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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.
Liu et al. (Mon,) studied this question.