Intrinsic motivation as a double‐edged sword: Investigating effects on well‐being and the role of flex place practices as moderator to buffer adverse effects

Abstract Ensuring employee well‐being is a crucial task for organizations. While previous research has mainly focused on positive effects of intrinsic motivation, in this study, we took a more comprehensive view on intrinsic motivation and work‐related well‐being. More specifically, building on conservation of resources theory, we focused on two facets of work‐related well‐being (job satisfaction and emotional exhaustion) and examined direct (beneficial) and indirect (adverse) effects on well‐being via detachment as an inconsistent mediation model. Furthermore, we took a closer look at how the use of flex place practices (FPPs), giving employees the opportunity to choose from where to work, can attenuate potential adverse effects of high intrinsic motivation. We collected data from 408 employees of a European manufacturer at two points of measurement, the first one before and the second one after the introduction of FPPs. Results showed that intrinsic motivation had a positive direct effect on changes in well‐being, and an adverse indirect effect on changes in well‐being via reduced detachment. For employees using FPPs, this adverse indirect effect was dissolved. This research is among the first to explore potential downsides of intrinsic motivation and the role of FPPs in the functioning of intrinsic motivation.