ArticleFrontiers in psychology2026
Unpacking flexible work and employee thriving: knowledge-motivation mediation and the boundary role of cognitive flexibility.
Article in Frontiers in psychology, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
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Who cites it
2 citing papers in PubMed.
- How Is Generative AI Use Associated with Employee Creative Behavior? Uncovering Capability- and Risk-Based Psychological Pathways.Behavioral sciences (Basel, Switzerland) · 2026Article
- Job Crafting Through the Lens of Paradoxical Leadership: The Role of Positive Psychological Capital and Promotive Voice.Behavioral sciences (Basel, Switzerland) · 2026Article
Corrections and comments
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Authors and funding
3 authors.
Funding
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Abstract
Introduction: Remote collaboration and digital work have become increasingly prevalent, making flexible work arrangements (FWA) a critical strategy for enhancing organizational adaptability and employee effectiveness. However, the extent to which such institutional practices translate into positive employee outcomes depends on the activation of underlying psychological mechanisms. Methods: Drawing on Self-Determination Theory (SDT), this study develops a chained mediation model (institutional activation → knowledge acquisition → intrinsic motivation → thriving at work). Cognitive flexibility (CF) is incorporated as a dual-function adaptive mechanism. Data were collected from 427 knowledge workers in China using a three-wave time-lagged survey design. Results: The results indicate that FWA significantly promotes employees' thriving at work through sequential mediation of knowledge acquisition and intrinsic motivation. Furthermore, cognitive flexibility strengthens these transmission effects, serving as a critical moderator within the institution-cognition-motivation-behavior pathway. Discussion: This study extends SDT by enriching the relational pathway and identifying the cognitive boundary conditions of institutional influence. It also provides practical implications for organizational design, employee empowerment, and the development of adaptive capacity in digital work environments.
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