Wei Liu , Hairong Lu , Peikai Li , Dimitri van der Linden , Arnold B. Bakker
{"title":"工作流的前因和结果:一项荟萃分析","authors":"Wei Liu , Hairong Lu , Peikai Li , Dimitri van der Linden , Arnold B. Bakker","doi":"10.1016/j.jvb.2023.103891","DOIUrl":null,"url":null,"abstract":"<div><p>Flow is an optimal state that contributes positively to individual well-being and performance. Despite growing evidence of its antecedents and outcomes at work, few efforts have been made to systematically examine and synthesize the extant findings to advance the theoretical and empirical development of flow. Combining different perspectives (e.g., job demands and resources theory, proactivity and leadership literatures), we aim to identify the key antecedents and outcomes relevant to work-related flow, and (a) provide a nomological network and (b) spot areas for future research on flow. We conducted a meta-analysis to synthesize findings (<em>N</em> = 60,110, <em>k</em> = 113). Results showed that several factors, including job characteristics, individual characteristics, individual behaviors, and leadership characteristics were significantly related to flow. Individual behavior displayed the strongest association with flow (<em>ρ</em> = 0.55). In addition, flow was not only related to job outcomes but also to personal outcomes. We also investigated the relative contribution of sub-dimensions of flow to well-being and performance. The relationships between flow and its associates hold across different measures of flow and culture. Our findings suggest that employees can use more proactive strategies to foster flow rather than only respond to their environment. Despite the short-run side effects of flow (e.g., risk-taking behavior), flow is worth pursuing in the long run as it benefits both work and personal well-being. We encourage future flow studies to investigate additional social and situational factors and various types of proactive behaviors in a multilevel process.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"144 ","pages":"Article 103891"},"PeriodicalIF":5.2000,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":"{\"title\":\"Antecedents and outcomes of work-related flow: A meta-analysis\",\"authors\":\"Wei Liu , Hairong Lu , Peikai Li , Dimitri van der Linden , Arnold B. Bakker\",\"doi\":\"10.1016/j.jvb.2023.103891\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p>Flow is an optimal state that contributes positively to individual well-being and performance. Despite growing evidence of its antecedents and outcomes at work, few efforts have been made to systematically examine and synthesize the extant findings to advance the theoretical and empirical development of flow. Combining different perspectives (e.g., job demands and resources theory, proactivity and leadership literatures), we aim to identify the key antecedents and outcomes relevant to work-related flow, and (a) provide a nomological network and (b) spot areas for future research on flow. We conducted a meta-analysis to synthesize findings (<em>N</em> = 60,110, <em>k</em> = 113). Results showed that several factors, including job characteristics, individual characteristics, individual behaviors, and leadership characteristics were significantly related to flow. Individual behavior displayed the strongest association with flow (<em>ρ</em> = 0.55). In addition, flow was not only related to job outcomes but also to personal outcomes. We also investigated the relative contribution of sub-dimensions of flow to well-being and performance. The relationships between flow and its associates hold across different measures of flow and culture. Our findings suggest that employees can use more proactive strategies to foster flow rather than only respond to their environment. Despite the short-run side effects of flow (e.g., risk-taking behavior), flow is worth pursuing in the long run as it benefits both work and personal well-being. We encourage future flow studies to investigate additional social and situational factors and various types of proactive behaviors in a multilevel process.</p></div>\",\"PeriodicalId\":51344,\"journal\":{\"name\":\"Journal of Vocational Behavior\",\"volume\":\"144 \",\"pages\":\"Article 103891\"},\"PeriodicalIF\":5.2000,\"publicationDate\":\"2023-08-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"1\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Vocational Behavior\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S0001879123000519\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879123000519","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 1
摘要
心流是一种对个人幸福和表现有积极贡献的最佳状态。尽管有越来越多的证据表明其在工作中的前提和结果,但很少有人努力系统地检查和综合现有的发现,以推进流的理论和实证发展。结合不同的观点(如工作需求和资源理论、主动性和领导力文献),我们的目标是确定与工作流相关的关键前因和结果,并(a)提供一个逻辑网络和(b)为未来的工作流研究指明领域。我们进行了荟萃分析来综合研究结果(N = 60,110, k = 113)。结果表明,工作特征、个体特征、个体行为和领导特征等因素对流动有显著影响。个体行为与心流的相关性最强(ρ = 0.55)。此外,心流不仅与工作结果有关,也与个人结果有关。我们还研究了流动的子维度对幸福感和绩效的相对贡献。心流及其关联之间的关系适用于心流和文化的不同衡量标准。我们的研究结果表明,员工可以使用更积极主动的策略来促进心流,而不仅仅是对环境做出反应。尽管心流有短期的副作用(例如,冒险行为),但从长远来看,心流是值得追求的,因为它对工作和个人幸福都有好处。我们鼓励未来的心流研究在多层次过程中调查更多的社会和情境因素以及各种类型的主动行为。
Antecedents and outcomes of work-related flow: A meta-analysis
Flow is an optimal state that contributes positively to individual well-being and performance. Despite growing evidence of its antecedents and outcomes at work, few efforts have been made to systematically examine and synthesize the extant findings to advance the theoretical and empirical development of flow. Combining different perspectives (e.g., job demands and resources theory, proactivity and leadership literatures), we aim to identify the key antecedents and outcomes relevant to work-related flow, and (a) provide a nomological network and (b) spot areas for future research on flow. We conducted a meta-analysis to synthesize findings (N = 60,110, k = 113). Results showed that several factors, including job characteristics, individual characteristics, individual behaviors, and leadership characteristics were significantly related to flow. Individual behavior displayed the strongest association with flow (ρ = 0.55). In addition, flow was not only related to job outcomes but also to personal outcomes. We also investigated the relative contribution of sub-dimensions of flow to well-being and performance. The relationships between flow and its associates hold across different measures of flow and culture. Our findings suggest that employees can use more proactive strategies to foster flow rather than only respond to their environment. Despite the short-run side effects of flow (e.g., risk-taking behavior), flow is worth pursuing in the long run as it benefits both work and personal well-being. We encourage future flow studies to investigate additional social and situational factors and various types of proactive behaviors in a multilevel process.
期刊介绍:
The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military.
The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).