Set your mind on it
The mediating role of mindset in the relationship between a learning-from-error climate and work-related flow
Bibliographic Data
| ID | 21625152 |
|---|---|
| Authors | Marjolein C J Caniëls (0000-0002-4206-4083, Open University of the Netherlands, corresponding author), Katarzyna M Adamska, Katarzyna Adamska (0009-0007-5033-1915, BI Norwegian Business School), Lise A van Oortmerssen (0000-0002-6841-6454, Open University of the Netherlands), Marcel F van Assen (0000-0002-6457-640X, TIAS School for Business and Society) |
| Year | 2023 |
| Volume | 42 |
| Issue | 3 |
| Pages | 2067-2076 |
| Publication date | 2023-01-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Current Psychology (JOURNAL) |
| Journal identifiers | ISSN: 1046-1310 • E-ISSN: 1936-4733 |
| Publisher | Springer Science and Business Media LLC (PUBLISHER) |
| DOI | 10.1007/s12144-021-01572-3 |
| OpenAlex | W3154594244 |
| Language | EN |
| Citations received | 3 |
| References cited | 74 |
This study aims to investigate whether and how a learning-from-error climate is associated with work-related flow experiences by employees. Drawing on the tenets of Job Demands-Resources theory, we propose that this relationship is mediated by a work-related growth mindset. The study tests a mediation model by conducting structural equations modelling. Data were gathered in two waves from 159 employees within a Dutch financial organization. Results demonstrate that work-related mindset significantly mediates the relationship between a learning-from-error climate and work-related flow. In this study, we address the call for studies that empirically assess the influence of organizational climate on work-related flow in a multiwave study design. Specifically, we highlight the relevance of understanding how individual dispositions can shape the effects of a learning-from-error climate on work-related flow
Cognitive psychology · Mechanics · Mediation · Mindset · Social science · Sociology · Computer Science · Flow Experience in Various Fields · Mind wandering and attention · Psychological Well-being and Life Satisfaction · Psychology · Social Psychology · Artificial Intelligence
Scaling Procedures
Structural Equation Modeling with Mplus
Likelihood Ratio Tests for Model Selection and Non-Nested Hypotheses
Potential Problems in the Statistical Control of Variables in Organizational Research
Flow at work
Organizational Error Management Culture and Its Impact on Performance
Flow, performance and moderators of challenge-skill balance
Flow at Work
The work-related flow inventory
To What Extent and Under Which Circumstances Are Growth Mind-Sets Important to Academic Achievement? Two Meta-Analyses
Subtle Linguistic Cues Affect Children's Motivation
Flow among music teachers and their students
A national experiment reveals where a growth mindset improves achievement
Reversed item bias
Job demands–resources theory
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
The Control-Value Theory of Achievement Emotions
The Job Demands‐Resources model
Measurement and Control of Response Bias
Optimal Experience
The Effect of Perceived Challenges and Skills on the Quality of Subjective Experience
Implicit Self-Theories in the Academic Domain
Mind-sets matter
Job demands, job resources, and their relationship with burnout and engagement
Dynamic patterns of flow in the workplace
Employee voice behavior
Lay dispositionism and implicit theories of personality
Implicit negotiation beliefs and performance
Understanding overconfidence
An analysis of learned helplessness
Rethinking stress
An analysis of learned helplessness
Optimal experience in work and leisure
Person theories and attention allocation
Praise for intelligence can undermine children's motivation and performance
Implicit Theories
Mindsets
Implicit Theories of Intelligence Predict Achievement Across an Adolescent Transition
The Role of Resources and Flow at Work in Well-Being
Toward a Dual-Process Model of Work-Home Interference
How a Learning-Oriented Organizational Climate is Linked to Different Proactive Behaviors
| Unique citing works | 3 |
|---|---|
| Citations per year | 1,5 |
| Citation span | 2024 - 2026 (3) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 3 |