Shahid Chamran University of Ahvaz
Abstract: (11 Views)
Aims: Promoting employee well-being and work-related flow in industrial settings is critical for organizational success. This study aimed to ascertain the sustained effects of work-related flow training on strengths use and job boredom.
Method: The research applied an experimental design with a pre-test/post-test/follow-up structure, including an experimental and a control group. The statistical population consisted of employees from an oil company in Ahvaz. A total of 40 participants were selected via simple random sampling and randomly assigned to either the experimental or control group. Data were collected using the Strengths Use Scale by Govindji & Linley (2007) and the Dutch Utrecht Boredom Scale by Reijseger et al. (2013) across all three stages. The experimental group received four sessions of work-related flow training, with a focus on the Introduction to Flow, Drivers of Flow, and Skill-Building and Sustainability, while the control group received no intervention. Data were analyzed using two separate Multivariate Analyses of Covariance (MANCOVA) performed by SPSS version 26.
Results: The results revealed that the work-related flow training significantly enhanced strengths use (η² = .279, p < 0.001) and reduced job boredom (η² = .170, p < 0.01), both being sustained over the long term (η² = .136 and η² = .197, respectively, p < 0.05). Further, the intervention's effects remained stable from the post-test to the follow-up stage, confirming the lasting impact of the training.
Findings: These findings demonstrate that flow-based interventions provide a robust and sustainable framework for boosting positive psychological states and neutralizing negative work experiences. Such approaches offer significant practical utility in high-pressure organizational settings, particularly within the oil industry, to promote the sustained usage of strengths and mitigate job boredom.
Method: The research applied an experimental design with a pre-test/post-test/follow-up structure, including an experimental and a control group. The statistical population consisted of employees from an oil company in Ahvaz. A total of 40 participants were selected via simple random sampling and randomly assigned to either the experimental or control group. Data were collected using the Strengths Use Scale by Govindji & Linley (2007) and the Dutch Utrecht Boredom Scale by Reijseger et al. (2013) across all three stages. The experimental group received four sessions of work-related flow training, with a focus on the Introduction to Flow, Drivers of Flow, and Skill-Building and Sustainability, while the control group received no intervention. Data were analyzed using two separate Multivariate Analyses of Covariance (MANCOVA) performed by SPSS version 26.
Results: The results revealed that the work-related flow training significantly enhanced strengths use (η² = .279, p < 0.001) and reduced job boredom (η² = .170, p < 0.01), both being sustained over the long term (η² = .136 and η² = .197, respectively, p < 0.05). Further, the intervention's effects remained stable from the post-test to the follow-up stage, confirming the lasting impact of the training.
Findings: These findings demonstrate that flow-based interventions provide a robust and sustainable framework for boosting positive psychological states and neutralizing negative work experiences. Such approaches offer significant practical utility in high-pressure organizational settings, particularly within the oil industry, to promote the sustained usage of strengths and mitigate job boredom.
Type of Study: Research |
Subject:
Special
Received: 2026/05/30 | Revised: 2026/08/28 | Accepted: 2026/10/7
Received: 2026/05/30 | Revised: 2026/08/28 | Accepted: 2026/10/7
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