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Emotional intelligence, voice and flow: a team-level study of work teams. TEAM PERFORMANCE MANAGEMENT 2021. [DOI: 10.1108/tpm-12-2020-0110] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to investigate how emotional intelligence and voice climate interact with flow in work teams.
Design/methodology/approach
The authors used multilevel structural equation modeling to analyze the nested data (individuals within teams). A total of 42 work teams (166 full-time employees) from the service industry participated in this research.
Findings
The results showed that emotional intelligence and voice behavior are positively associated with flow experience at the individual level. It was also demonstrated that emotional intelligence exerts partial influence on flow via individual voice behavior. At the team level, the authors only found a positive relationship between emotional intelligence and flow.
Originality/value
This research fills the knowledge gap of flow’s antecedents in teams. Members who are emotional intelligent and active in making suggestions to teams are more likely to experience flow in teams. Practitioners should be able to facilitate flow in the workplace through implementing training modules related to emotion appraisal/regulation and effective voice behavior.
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Ilies R, Wagner D, Wilson K, Ceja L, Johnson M, DeRue S, Ilgen D. Flow at Work and Basic Psychological Needs: Effects on Well-Being. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2016. [DOI: 10.1111/apps.12075] [Citation(s) in RCA: 45] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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Zaman M, Anandarajan M, Dai Q. Experiencing flow with instant messaging and its facilitating role on creative behaviors. COMPUTERS IN HUMAN BEHAVIOR 2010. [DOI: 10.1016/j.chb.2010.03.001] [Citation(s) in RCA: 67] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Abstract
R. W. White (1959) proposed that certain motives, such as curiosity, autonomy, and play (called intrinsic motives, or IMs), have common characteristics that distinguish them from drives. The evidence that mastery is common to IMs is anecdotal, not scientific. The assertion that “intrinsic enjoyment” is common to IMs exaggerates the significance of pleasure in human motivation and expresses the hedonistic fallacy of confusing consequence for cause. Nothing has been shown scientifically to be common to IMs that differentiates them from drives. An empirically testable theory of 16 basic desires is put forth based on psychometric research and subsequent behavior validation. The desires are largely unrelated to each other and may have different evolutionary histories.
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