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2019-12
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Casey_Honors.pdf
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Flow Theory (Csikszentmihalyi, 1975) describes the phenomenon of the ‘optimal
experience ’; the experience in which individuals report feeling ‘in the zone’ . When it was found
that flow occurred more at work than in leisure (Csikszentmihalyi & LeFevre, 1989), the positive
psychological benefits of flow seemed appropriate to apply to organizational environments.
Although, individual differences play a large role in one’s likelihood of experiencing flow during
a task (Csikszentmihalyi, 1975, Fullagar & Kalloway, 2009, Ullen, 2012). Creating a
work-setting that successfully leads to flow for the majority of employees can prove to be
complicated and this is perhaps why many organizations are not moving toward such
implementations. Using a between-groups design, the current study investigated whether a
flow-related cue would influence an individual to experience a flow-like state as opposed to an
individual who only experienced a neutral cue. Further, if their experience with flow had any
effect on their productivity, measured by number of sentences in response to a neutral essay
topic. Flow-like symptoms were measured through the short FSS-2 (Jackson, 2008) and their
written responses were analyzed using an online readability analyzer (Taylor, 2013). Participants
also received the Autotelic Personality Questionnaire (Tse, 2018) and the Ten Item Personality
Measure (TIPI) (Gosling, 2003). The manipulation did not yield any significance, although those
who reported experiencing a flow-like state did write more sentences than those who did not
experience a flow-like state. Significant correlations between flow and extraversion and
conscientiousness , and autotelic personalities were also found.
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