their respective professional communities, leaving unresolved contradictions and missed opportunities for collaboration. This research shows the educational benefits of taking collective responsibility for improving collaborative patient care.

Investigating the Multidimensionality of the Work-Related Flow Inventory (WOLF): A Bifactor Exploratory Structural Equation Modeling Framework

This study investigated the factor structure of the Work-Related Flow Inventory (WOLF) through the application of the bifactor exploratory structural equation modeling (B-ESEM) framework. Using a sample of 577 Chinese teachers, we contrasted a series of competing models, including CFA, ESEM, bifactor CFA, and B-ESEM models. The results suggested that the B-ESEM structure with three S-factors (absorption, work enjoyment, and intrinsic work motivation) and one G-factor (global flow) was the best representation of the WOLF ratings. The results also supported the composite reliability and the strict invariance of this measurement structure between male and female groups. Relative to males, female teachers showed a higher level of global work-related flow experience. Finally, the nomological validity of WOLF ratings was supported by the statistical relationships of the WOLF factors with job satisfaction and autonomy.

Direct and indirect effects of work‒family enrichment: role of gender role ideology

Purpose

The purpose of this paper is to examine the antecedents (i.e. work‒family culture and decision latitude) and outcome (innovative workplace behavior (IWB)) of work‒family enrichment (WFE). The study also examines the moderated mediation hypothesis between WFE and outcome, considering work‒life balance (WLB) as a mediator and gender role ideology (GRI) as the moderator.

Design/methodology/approach

Data for the study were collected through a questionnaire survey from 426 Indian dual working parents, working in various sectors, through purposive sampling technique.

Findings

The study found that work‒family culture and decision latitude are positively related to WFE, which, in turn, results in increased IWB, with WLB acting as its mediator. Further, the study also found a moderating effect of GRI between WFE and WLB relationship; more specifically, the relationship between WFE and balance is stronger for egalitarian employees (high GRI).

Research limitations/implications

Using self-reported questionnaire data and a cross-sectional research design is the limitation of this study.

Originality/value

The study examines a relatively less focused phenomenon of work‒life interface, that is WFE in one of the underrepresented contexts like India; further, the study extends the range of antecedents and outcomes of WFE. Additionally, it contributes to understand the enrichment‒balance relationship, whereby it explains the role of GRI in developing a balanced perception.

Social Capital and Organizational Citizenship Behavior: Double-Mediation of Emotional Regulation and Job Engagement

Despite an enduring interest in emotional labor, the effects of social capital on the emotional regulation process remain relatively underexplored. Using the job demands-resources model, we propose that social capital provides employees with the job resources required for deep acting. We also propose a double-mediation effect of deep or surface acting and job engagement, through which employee social capital can increase organizational citizenship behavior (OCB). Empirical results using data from 330 employees selling financial or insurance products in South Korea support our hypotheses that deep acting by sales employees and job engagement sequentially mediate the positive relationship between social capital and OCB.

Longitudinal association between psychological demands and burnout for employees experiencing a high versus a low degree of job resources

Background

Exhaustion and burnout are common causes for sickness absence. This study examines the relationship between psychological demands and burnout over time, and if environmental support modifies the longitudinal relationship between psychological demands and burnout at baseline, with burnout measured 2 years subsequently.

Methods

A questionnaire was sent to employees in seven Swedish organizations in 2010–2012 with follow-up after 2 years, n = 1722 responded (64%). Linear regressions were used to examine the associations between burnout and psychological demands at baseline and burnout at follow-up. Stratified regression models examined if relationships between burnout and psychological demands at baseline on burnout at follow-up differed for employees in supportive versus unsupportive work environments.

Results

Burnout and psychological demands at baseline were associated with burnout at follow-up, after adjustment for study covariates. No significant differences were observed between estimates for psychological demands and burnout among respondents in supportive work environments versus those in unsupportive work environments.

Conclusions

This study shows that high demands are associated with greater risk of burnout, regardless of level of other work supports. This has implications for prevention of sick leave due to burnout and for rehabilitation, where demands such as work pace, workload and conflicting demands at work may need to be reduced.

Salesperson work engagement and flow

Purpose

– The purpose of this paper is to provide an interpretation of the lived experiences of salespersons’ work engagement and work-related flow and how these states are related.

Design/methodology/approach

– A mixed-methods qualitative investigation on a sample of 14 salespeople from a large Australian-based consumer goods enterprise was conducted. Using interpretative phenomenological analyses and ethnographic content analyses the antecedents and conditions for salesperson work engagement and work-related flow were investigated.

Findings

– The data showed that affective, cognitive and conative dimensions underpinned the experience of work engagement and work-related flow. Work engagement was interpreted as an aroused and self-regulated psychological state of energy, focus and striving aimed to address the situational and task relevant opportunities and demands encountered. Work-related flow was characterized by passion, absorption, eudaimonia and automatic self-regulation of goal pursuit.

Research limitations/implications

– The sample was from a single manufacturing organization with sales roles focussed primarily on business-to-business selling, and as such the generalizability of results to salespeople working in different contexts (e.g. retail sales, telesales) needs to be established.

Practical implications

– The research helps sales managers to take more account of the conditions that foster salesperson engagement and flow.

Originality/value

– This study represents one of the first attempts to interpret, compare and contrast the lived experience of salesperson work engagement with that of work-related flow. The study also adds to the relative paucity of research published on work engagement using qualitative methods.

The influence of social capital on employers' use of occupational health services: a qualitative study

Background

Occupational health services may have a strategic role in the prevention of sickness absence, as well as in rehabilitation and return to work after sick leave, because of their medical expertise in combination with a close connection to workplaces. The purpose of this study was to explore how employers and occupational health service providers describe their business relations and the use of occupational health services in rehabilitation in relation to the organization of such services. The study uses a theoretical framework based on social capital to analyse the findings.

Methods

Interviews and focus groups with managers with Swedish public employers (n = 60), and interviews with occupational health services professionals (n = 25).

Results

Employers emphasized trustful relationships, local workplace knowledge, long-term contracts and dialogue about services for good relationships with occupational health providers. Occupational health providers strove to be strategic partners to employers, promoting preventive work, which was more easily achieved in situations where the services were organized in-house. Employers with outsourced occupational health services expressed less trust in their providers than employers with internal occupational health provision.

Conclusions

Social capital emerges as central to understanding the conditions for cooperation and collective action in the use of occupational health services, with reference to structural (e.g. contracts), relational (e.g. trust) as well as cognitive (e.g. shared vision) dimensions. The study suggests that attention to the quality of relationships is imperative for developing purposeful occupational health service delivery in rehabilitation and return to work.

Participatory workplace activities, employee-level outcomes and the mediating role of work intensification

Purpose

– The present study aims to explore the impacts of participative decision-making and information-sharing activities, two relevant constituents of the high performance work practices framework, on employee attitudes and well-being.

Design/methodology/approach

– The study was undertaken using data from the 2009 National Centre for Partnership and Performance survey on employees’ attitudes and expectations of the workplace. Structural equation modelling was used to test the direct effects of participative decision-making and information sharing on job satisfaction, organizational commitment and job strain, and simultaneously, the mediating role of work intensification in these relationships was examined.

Findings

– Participative decision-making activities produced overall favourable effects on employee attitudes and well-being; these effects may be explained by decreases in work intensification. The impacts of information sharing on employee attitudes and well-being were generally unfavourable and fully mediated by increases in work intensification.

Originality/value

– This study informs two theoretical perspectives on employee-level impacts of HPWP: the mutual gains and the critical perspectives of HPWP, and extends knowledge on the employee-level influences of participatory workplace practices during a period of severe economic recession in the Republic of Ireland.

Lean production tools and decision latitude enable conditions for innovative learning in organizations: a multilevel analysis

The effect of lean production on conditions for learning is debated. This study aimed to investigate how tools inspired by lean production (standardization, resource reduction, visual monitoring, housekeeping, value flow analysis) were associated with an innovative learning climate and with collective dispersion of ideas in organizations, and whether decision latitude contributed to these associations. A questionnaire was sent out to employees in public, private, production and service organizations (n = 4442). Multilevel linear regression analyses were used. Use of lean tools and decision latitude were positively associated with an innovative learning climate and collective dispersion of ideas. A low degree of decision latitude was a modifier in the association to collective dispersion of ideas. Lean tools can enable shared understanding and collective spreading of ideas, needed for the development of work processes, especially when decision latitude is low. Value flow analysis played a pivotal role in the associations.