Flow at Work: Evidence for an Upward Spiral of Personal and Organizational Resources*

By Marisa Salanova, Arnold B. Bakker, Susana Llorens. 2006

625 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Developmental and Educational Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/a015abc703da602f6b1e8b5f6f0ec2b07825af6c

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Citations in the corpus

How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism (2009, result): “Furthermore, results from a recent longitudinal field study Salanova, Bakker, and Llorens (2006) on flow also suggests a similar cycle: flow—measured as a combination of absorption, intrinsic work motivation, and work enjoyment—fosters job recourses (in terms of organizational culture) that in turn…”
Dynamic patterns of flow in the workplace: Characterizing within-individual variability using a complexity science approach (2011, background): “…flow in the workplace has mainly focused on cross-sectional slices or static snapshots of flow (e.g., Bakker, 2005; Demerouti, 2006; Eisenberger et al., 2005) and survey-based longitudinal studies with time lags of months (e.g., Salanova et al., 2006) trying to analyze differences between persons.”
Elucidating the Positive Side of the Work-Family Interface on International Assignments: A Model of Expatriate Work and Family Performance (2010, positive): “Personal resources, such as individual differences (e.g., extraversion or self-efficacy beliefs; Langelaan, van Doornen, Bak-ker, & Schaufeli, 2006; Salanova, Bakker, & Llorens, 2006), have also been found to predict work role engagement.”
The job demands-resources model : state of the art (2007, background): “Finally, Salanova et al. (2006) found that organizational resources predicted work-related flow, which, in turn, predicted future organizational resources.”
Opportunity for creativity in the job as a moderator of the relation between trait intrinsic motivation and flow in work (2012, background): “flow in work fosters performance and growth of personal resources such as self-efficacy (Salanova et al. 2006), they”
Job resources and flow at work: Modelling the relationship via latent growth curve and mixture model methodology (2010, background): “Salanova, Bakker, and Llorens (2006), in their longitudinal study among secondary school teachers, found that organizational resources (e.g., social support and clear goals) facilitated work-related flow 8 months later; in a similar vein, work-related flow had predictive value for organizational…”
How Psychological Capital Mediates Between Study–Related Positive Emotions and Academic Performance (2019, background): “That is, initial levels of positive emotions predicted later levels of positive emotions, partly through changes in personal resources; likewise, initial levels of personal resources predicted later levels of personal resources, partly through changes in positive emotions (Fredrikson 2013; Fredrikso”
Positive organizational psychology, behavior, and scholarship: A review of the emerging literature and evidence base (2010, background): “For example, they sought to answer questions about the personal and organizational resources needed to enhance flow at work (Salanova et al., 2006) and the type of occupational contexts that enhance happiness (Meyer et al., 2007).”