Flow in work as a moderator of the self-determination model of work engagement

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