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The long-term success of organizations is mainly attributable to employees‘ psychological health.Organizations focusing on promoting and managing the flow（an optimal experience and optimal functioning state）may enhance employees‘ well-being and performance to an optimum level.Flow experience is an experiential involvement in an activity in which individuals perform with their maximum capability,they are unconscious of surroundings,and the experience is so pleasant that they do it with little concern for the consequences even when it is difficult or challenging.Surprisingly,the literature representing the role of HRM practices for their effect on work-related flow（i.e.,intrinsic motivation,absorption,and work enjoyment）is very sparse.Accordingly,by drawing on the social exchange theory and HRM-specific attribution theory,this study has developed a framework that unravels not only the individual but also the collective effect of specific High Involvement HRM（HIHRM）practices（i.e.,recognition,empowerment,information sharing,fair rewards,and competence development）in activating the work-related flow with beneficial effect and mediating role of affective commitment.It is further significant to understand the possible moderating effects of transformational leadership on the relationships between the bundle of HIHRM practices and affective commitment and further its moderated mediating effect.The theoretical framework was tested by taking employees of a large National IT organization of Pakistan as population.Questionnaires were distributed to a sample of 400 employees through an online survey.The final sample consisted of 322 respondents.The exploratory factor analysis and confirmatory factor analysis revealed significant results.The correlation and regression results indicated a positive relationship between HIHRM practices and work-related flow.The results also confirmed that affective commitment mediates the relationship between the bundle of HIHRM practices and work-related flow and transformational leadership strengthens the relationship between the bundle of HIHRM practices and affective commitment and also moderates the mediating effect in a way that it becomes stronger in the presence of transformational leadership.The study augments the knowledge and understanding of the impact process of HIHRM practices,in particular how the HIHRM effect is sensed by the workers and thus,influences their succeeding job attitude and work experience.Finally,this work,as the first study to link HIHRM practices with work-related flow,promotes the concept of positive psychology in the workplace.