This master’s thesis explores how employees subjectively experience flexible working models and how these experiences relate to work engagement and workaholism. As part of a qualitative study, ten semi-structured interviews were conducted with employees from various industries. The data were analyzed using qualitative content analysis according to Mayring (1991), following a combined deductive-inductive approach.
The findings reveal that autonomy, meaningfulness, and recognition are perceived as key resources that foster engagement. At the same time, flexibility carries risks: in contexts characterized by insufficient self-boundaries, high performance expectations, and unclear organizational structures, it may lead to blurred work-life boundaries and workaholic tendencies. The effects of flexibility thus appear ambivalent and context-dependent, shaped by individual predispositions, cultural norms, and organizational conditions.
This study provides differentiated insights into the psychological effects of flexible work and offers practical implications for designing work environments that promote both well-being and motivation.