Nash, C. Work-Related Flow in Contrast to Either Happiness or PERMA Factors for Human Resources Management Development of Career Sustainability. Psych 2024, 6, 356–375, doi:10.3390/psych6010021.
Nash, C. Work-Related Flow in Contrast to Either Happiness or PERMA Factors for Human Resources Management Development of Career Sustainability. Psych 2024, 6, 356–375, doi:10.3390/psych6010021.
Nash, C. Work-Related Flow in Contrast to Either Happiness or PERMA Factors for Human Resources Management Development of Career Sustainability. Psych 2024, 6, 356–375, doi:10.3390/psych6010021.
Nash, C. Work-Related Flow in Contrast to Either Happiness or PERMA Factors for Human Resources Management Development of Career Sustainability. Psych 2024, 6, 356–375, doi:10.3390/psych6010021.
Abstract
Human resources management (HRM) development aims at career sustainability. Work-related flow, as originated and defined by Csikszentmihalyi, is a process experienced by those optimally challenged by their work, considered the optimal work-related experience. Happiness is a judgment-dependent state of a pleased satisfaction with one’s current experience that one hopes will continue. PERMA (Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment) represents five measurable factors of positive psychology that constitute well-being. As the optimal work-related experience, flow determines career sustainability compared with either happiness or PERMA factors. HRM development programs focused on happiness or PERMA factors thus represents risk factors regarding an inability to develop career sustainability. Established from this publisher’s founding ongoing concern with sustainability, articles published in MDPI journals with the keywords “flow, Csikszentmihalyi, work” were searched, excluding those pertaining to education, health, leisure, marketing, non-workers, and spirituality. Of 628 results returned, 28 reports were included for potential assessment. Although current studies on flow represented only three, the results regarding flow position it as the best indicator of career sustainability, contrasted to either happiness or PERMA. Consequently, HRM is advised to concentrate on developing practices for assessing and encouraging employees’ engagement with work-related flow in its aim of career sustainability.
Business, Economics and Management, Human Resources and Organizations
Copyright:
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