Flow is an experience of enjoyment, intrinsic motivation and absorption, which may occur in situations involving high challenges and high skill utilization. This study investigated the likelihood of experiencing work-related flow in relation to the job strain categories of the demand–control model, and to job resources such as social capital and an innovative learning climate. A questionnaire was sent out to employees in nine Swedish organizations (n = 3667, 57% response rate). Binary logistic regression analysis was performed. The results show that active jobs, low-strain jobs, a high degree of social capital and innovative learning climate increased the likelihood of experiencing work-related flow. In jobs with high decision latitude, regardless of demands, there was an increased likelihood to benefit from social capital and an innovative learning climate. The results emphasize the importance of autonomy and skill utilization, to enable the use of additional job resources in order to promote work-related flow and well-being at work.

The effect of lean production on conditions for learning is debated. This study aimed to investigate how tools inspired by lean production (standardization, resource reduction, visual monitoring, housekeeping, value flow analysis) were associated with an innovative learning climate and with collective dispersion of ideas in organizations, and whether decision latitude contributed to these associations. A questionnaire was sent out to employees in public, private, production and service organizations (n = 4442). Multilevel linear regression analyses were used. Use of lean tools and decision latitude were positively associated with an innovative learning climate and collective dispersion of ideas. A low degree of decision latitude was a modifier in the association to collective dispersion of ideas. Lean tools can enable shared understanding and collective spreading of ideas, needed for the development of work processes, especially when decision latitude is low. Value flow analysis played a pivotal role in the associations.

The aim of this study is to investigate how organisation of work in terms of sociotechnical characteristics and use of tools inspired by lean production, and psychosocial conditions at the workplace, are associated with work-related flow and performance.

A questionnaire including questions concerning work organisation, psychosocial work conditions, work-related flow and self-rated performance was sent to employees in ten Swedish organisations; 4442 people (56%) responded. Multilevel logistic regression analyses were used in order to investigate organisation of work and work conditions in relation to work-related flow and performance. In addition, the association between work-related flow and performance was investigated.

Our results show that a high degree of lean tool use in combination with a low degree of sociotechnical characteristics was negatively associated with work-related flow but positively associated with performance. When decision latitude, social capital, and innovative learning climate were included in the model, the association was no longer significant in relation to work-related flow, but remained and was strengthen in relation to performance. Work-related flow had a positive association with performance.

The conclusion is that work-related flow and work conditions that enable individual and collective skill use are important for increased performance. When lean tools are used to a high degree, good decision latitude, social capital and innovative learning climate buffer negative effects on health, and increase performance.

Objectives: Although lean production is an increasingly common approach to increase the efficiency of organisations, its effect on employee health is not clear. This longitudinal study investigates the effect of lean tool use and work conditions on work-related flow. Flow is a measure of health that reflects the experience of intrinsic motivation, absorption and work enjoyment.

Methods: A questionnaire was sent to employees in seven organisations on two occasions with an interval of two years (n =1722). Multilevel linear regression analyses were used in order to investigate the association between the use of lean tools (i.e. standardisation, value stream mapping, visual monitoring, housekeeping and resource reduction), decision latitude, social capital, and innovative learning climate at baseline, and work-related flow at follow-up.

Results: In multivariate analyses, adjusted for flow at baseline, use of lean tools was positively associated with work-related flow at follow-up. When the tools were investigated separately, only value stream mapping remained significant after adjustment for work conditions and flow at baseline. Social capital and decision latitude were positively associated with flow at follow-up. Flow at baseline and follow-up were strongly associated.

Conclusions: The extent to which lean tool use has an effect on employee health depends on which tools are used. Work conditions that support learning, such as decision latitude and social capital, are associated with a longitudinal increase in the experience of work-related flow, and are important for gaining health-promoting benefits from the use of lean tools.