Administrative and Economic Science, Istanbul Aydın University, Istanbul, Turkey.
Psychol Rep. 2022 Feb;125(1):464-497. doi: 10.1177/0033294120981927. Epub 2020 Dec 20.
Based on the positive psychology approach, the present study claims that Leader-Member Exchange Theory and Person-Job Fit Theory could be significant antecedents of flow experience in the workplace, as individuals living in the 21st century spend most of their lives at work. Flow experience is a source of high motivation for employees in terms of both cognitive and emotional functions. Therefore, the concept can cause many psychological states of well-being, such as having fun, feeling happy, or optimism. For this reason, it is quite important for the organizational behavior discipline to define the concept in detail and to focus on possible antecedents. In accordance with this purpose, a cross-sectional research study has been performed in Turkey with the participation of 711 white-collar employees from various companies in the service sector in Istanbul, Turkey. The findings of the research show that high quality manager-employee relationships had significant positive impacts on employees' flow experience (β = 0,801; t = 35,664; p = ,000). In addition, a good match between person and job had significant positive impacts on employees' flow experience (β = 0,559; t = 17,968; p = ,000). Thus, the proposed hypothesis 1 and hypothesis 2 of the study were supported. The results indicated that leader-member exchange and person-job fit are antecedents of flow experience in the workplace (p < 0,05). In the present study, all study variables are reviewed and the possible relationships among the study variables are discussed in the literature review part. Finally, the implications of the study for both the individual and the organization are presented in the conclusion and discussion section.
基于积极心理学方法，本研究声称领导-成员交换理论和人与工作匹配理论可以成为工作场所流畅体验的重要前因，因为生活在 21 世纪的个人大部分时间都在工作。流畅体验是员工在认知和情感功能方面高动机的来源。因此，这个概念可以引起许多幸福感的心理状态，例如乐趣、快乐或乐观。出于这个原因，详细定义这个概念并关注可能的前因对于组织行为学科来说非常重要。为了达到这个目的，在土耳其进行了一项横断面研究，参与者为来自土耳其伊斯坦布尔不同服务行业公司的 711 名白领员工。研究结果表明，高质量的经理-员工关系对员工的流畅体验有显著的积极影响（β=0.801；t=35.664；p=0.000）。此外，人与工作的良好匹配对员工的流畅体验有显著的积极影响（β=0.559；t=17.968；p=0.000）。因此，研究的假设 1 和假设 2得到了支持。研究结果表明，领导-成员交换和人与工作匹配是工作场所流畅体验的前因（p<0.05）。在本研究中，回顾了所有研究变量，并在文献综述部分讨论了研究变量之间的可能关系。最后，在结论和讨论部分提出了该研究对个人和组织的启示。
