Mediator or Moderator? The Influence of Flow at Work on the Relationship between Resources and Organizational Outcomes

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.