Flow and Engagement at Work: A Literature Review

Farina, Larissa Sanford Ayres; Rodrigues, Gabriel dos Reis; Hutz, Cláudio Simon

doi:10.1590/1413-82712018230404

Cited by 15 publications

(7 citation statements)

References 37 publications

(26 reference statements)

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“…The fact that this pattern has remained unchanged in two MANCOVA's, in which age and years of education were covariates, further validates these findings. Note also that this pattern of findings is coherent with a literature review carried out by Farina et al (2018), indicating that work engagement is linked to superior results in business, worker performance and life satisfaction, and especially with Shamai et al (2018) findings that the work-devoted were higher in positive affect and lower in negative affect as compared to needy.…”

Section: Discussionsupporting

confidence: 87%

Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Snir

Harpaz

2021

IJWHM

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PurposeThe purpose of this paper is to explore well-being and health-related outcomes among all the four basic subtypes of heavy work investment (HWI), as well as a fifth distinct category of full-time workers (i.e. those who work from 35 to 43 weekly hours).Design/methodology/approachThe 510 respondents chosen to be included in the Internet survey were mostly heavy work investors. Based on two dimensions of causal attributions (causal locus and controllability), an elimination mode was used to classify heavy work investors into four main subtypes. Those who reported high financial needs were classified as needy. From the remaining heavy work investors, those who reported high organizational demands were classified as organization-directed. Afterward, those who reported high drive to work were classified as workaholics. Finally, those who reported high passion for work were classified as work-devoted.FindingsAmong the five categories of classified respondents, the work-devoted and the needy emerged as the most distinct categories. The work-devoted had the best outcomes (stronger positive feelings, better current health condition, better body mass index (BMI) and adequate hours of sleep a night), whereas the needy had the worst outcomes (a higher level of stress, bodily pain, aches that interfere with regular activities and weariness throughout the day).Originality/valueThis study addressed both long hours and high effort invested in work, and both dispositional and situational heavy work investors. A possible implication of this study is that when job applicants have similar human capital profiles, organizations should consider recruitment of work-devoted individuals for demanding jobs.

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Section: Discussionsupporting

confidence: 87%

Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Snir

Harpaz

2021

IJWHM

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“…Por fim, considerando-se as evidências encontradas, os resultados propõem que intervenções para a promoção de flow e de engajamento no trabalho que considerarem a constelação de variáveis no âmbito de uma organização tendem a ser mais eficazes. Cabe ressaltar que este estudo também contribui para a ampliação do entendimento do funcionamento do flow e do engajamento no trabalho de forma diferenciada de outras pesquisas, na medida em que se utiliza de diversas variáveis pessoais e de contexto ao mesmo tempo -o que, até então, ainda não foi encontrado na literatura existente (Farina et al, 2018).…”

Section: Discussionunclassified

“…2008; Farina et al, 2018;Schaufeli, Dijikstra, & Vazquez, 2013). No presente estudo, o construto engajamento será definido como um estado mental disposicional de investimento de energia, enfrentamento das dificuldades e direcionamento dos esforços individuais nas atividades laborais (Schaufeli, 2013), ou seja, um atributo pessoal positivo e independente relacionado ao trabalho, caracterizado por vigor, dedicação e concentração (Vazquez, Magnan, Pacico, Hutz, & Schaufeli, 2015).…”

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Flow e Engajamento no Trabalho: Associações com Recursos Individuais e Contexto Laboral

Farina¹,

Rodrigues²,

Fagundes³

et al. 2019

Aval.Psicol.

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As vivências de flow e engajamento se relacionam com atributos pessoais e laborais, gerando resultados superiores nos negócios, no desempenho dos trabalhadores e na satisfação de vida. Este estudo visou investigar flow e engajamento no trabalho e suas correlações com características pessoais e laborais. A amostra foi formada por 317 participantes (66,9% do sexo feminino) com idade média de 39,72 anos (DP=10,8), que responderam um questionário sociodemográfico e escalas que permitiram medir as variáveis alvo. Para análise de dados, foi realizada análise de rede. Os dados evidenciaram que alguns recursos individuais e do trabalho estão fortemente correlacionados com flow e engajamento laborais. Os resultados apontam para a importância de se promover um ambiente de trabalho que estimule o alinhamento de habilidades e a comunicação, além da diminuição de afetos negativos, para se potencializar as vivências de flow e engajamento nesse contexto. Palavras-chave: flow; engajamento no trabalho; recursos pessoais; recursos do trabalho; demandas do trabalho.

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“…It refers to the holistic feeling of being so engaged in an activity that nothing else seems to matter (Csikszentmihalyi, 1990). In this regard, flow has been identified as a desirable state with positive effects on workers’ performance (Demerouti, 2006; see Farina, Rodrigues, & Hutz, 2018, for a review; Jackson, Thomas, Marsh, & Smethurst, 2001; Nielsen & Cleal, 2010). However, although some literature focuses on the flow experience in the work context (Bakker, 2005), research on this topic is still scarce (Demerouti, 2006; Fullagar & Kelloway, 2009).…”

Section: Introductionmentioning

confidence: 99%

Employees’ Work Patterns–Office Type Fit and the Dynamic Relationship Between Flow and Performance

et al. 2020

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Organizations must improve their employees' performance in order to compete effectively. Evidence shows that flow experiences enhance performance. However, a dynamic approach to this phenomenon is needed. Furthermore, different work patterns (based on task profiles) can have specific environmental requirements (office types). This research aims to analyze the dynamic relationship between office workers' flow and in-role and extra-role performance, considering work pattern-office type fit as a predictor of the initial level of each of these three variables. A total of 83 workers participated in this diary study. Results of the latent growth model showed a positive association between: (1) the initial levels of flow and in-role and extra-role performance; and (2) the changes in flow and in-role and extra-role performance. Furthermore, work pattern-office type fit directly influenced workers' flow. In addition, flow mediated between work pattern-office type fit and in-role performance. Our results show that workspaces that fit employees' work patterns are more likely to induce flow, which, in turn, will have beneficial consequences for the organization.

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Flow and Engagement at Work: A Literature Review

Cited by 15 publications

References 37 publications

Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Flow e Engajamento no Trabalho: Associações com Recursos Individuais e Contexto Laboral

Employees’ Work Patterns–Office Type Fit and the Dynamic Relationship Between Flow and Performance

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