The ongoing changes in society, driven by digitalization and globalization, have led to increased flexibility in the workplace, particularly with regard to when, where, and how tasks are performed (Allvin et al., 2013; Eurofound, 2020). This trend toward greater work flexibility, which has been accelerated by the COVID-19 pandemic, is particularly evident in knowledge-intensive sectors (“knowledge work” as opposed to “manual labor”). Flexible work reduces situational constraints and gives workers more autonomy and control, but it also presents the challenge that tasks and expectations are less clearly defined. These changes reveal similarities between flexible workers and the self-employed, who have a similar degree of control over their working lives.

This research project aims to fill gaps in our understanding of the effects of work flexibility on motivation, performance, and well-being, focusing on both employees and the self-employed. Research on the psychological effects of work flexibility has yielded mixed results, particularly regarding its impact on performance and well-being. Previous studies have overlooked key factors such as intrinsic motivation. Intrinsic work motivation refers to personal interest in and enjoyment of work (Gagné & Deci, 2005) and has been highlighted as the most important type of motivation for workers’ well-being (Van den Broeck et al., 2021). Based on the theory of situational strength (Meyer et al., 2010), we hypothesize that flexible working conditions promote intrinsic motivation by providing greater control, but can also reduce it due to unclear work expectations resulting from a lack of information.

Consequently, we hypothesize that lower situational strength can both increase control and reduce clarity at work, which may have both positive and negative effects on intrinsic motivation. However, personal resources (e.g., experience) and social resources (e.g., informational support) may mitigate the adverse impact of work flexibility on clarity. To test these hypotheses, we will conduct five research packages over a three-year period, including interviews, the development and validation of questionnaires, a longitudinal panel study, and an experimental vignette study. All studies will include both employees and self-employed individuals.

This project is the first to examine the effects of work flexibility from the perspective of situational strength. In doing so, we outline a psychological model of work motivation that is of great importance for understanding the experiences of employees in a contemporary, flexible work environment.

Collaborative project between the University of Vienna (Work and Organizational Psychology) and Ferdinand Porsche FERNFH (Institute for Economics & Psychology)