Purpose
Drawing upon the capability approach, this study aims to investigate the impact of sense of competence on work–life and life–work enhancements. It also examines the mediating roles of ...mindfulness and flow at work in the above relationships.
Design/methodology/approach
A sample of 254 medical doctors in various hospitals in Vietnam was surveyed to validate the measures via confirmatory factor analysis and to test the model and hypotheses using structural equation modeling.
Findings
The results demonstrate that mindfulness and flow at work fully mediate the effects of sense of competence on both work–life and life–work enhancements, but sense of competence does not have any direct effect on both.
Originality/value
To the best of the authors’ knowledge, this study is among the first to examine the roles of sense of competence, mindfulness and flow at work in work–life and life–work enhancements, adding further insight into the literature on work–life balance. It also offers evidence for the capacity approach in explaining work–life and life–work enhancements in an emerging market, Vietnam.
Purpose
The purpose of this paper is to review three decades of the literature on flow measurement and propose issues to advance research on the measurement of social flow at work.
...Design/methodology/approach
In a systematic literature review, the authors analyzed 143 articles published in the first three decades (1983–2013) of scholarly publications on flow measurement, of which 84 articles used scales to measure flow and 16 articles used scales to measure flow at work.
Findings
The main findings are: flow is frequently measured in association with other constructs or by means of proxies; flow measurement is highly dependent on a study’s purposes and context; flow is mostly studied at the level of the individual and, when studied beyond the individual, the measurement of flow in groups is simplified as an aggregation of individual-level measures; and social flow at work is an underresearched construct that nevertheless impacts organizations in important ways, thus deserving a specific research agenda.
Research limitations/implications
The first limitation refers to the databases included in the review. There is always the possibility that important works were ignored. Another limitation is that the coding procedure was highly dependent on the authors’ discretion, as it did not include independent coding and formal assessment of agreement among coders. But the greatest limitation may refer to our very perspectives on flow, flow measurement and social flow at work, as they are highly attached to current models instead of seeing the issues with different lenses. This limitation is also present in the literature.
Practical implications
Reviewing three decades of scholarly publications on how flow has been measured contributes to organizations in their planning for person-job fit. The measurement of flow can reveal if and when flow correlates with personal characteristics and organizational events, thus serving to inform initiatives on personnel development, acculturation and job design. However, considering that flow as a social phenomenon has been conceived in superficial terms, that a vast number of empirical studies were developed with non-professional subjects, and that flow measurement involves significant adaptations to each situation, organizations are thus advised to be careful in adopting extant instruments.
Originality/value
This study provides a rich account on how flow measurement has been addressed in the scholarly literature, and it calls attention to research opportunities on social flow at work.
This study examined flow at work, an optimal experience for individuals and organizations generating motivation and well-being. Relationships between job resources, flow at work, and personal ...resources were investigated, and their association with positive/negative emotions at work was also investigated. In all, 520 Italian nurses completed a questionnaire which measured supervisors’ support, job autonomy (job resources), job competencies, self-efficacy at work (personal resources), flow at work, and positive and negative emotions at work. Data analysis performed using a structural equations model showed that job resources were positively associated with flow at work, which was positively associated with personal resources. Moreover, job resources were positively associated with personal resources through flow at work, and job resources and flow at work were positively associated with positive emotions. The relationship between these variables and well-being/discomfort highlights the importance of promoting flow at work, supporting job resources that nurture positive experiences at work.
Aim
In the light of the job demands–resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other.
...Background
In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress.
Method
A cross‐sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work.
Results
Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion.
Conclusions
Results show the relevance of containing job demands and provide job resources to promote positive experiences at work.
Implications for Nursing Management
To promote flow at work, organizations should offer specific resources, such as supervisors’ support, job autonomy, and psychological support to manage the emotional charge.
Flow at work is thought to be a dynamic and contextually bounded experience. Its relevance to optimal human functioning is well documented. Although flow theory suggests a mutually reinforcing ...association between flow and strengths use, with support by cross-sectional and short-term studies, the inter-relationship of flow at work and strengths use prospectively over long time periods is unknown. Using data collected from a panel of school staff (
N
= 253) across five measurement occasions over a three-year period, the current study investigated the extent to which flow at work and strength use were mutually supportive cross-sectionally and prospectively. Although flow and strengths were correlated within each time point, flow was not predictive of strength use nor was strength use predictive of flow at subsequent time points. Results point to the complexities of understanding dynamic psychological processes over time, which may differ from short-term relationships. Implications for measuring and supporting wellbeing at work, while taking into account its dynamic nature, are considered.
Purpose
The study aims to explore the mediating role of flow at work and moderating role of creative self-efficacy in the relationship between authentic leadership and innovative work behavior.
...Design/methodology/approach
The study collected data from 315 employees working in the service sector through survey design. Data analysis was done through structural equation modeling.
Findings
The findings revealed that authentic leadership is related to flow at work and innovative work behavior. Flow at work was also found to be related to innovative work behavior. Flow at work was found to mediate the relationship between authentic leadership and innovative work behavior. The study also confirmed the moderating role of creative self-efficacy in the relationship between authentic leadership and innovative work behavior.
Originality/value
The study unearthed the previously unexplored mediating role of flow at work linking authentic leadership to innovative work behavior. Additionally, it is the first study that explicated how creative self-efficacy moderates the relationship between authentic leadership and innovative work behavior; the relationship between the two is stronger when creative self-efficacy is high.
In recent years, organizations have increasingly become aware of the importance of employee happiness as well as the role of HRM practices and personal resources in promoting well-being at work. ...Based on the Job Demand–Resources model, we investigated ways in which proactive personality may predict flow at work through sequential mediation via job crafting and work engagement. A total of 362 Italian employees completed an online questionnaire. The results showed a positive correlation between proactive personality, job crafting, and work engagement and flow at work. Additionally, proactive personality had a positive total effect on work engagement and flow at work. However, the significant effect on flow at work disappeared in favor of the sequential indirect effect. These results suggest that proactive employees experience flow at work through the mediating role of job crafting and work engagement. This paper contributes to scientific knowledge by filling a gap in the literature around the mechanisms which underly the relationship between proactivity and flow at work. Furthermore, it provides new evidence and new insights about the role of personal resources in promoting flow in the workplace. Our results here can provide practical implications for organizations.
Based on relational leadership theory and self-determination theory, this study aims to investigate the relationship between leader-member exchange (LMX), job crafting, and flow at work among medical ...workers in the context of the COVID-19 pandemic. Participants in the study consisted of 424 hospital employees. The results showed that: (1) the LMX positively predicted flow at work; (2) two types of job crafting (increasing structural job resources and challenging job demands) played a mediating role between the LMX and flow at work; and (3) gender did not moderate these mediating effects as suggested by previous studies. These results indicate that the LMX can not only directly predict flow at work, but also indirectly predict work-related flow through job crafting by increasing structural job resources and challenging job demands, thus providing new insights for enhancing flow experiences of medical workers.
The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work ...enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. The hypotheses were tested on a sample of 113 employees from several occupations. Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees.
Background & Objectives: One of the areas where hemophilic patients need help to improve their affective health is in strengthening their affective capital and flow at work experiences. The aim of ...this study was to determine the effect of job success training on affective capital and flow at work of hemophilic patients. Methods: The present study was an interventional, descriptive-analytic study. In the first phase, 20 hemophilic patients selected through random sampling were divided into the two groups of experimental and control groups (n= 10). The experimental group received job success training package in eleven 2-hour sessions. The members of both groups were asked to complete the affective capital and the flow at work experiences questionnaires before the intervention, after the intervention and in a follow up, 45 days after the intervention. Data analysis was performed using repeated measures analysis of variance and through SPSS 21. Results: Mean age of participants was 32.4 years. There was a significant difference between experimental and control groups in affective capital and flow at work experiences in both the post-training phase and follow-up phase. This means that the job success training package was effective on the affective capital and the flow at work experiences for experimental group. Conclusion: The job success training package can be used to improve the affective capital and flow at work of hemophilic patients and consequently the capacity of these patients. Keywords: Job success package, Affective capital, Flow at work, Hemophilia patients, Training Citation: Golparvar M, Zareiy M. The Effect of Job Success Training on Affective Capital and Flow at Work in Hemophilic Patients. Journal of Health Based Research 2018; 3(4): 309-322.
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