Purpose Grounded in self-determination theory we have developed a theoretical model to explore the complex relationship between flexible work practices and employees' work meaningfulness by considering two mediating mechanisms rooted in primary human needs. Design/methodology/approach This study tested the hypotheses using SEM, based on data collected from 388 employees and their colleagues over four waves at a large company in China. Findings Our findings reveal that FWPs' adoption inspires employees' perceptions of work autonomy, enhancing their sense of work meaningfulness. However, FWPs' adoption also triggers feelings of relatedness need frustration among employees, impeding the construction of their sense of work meaningfulness. By comparing these two intermediary paths, we emphasize that the impact of work meaningfulness gained through work autonomy is more prominent than the relational liabilities induced by relatedness need frustration. We also find that work meaningfulness is associated with higher work engagement, more organizational citizenship behavior, and less time theft behavior, respectively. Practical implications Our study underscores the urgency for organizations to consider the social-relatedness needs of their employees when maximizing autonomy, as this is crucial for fostering a meaningful work experience in the context of flexible work. Originality/value Our study offers a more comprehensive and nuanced perspective, revealing that the psychological impact of FWPs on the sense of work meaningfulness is multidimensional, and mediated through the primary needs at work.
Sun et al. (Wed,) studied this question.