Interest as a Moderator in the Relationship Between Challenge/Skills Balance and Flow at Work: An Analysis at Within-Individual Level

Abstract

Considering flow as a non-ergodic process (i.e., non-homogeneous across individuals and non-stationary over time) that happens at the within-individual level, in this research we work with Bakker's model that propose flow as made up by three components: intrinsic motivation, enjoyment, and absorption. Taking into account that flow theory can be considered as an intrinsic motivation theory, and the recent proposals about the need to distinguish between pre-conditions of flow and the flow experience itself, we look at interest as a moderator between the challenge/skills balance and the experience of flow, rather than a component of the flow experience. A total of 3640 recordings were collected from a sample of 58 workers using an experience sampling method (several registers a day, during 21 working days). The data was analyzed using regression techniques in each participant (i.e., at within-individual Additionally, carrying out the analysis following non-linear techniques explained more variance as well (R 2 = 0,67), and this increment was significant. These results support the idea that interest should be considered as a key precondition for the appearance of flow, and this relationship is non-linear. We could say that these findings are exemplary in the field and brings up questions for their application in further research.Key words: flow, challenge/skills balance, interest, non-ergodic process, non-linear modelling. 3Flow can be considered a positive, rewarding experience, which cultivates positive emotions such as excitement, joy, happiness, and pride (Ceja and Navarro in press). Flow is known to be correlated with better performance (e.g., Demerouti 2006) because it is a highly functional state, enticing individuals to immerse themselves in an activity, and "individuals experiencing flow are more motivated to carry out further (learning) activities" in order to experience flow again (Engeser and Rheinberg 2008, p. 160). An individual cannot experience the same intensity of flow with the exact same activity more than once, and after every episode of flow, individuals are slightly different from who they were before, as they have increased their skill level regarding a specific task (Ceja and Navarro 2012, in press).The dynamic nature of flow as well as the different ways to measure flow in recent decades has aroused our interest in this topic, specifically in understanding whether interest should be considered as a necessary pre-condition for the appearance of flow, instead of as an indicator of flow at work, as it is considered in most research up to date. In our opinion this is important because flow theory is considered a theory of intrinsic motivation (e.g. Csikszentmihalyi, Abuhamdeh, and Nakamura 2005) and, in this sense, the decision of including interest as an indicator of flow experience can be considered as a tautology. We will develop this argument further later.To achieve our aim we will structure this introduction as follows: first, we will define key terms used in this research (flow, c...

Work-Related Flow: The Development of a Theoretical Framework Based on the High Involvement HRM Practices With Mediating Role of Affective Commitment and Moderating Effect of Emotional Intelligence

“…Individuals in demanding situations perceive such situations as challenging but controllable with the help of their skills. Individuals believe that they may succeed to deal with a challenging situation by using their skills ( Bricteux et al, 2016 ). For example, a skilled web designer may experience the flow while working on website illustration because his skills may meet the challenges of the task.…”

“…This paper may make significant contributions. First, we examine the role of HIHRM practices (i.e., recognition, empowerment, information sharing, fair rewards, and competence development) in creating a balance between challenges and skills as it is believed to be a basic criterion to trigger the flow ( Csikszentmihalyi, 1990 ; Bakker, 2005 ; Bricteux et al, 2016 ). Second, we propose that HIHRM practices implemented to enhance employee well-being are viewed as important job resources that may positively facilitate the work-related flow and AC.…”

Coping with Work Stressors and Paving the Way for Flow: Challenge and Hindrance Demands, Humor, and Cynicism

“…However, this measurement method may not fully acknowledge the complex nature of the flow phenomenon that may involve both continuous and abrupt changes over time (Ceja and Navarro 2011). Research has indicated that, at the intra-individual level, different dimensions of the work-related flow experience as well as different levels of flow may be associated with different dynamic patterns, non-linear, random, or chaotic Navarro 2011, 2012; see also Bricteux et al 2017). For example, whereas low levels of the challenge-skills balance were associated with a linear pattern, high levels of flow were associated with a non-linear, chaotic pattern.…”

“…Challenge demands are positively valued demands, for example complex responsibilities. They allow for growth (Bricteux et al 2017;Ventura et al 2015). Hindrance demands, by contrast, are difficulties that are considered to be potentially harmful for performing one's work (Ventura et al 2015).…”

“…In this challenge-skill balance, challenge refers to an individual's perception of a specific activity that is being conducted by the individual. Although studies have indicated that the relationship between challenge-skill balance and flow experience may be moderated by situational factors (Bricteux et al 2017;Engeser and Rheinberg 2008;Fong et al 2015), generally it is understood that matching levels of challenge and skill, and especially moderate to high challenge in combination with moderate to high skill, is conducive to flow (e.g. Fullagar et al 2013;Nakamura and Csikszentmihalyi 2002).…”