Affective Events Theory makes assumptions about how a work success can trigger an immediate affective reaction in the employee. What has so far been neglected in organizational research is that an affective reaction from the past can spontaneously lead to a positive affect again after a certain time-lag. I introduce the construct of job wallowing to close this theoretical gap. Job wallowing refers to a psychological state associated with experiencing positive affect that occurs during autotelic (i.e., intrinsically rewarded, not purposeful) retrospection of past work success. Job wallowing occurs primarily during working hours, is event-related, and is not intentional. It therefore differs from related constructs such as off-job work-related thoughts, mind wandering, positive rumination, positive reflection, or problem-solving pondering. I conceptualize job wallowing based on Affective Events Theory and the results of a thematic analysis interview study (Study 1). Subsequently, I present a 4-item scale to operationalize job wallowing that does not overlap with relevant orbiting constructs (Study 2). I also examine convergent and discriminant validity of the scale with regard to the preliminary nomological network of job wallowing (Study 3) and discuss theoretical and practical implications of the construct.