Rethinking work: How approach and avoidance features of cognitive crafting are linked with job crafting behaviors and work engagement

Costantini, Arianna

doi:10.1017/jmo.2022.79

Cited by 4 publications

(2 citation statements)

References 59 publications

(122 reference statements)

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“…Given that flow metacognition entails the “perceptions of the usefulness of flow at work for job performance”, from a theoretical perspective, it makes sense that these beliefs may increase flow and drive the outcomes of performance and engagement, but not burnout. Burnout has more to do with a depletion of personal resources, rather than the allocation of cognitive control toward the utilization of these resources (Costantini, 2022 ). Therefore, while flow itself can reduce burnout, the belief that flow is useful or not for performance may be theoretically unrelated to whether employees experience burnout.…”

Section: Discussionmentioning

confidence: 99%

The Cognitive Control Model of Work-related Flow

2023

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Although several models of flow have been proposed that include environmental and trait-based antecedents of the state, elements of cognitive control that enable workers to experience flow and its subsequent outcomes at work have largely been overlooked. This research proposes and provides empirical support for the “Cognitive Control Model of Work-related Flow,” which integrates antecedents of flow at work related to the ability to focus concentration of cognitive resources toward experiencing flow at work. Along with flow at work, the model includes the antecedents of grit, flow metacognition, and mindfulness at work and the outcomes of work performance, engagement, and burnout. Findings across three studies (a cross-sectional, a time-lagged, and a one-day experience sampling method study) utilizing MTurk participants provided support for the model, as grit, mindfulness, and flow metacognition predicted flow, and flow predicted subjective performance, engagement, and burnout. Theoretical implications and the potential for developing flow interventions at work are discussed.

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Section: Discussionmentioning

confidence: 99%

The Cognitive Control Model of Work-related Flow

2023

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“…Schuler and Brunner (2009, p. 173) observed that the flow experience in marathons is related to the motivation to run in the future: "Flow functions as a reward of the running activity, which leads to the desire to perform the activity again" (p. 173). Recent research on how flow leads to addictive behavior also stated that when individuals feel in control of the situation and are experiencing positive emotions caused by flow, they may even underestimate the risks and continue to pursue similar and higher-level challenges (Costantini, 2022;Ramsey & Lorenz, 2020;Zimanyi & Schüler, 2021). Thus, we propose the following hypothesis: Hypothesis 2a: Workflow experience is positively associated with challenging demands.…”

Section: An Upward Spiral Triggered By Flow Experiencementioning

confidence: 90%

Today, tomorrow, and then forever: Exploring how workflow experience is sustained from a work–home perspective

Feng,

Han

2023

Journal of Management & Organization

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This study explores how employees’ flow experience at work emerges, is sustained, and continuously grows over time. Based on the job demand-resource model, we propose the intraday upward spiral of flow: Challenging demands and job resources activate employees’ flow experience, further encouraging them to seek more challenges and resources. Furthermore, drawing on the perseverative cognition theory and spill-crossover model, we propose the inter-day upward spiral of flow: The antecedents (or consequences) of flow can overflow from work to the family domain and result in employees’ positive rumination, thus promoting the next-day flow experience. Our diary study generated 1,208 data points from 142 employees over 10 working days. We found that in the morning, challenging demands and job resources positively affected the participants’ flow, further encouraging them to pursue more challenging demands and job resources in the afternoon and thus enter this state again. Moreover, the afternoon’s challenging demands and job resources promoted the respondents’ problem-solving pondering at night, which further increased their next-morning challenging demands, job resources, and, thus, their flow. Through this study, we expand the emerging literature on positive organizational behavior and provide information for practitioners on how to build and sustain employees’ peak states.

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It's an e‐work life! An explorative study on the relationships between e‐work characteristics and well‐being

Vignoli,

Costantini,

Ceschi

et al. 2024

Int J Psychol

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This study investigates how remote e‐working characteristics are related to employees' well‐being in Italy. We conducted a longitudinal study with two time points and a 1‐month time lag, involving a final sample of 223 employees. Controlling for the auto‐regressive effects of all the outcomes, our results revealed that experiencing work‐life balance during e‐working was negatively associated with emotional exhaustion and social isolation, while it was positively related to career progression. Organisational trust also showed a positive relationship with career progression. Regarding well‐being indicators of e‐working, cognitive weariness during e‐working was positively linked to emotional exhaustion, social isolation and physical complaints. Lastly, social isolation was negatively associated with subsequent perceptions of career progression. These findings contribute to a better understanding of the factors in e‐work related to different well‐being outcomes and can inform organisational interventions aimed at enhancing the well‐being of employees working remotely.

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Rethinking work: How approach and avoidance features of cognitive crafting are linked with job crafting behaviors and work engagement

Cited by 4 publications

References 59 publications

The Cognitive Control Model of Work-related Flow

The Cognitive Control Model of Work-related Flow

Today, tomorrow, and then forever: Exploring how workflow experience is sustained from a work–home perspective

It's an e‐work life! An explorative study on the relationships between e‐work characteristics and well‐being

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