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<p>This research employed an integrated theoretical approach to examine the relationship between job and personal resources, motivational processes, and psychological well-being within the context of the Job Demands-Resources model. Through two cross-sectional studies (Study 1: <i>N</i> = 263; Study 2: <i>N</i> = 360), we explored the relationship between the challenges-skills balance, organizational identification, flow, self-objectification, and psychological well-being. The findings revealed that challenges-skills balance and organizational identification were positively associated with adaptive processes – namely, higher levels of flow and psychological well-being, and lower levels of self-objectification. When considered together, flow and self-objectification appeared to play a more central role in psychological well-being than challenges-skills balance and organizational identification. This suggests that flow and self-objectification may be key constructs for understanding how challenges-skills balance and organizational identification relate to workplace experiences and contribute to a “spillover effect” from work to broader life experiences.</p>

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From Positive Organizational Environments to Employee Well-Being: a Positive Psychology Perspective to Promote Flow and Reduce Self-Objectification

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年10月13日

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  • Mara Marini,
  • Manuel Teresi,
  • Ilaria Giovannelli,
  • Stefano Livi,
  • Stefano Pagliaro

摘要

This research employed an integrated theoretical approach to examine the relationship between job and personal resources, motivational processes, and psychological well-being within the context of the Job Demands-Resources model. Through two cross-sectional studies (Study 1: N = 263; Study 2: N = 360), we explored the relationship between the challenges-skills balance, organizational identification, flow, self-objectification, and psychological well-being. The findings revealed that challenges-skills balance and organizational identification were positively associated with adaptive processes – namely, higher levels of flow and psychological well-being, and lower levels of self-objectification. When considered together, flow and self-objectification appeared to play a more central role in psychological well-being than challenges-skills balance and organizational identification. This suggests that flow and self-objectification may be key constructs for understanding how challenges-skills balance and organizational identification relate to workplace experiences and contribute to a “spillover effect” from work to broader life experiences.