ABSTRACT
The concept of flow originated in positive psychology outside of work settings in the exercise and leisure literature, but organisational psychologists have also been interested in flow states at work. Flow is typically defined as a state of deep absorption in a task that is intrinsically enjoyable, whereas flow in the workplace focuses on short-term peak experience characterised by three aspects: absorption, enjoyment, and intrinsic motivation. The Work-Related Flow Inventory (WOLF) is a common measure of flow in the workplace using a self-report questionnaire, although other assessment measures have been either self-developed by organisational researchers or adapted from the non-work context. One perspective on the sources of flow is that it is experienced under conditions of a skill–challenge balance, where work challenges are matched with skills to avoid either boredom or frustration. Organisational researchers also suggest that providing employees with sufficient job resources (e.g., feedback, support, and control) helps to increase flow. Flow in the workplace has also been linked to better employee well-being and organisational outcomes.
