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<p>The study advances flow at work and self-determination literature by exploring the relationship between self-leadership and employee thriving. We examined whether the flow at work mediates the relationship between self-leadership and employee thriving. Further, the mediating role of flow at work between self-leadership and job satisfaction was also evaluated. The theoretical model was tested with cross-sectional data collected from 260 working professionals using the structural equation modeling technique. The results indicated that flow at work mediates the relationship between self-leadership and employee thriving. Additionally, results supported the hypothesized relationship between self-leadership and job satisfaction, mediated by flow at work. Our results held firm while controlling for age, tenure, and employment type for our hypothesized model. The study was one of the initial inquiries examining the role of self-determination strategies in facilitating flow at work. Further, the research reported here also examined the indirect role of self-leadership on employee thriving and job satisfaction. The research paper established strong empirical evidence on how employees can proactively enhance their learning, feel energetic, and feel contented in the workplace.</p>

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Self-leadership, Employee Thriving, and Job Satisfaction: The Role of Flow at Work

  • 期刊论文

  • 发表日期：

    2026年5月6日

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  • Sree Charan Mahankali,
  • Rushabh Trivedi,
  • Swati Mathur,
  • Murugan Pattusamy

摘要

The study advances flow at work and self-determination literature by exploring the relationship between self-leadership and employee thriving. We examined whether the flow at work mediates the relationship between self-leadership and employee thriving. Further, the mediating role of flow at work between self-leadership and job satisfaction was also evaluated. The theoretical model was tested with cross-sectional data collected from 260 working professionals using the structural equation modeling technique. The results indicated that flow at work mediates the relationship between self-leadership and employee thriving. Additionally, results supported the hypothesized relationship between self-leadership and job satisfaction, mediated by flow at work. Our results held firm while controlling for age, tenure, and employment type for our hypothesized model. The study was one of the initial inquiries examining the role of self-determination strategies in facilitating flow at work. Further, the research reported here also examined the indirect role of self-leadership on employee thriving and job satisfaction. The research paper established strong empirical evidence on how employees can proactively enhance their learning, feel energetic, and feel contented in the workplace.