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AbstractBased on the self-determination model of flow and the Job Demands-Resources theory, the present study aims to analyze whether flow at work mediates the relation between self-leadership and job performance, and the relation between self-leadership and life satisfaction over time. The design of the study is longitudinal and is conducted in three waves. Data were analyzed using structural equation models on an initial sample of 316 employees. The results supported the proposed model. We identified an association between self-leadership at T1 and flow at T2 and between flow at T2 and performance and life satisfaction at T3. The results also indicated that flow at work fully mediates the relationships between self-leadership, job performance, and life satisfaction over time (T1 to T2 to T3). Overall, the present research emphasizes the importance of promoting general well-being in the workplace and guides how organizations can effectively implement interventions to support employees in achieving optimal performance and life satisfaction. [ABSTRACT FROM AUTHOR]

Based on the Achievement Goals Theory and Students' Approaches to Learning, we proposed a model in which students' self‐efficacy acts as a mediator between students' performance‐approach goals orientation and their approach to learning in dealing with academic tasks throughout an academic year. We used structural equation modelling (SEM) to test the model on a sample of 565 first‐year university students at three different moments. The results showed that self‐efficacy in academic tasks at T2 totally mediated the relationship between performance‐approach goals at T1 and the deep approach at T3 and partially the relationship with the surface approach at T3. The results underline that if the direct effect of performance‐approach goals is that of the surface approach intensification without any impact on the deep approach, an increase in the deep approach and a decline in the surface approach can be observed through self‐efficacy in academic tasks. [ABSTRACT FROM AUTHOR]

The present study aimed to investigate experimentally how flow, as a state, is influenced by inducing behaviors specific to conscientiousness, extraversion, and emotional stability in daily activities for ten days. Informed by prior research, an intervention was developed, requiring participants to adopt behaviors associated with these three dimensions. The methodology used was to randomize participants into two groups, one group benefiting from intervention and the other being a control group. Initial measurements were taken using a dispositional flow scale and a personality inventory. Subsequently, a flow state scale was applied on the 4th, 7th, and 10th days. The main findings indicated a significant increase in the flow of experience and subjective happiness for the experimental group compared to the control group. The study's conclusions suggest that it is possible to act more extraverted, conscientious, and emotionally stable in daily life, and doing so can potentially lead to an enhancement in the flow state. We discussed the practical implications in organizations. [ABSTRACT FROM AUTHOR]

Drawing on sedentary behavior and Job Demands‐Resources theory, we developed a new scale for assessing office job sitting demand, conceptualized as job demand, and validated it using two independent samples. In Study 1 (N = 252), we developed the items and tested the Office Job Sitting Demand scales' factor structure through exploratory factor analysis. In Study 2 (N = 248), we tested the scales' factorial validity through confirmatory factor analysis. Indicators of measurement invariance showed no differences between participants who engage in leisure‐time sport and participants who do not. Moreover, we tested convergent, discriminant, and criterion validity. We found significant positive associations with exhaustion, work pressure, and musculoskeletal complaints. The construct was unrelated to proactive vitality management and relaxation. Our results illustrate the relation between this new job demand in the workplace with employee well‐being. Based on our findings, this newly developed instrument is valid and reliable and can be used to assess office job sitting demand to prevent burnout and health complaints. [ABSTRACT FROM AUTHOR]

A current trend in organizational job design is to provide employees increased autonomy to enhance their performance. Using the Job Demands-Resources (JD-R) theory as a working framework, the present study proposes proactive vitality management and work engagement as sequential mediators of this relationship. Thus, we test a parsimonious model that encompasses both individual strategies (i.e., proactive vitality management) and affective-cognitive (i.e., work engagement) factors as explanatory mechanisms in the link between autonomy and performance. Data from 256 Romanian employees were gathered and analyzed via structural equation modeling. The results provided support to our model. Specifically, we found proactive vitality management and work engagement to fully mediate the relationship between autonomy and performance. As such, our model validates the theoretical assumption of the JD-R theory that employees who engage in individual strategies (i.e., proactive vitality management) can capitalize on existing job resources (i.e., autonomy) to increase their well-being (i.e., work engagement) and performance. Furthermore, by identifying proactive vitality management as a mediator in the relationship between autonomy and performance, we provide practitioners with a set of proactive behaviors that can complement resource-replenishing activities (e.g., coffee break) in securing and sustaining high energy levels at work. [ABSTRACT FROM AUTHOR]

The present study focuses on the possible mediating effect of the grit concept in the relationship between core selfevaluations and mental health complaints. It also examines the moderating role of workload in the relationship between core self-evaluations and grit. The data was collected online from a convenience sample of 224 employees (55.4% females) and analyzed with PROCESS macro. The results brought support to the moderated mediation model in which grit partially mediates the relationship between core self-evaluation and mental health complaints, and workload moderates the relationship between core self-evaluation and grit. Overall, our results emphasize the positive impact of core self-evaluations and grit on health complaints while highlighting the boost effect of workload. [ABSTRACT FROM AUTHOR]