Self-Leadership, Performance, and Life-Satisfaction: The Mediation Role of Flow at Work in a Three-Wave Study
Alina Daniela Ștefan1, Delia Vîrgă1
1West University of Timisoara.
The Journal of Psychology
|September 11, 2024
Summary
Flow at work fully mediates the relationship between self-leadership and both job performance and life satisfaction over time. This highlights the importance of workplace well-being for employee success.
Area of Science:
- Organizational Psychology
- Workplace Well-being
- Employee Performance
Background:
- Self-leadership is crucial for employee outcomes.
- Flow experiences are linked to positive work attitudes and performance.
- Understanding mediating factors is key to enhancing job performance and life satisfaction.
Purpose of the Study:
- To investigate the mediating role of flow at work.
- To examine the longitudinal relationship between self-leadership, flow, job performance, and life satisfaction.
- To test a model based on self-determination theory and Job Demands-Resources theory.
Main Methods:
- Longitudinal study design with three waves of data collection.
- Structural equation modeling (SEM) used for data analysis.
- Sample of 316 employees analyzed.
Main Results:
- Self-leadership at T1 was associated with flow at T2.
- Flow at T2 was associated with job performance and life satisfaction at T3.
- Flow fully mediated the longitudinal relationships between self-leadership, job performance, and life satisfaction.
Conclusions:
- Promoting flow at work is vital for enhancing employee performance and life satisfaction.
- Organizations should implement interventions to foster self-leadership and flow.
- This research provides a framework for improving workplace well-being and optimal functioning.
Related Concept Videos
01:17Ryan and Deci's Self-Determination Theory
11.5K
Self-Determination Theory (SDT), formulated by Richard Ryan and Edward Deci, explains that human motivation is driven by three fundamental psychological needs: autonomy, competence, and relatedness. When these needs are met, individuals experience personal growth, intrinsic motivation, and overall well-being.
Autonomy is the need to feel in control of one's actions and decisions. For example, a student who chooses their research topic is likely to be more engaged and motivated than one who...
Autonomy is the need to feel in control of one's actions and decisions. For example, a student who chooses their research topic is likely to be more engaged and motivated than one who...
11.5K
01:27Secondary Motives: Power Motivation and Achievement Motivation
139
Power motivation and achievement motivation are two essential social motives identified by psychologist David McClelland. These motives influence behavior in various personal and professional contexts, shaping how individuals interact with others and pursue their goals.
Power motivation is characterized by the desire to influence, control, or have an impact on others. It is shaped by an individual's experiences, social environment, and cultural context. People with high power motivation are...
Power motivation is characterized by the desire to influence, control, or have an impact on others. It is shaped by an individual's experiences, social environment, and cultural context. People with high power motivation are...
139
01:37Social Loafing
34.7K
Another way in which a group presence can affect performance is social loafing—the exertion of less effort by a person working together with a group. Social loafing occurs when our individual performance cannot be evaluated separately from the group. Thus, group performance declines on easy tasks (Karau & Williams, 1993). Essentially individual group members loaf and let other group members pick up the slack. Because each individual’s efforts cannot be evaluated,...
34.7K
02:45Self-Discrepancy Theory
18.3K
One influential perspective on what motivates people's behavior is detailed in Tory Higgin's self-discrepancy theory (Higgins, 1987). He proposed that people hold disagreeing internal representations of themselves that lead to different emotional states.
18.3K
01:22Self-Report Tests of Personality
325
Self-report inventories are objective personality assessments that use multiple-choice items or numbered scales, typically ranging from 1 (strongly disagree) to 5 (strongly agree). They are often called Likert scales after Rensis Likert. These inventories are widely used due to their ease of administration and cost-effectiveness. One of the most prominent examples is the Minnesota Multiphasic Personality Inventory (MMPI), initially developed in the 1940s to assess abnormal personality traits.
325
03:00Self-Evaluation: Self-Enhancement and Self-Verification
5.2K
Social psychologists have documented that feeling good about ourselves and maintaining positive self-esteem is a powerful motivator of human behavior (Tavris & Aronson, 2008). In the United States, members of the predominant culture typically think very highly of themselves and view themselves as good people who are above average on many desirable traits (Ehrlinger, Gilovich, & Ross, 2005). Often, our behavior, attitudes, and beliefs are affected when we experience a threat to our...
5.2K