How feedback shapes flow experience in cognitive tasks: The role of locus of control and conscientiousness

Hohnemann, Charlotte; Schweig, Sophie; Diestel, Stefan; Peifer, Corinna

doi:10.1016/j.paid.2021.111166

Cited by 10 publications

(8 citation statements)

References 30 publications

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“…It aims to establish the flow antecedent of clear proximal goals. Also, previous empirical evidence provides promising starting points for increasing flow by giving feedback, another antecedent in the original flow concept (Peifer et al, 2020;Hohnemann et al, 2022). Thus, establishing structured and regular feedback mechanisms in an organizational context could be effective in enabling people to enter flow at work more often.…”

Section: Entering Flowmentioning

confidence: 99%

Fostering flow experiences at work: a framework and research agenda for developing flow interventions

2023

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Flow, the holistic experience of intrinsic motivation and effortless attention, is positively associated with job performance, work engagement, and well-being. As many individuals struggle to enter and maintain flow states, interventions that foster flow at work represent valuable catalysts for organizational and individual improvement. Since the literature on work-related flow interventions is still sparse, this article aims to provide a foundation for the systematic development of these interventions. Through a narrative review of the empirical and theoretical field, we develop a comprehensive framework with three dimensions, (1) the intervention aim (entering, boosting, or maintaining flow), (2) the target (context, individual, or group), and (3) the executor (top-down or bottom-up), for systematically classifying flow interventions at work. We complement the framework with guiding questions and concrete starting points for designing novel interventions. In addition, we explain how to build on these dimensions when operationalizing flow as the outcome variable in evaluating intervention effectiveness. By acknowledging individual and situational variability in flow states and the contingent limitations of flow interventions, we offer a broad perspective on the potential for fostering flow at work by using adaptive interventions.

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Section: Entering Flowmentioning

confidence: 99%

Fostering flow experiences at work: a framework and research agenda for developing flow interventions

2023

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“…We propose that high conscientious teleworkers are more likely to recognize the value of work-related help (i.e., feedback) from the organization than low conscientious teleworkers due to their high expectations of work quality, and thus derive stronger organizational support from the feedback. Specifically, conscientious individuals value personal achievement more, so they care more about the high quality of work ( Hohnemann et al, 2022 ), are more motivated ( Huang et al, 2017 ), and are hard-working ( Eissa, 2020 ). Thus, highly conscientious individuals are more concerned with achievement-related conditions, such as a sense of accomplishment ( Tu et al, 2020 ), and are inclined to expend energy on conquering the work-related problems that they encounter ( Eissa, 2020 ).…”

Section: Theory and Hypotheses Developmentmentioning

confidence: 99%

The Relationship Between Feedback Quality, Perceived Organizational Support, and Sense of Belongingness Among Conscientious Teleworkers

Liu

Yuan

et al. 2022

Front. Psychol.

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The belongingness literature has largely examined the antecedents of non-teleworkers’ sense of belongingness, but little attention has been paid to what job-related factors could affect teleworkers’ sense of belongingness. Grounded in organizational support theory, our research focuses on why feedback quality from the direct leader brings sense of belongingness and considers how conscientiousness of teleworkers shapes this effect. Based on data from 329 participants obtained at three different time points from one technology service organization in China, our results indicated that teleworkers’ perceived organizational support serves as an essential mediator of the positive relationship between feedback quality from the direct leader and sense of belongingness. Additionally, the teleworkers’ conscientiousness strengthened the positive direct effect of feedback quality on perceived organizational support and the indirect effect on sense of belongingness. The moderating role of conscientiousness in strengthening the link between feedback quality and perceived organizational support was significant for high levels of conscientiousness and not significant for low levels. Finally, we discussed theoretical and practical implications.

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“…As such, internal locus of control is an important individual difference associated with behavioral outcomes in which a sense of agency and responsibility is involved. For instance, higher levels of internal locus of control are associated with more adherence to COVID-19 containment measures, such as wearing masks (Devereux et al, 2021), less moral disengagement from prosocial behaviors (Guo et al, 2021), and a decrease in performance in cognitive tasks after negative feedback (Hohnemann et al, 2022). On the other hand, people with higher levels of external locus of control have been frequently associated with less desirable outcomes: they self-handicap more (Stewart & De George-Walker, 2014), display fewer motivations towards achievements (Karaman & Watson, 2017), and are more likely to show decreased well-being (Guo et al, 2021), and to develop psychopathological symptoms after negative life events (Moreira et al, 2020).…”

Section: Internal Locus Of Control and Regretmentioning

confidence: 99%

Internal locus of control and individuals' regret for normal vs. abnormal decisions

Hernandez

Filho

Kamiya

et al. 2022

Personality and Individual Differences

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How feedback shapes flow experience in cognitive tasks: The role of locus of control and conscientiousness

Cited by 10 publications

References 30 publications

Fostering flow experiences at work: a framework and research agenda for developing flow interventions

Fostering flow experiences at work: a framework and research agenda for developing flow interventions

The Relationship Between Feedback Quality, Perceived Organizational Support, and Sense of Belongingness Among Conscientious Teleworkers

Internal locus of control and individuals' regret for normal vs. abnormal decisions

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