Flow at Work as a Moderator of the Self-Determination Model of Work Engagement

Chapter

Abstract

This study extends the self-determination model of work engagement. Based on flow theory and self-determination theory, it was hypothesised that the extent to which workers experience flow at work would moderate the positive association between perceived managerial autonomy support and work engagement, in such a way that for employees with more flow the association would be weaker (H1), and the positive associations between autonomy support and satisfaction of intrinsic psychological needs, in such a way that for employees with more flow these associations would be weaker (H2). A sample of 177 workers completed the Work Climate Questionnaire, Basic Need Satisfaction at Work Scale, Utrecht Work Engagement Scale, and Flow Short Scale. Moderated mediation modelling supported hypothesis 1 and hypothesis 2 limitedly to the needs for competence and relatedness. The findings indicate that workers with more flow at work are more likely to engage in the job regardless of autonomy support.

Keywords

Autonomy support Intrinsic psychological needs Flow Self-determination theory Work engagement 

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Copyright information

© Springer International Publishing Switzerland 2016

Authors and Affiliations

  1. 1.School of PsychologyLondon Metropolitan UniversityLondonUK

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