scholarly journals EVALUATING THE LABOR S PRODUCTIVITY: DISCIPLINE, WORK PASSION AND WORK ACHIEVEMENT

2019 ◽  
Vol 6 (1) ◽  
pp. 11-20
Author(s):  
Anak Agung Ngurah Gede Sadiartha ◽  
Sunday Ade Sitorus
Keyword(s):  
Work Passion

Work Passion: Theoretical and Empirical Studies

2014 ◽  
Vol 22 (8) ◽  
pp. 1269
Author(s):  
Jian ZHANG ◽  
Yahui SONG ◽  
Lan YE ◽  
HOCINE Zakaria
Keyword(s):  
Empirical Studies ◽  
Work Passion

Passion contagion at work: Investigating formal and informal social influences on work passion

2021 ◽  
pp. 103642
Author(s):  
Violet T. Ho ◽  
Sargam Garg ◽  
Steven G. Rogelberg
Keyword(s):  
Social Influences ◽  
Work Passion

Loving thy work: developing a measure of work passion

2019 ◽  
Vol 29 (1) ◽  
pp. 140-158 ◽  
Author(s):  
Patricia Chen ◽  
Fiona Lee ◽  
Sandy Lim
Keyword(s):  
Work Passion

Probing the role of psychosocial career mechanisms in the harmonious work passion-career satisfaction link

2019 ◽  
Vol 48 (5) ◽  
pp. 1135-1149
Author(s):  
Melinde Coetzee ◽  
Marais Salemon Bester
Keyword(s):  
South African ◽  
Career Satisfaction ◽  
Management Support ◽  
Cross Sectional ◽  
Harmonious Passion ◽  
Content Type ◽  
Mediating Role ◽  
Career Preferences ◽  
Work Passion

Purpose The purpose of this paper is to explore the association of harmonious work passion with career satisfaction, while probing the mediating role of employees’ psychological career resources and career preoccupations as important psychosocial career mechanisms in this association. Design/methodology/approach This paper is a cross-sectional quantitative study comprising a sample of (n = 550) employees in various South African organisations. Findings The current study found that individuals’ career preferences, career drivers, career harmonisers and career adaptation preoccupations are dynamic mechanisms that regulate the link between harmonious passion and career satisfaction. Research limitations/implications The study is located in South Africa and was cross-sectional in design. Generalisation to other occupational contexts and establishing cause-effect relations were not possible. Practical implications This paper demonstrates the usefulness of harmonious work passion as an additional positive psychological construct in understanding the psychosocial motivational career mechanisms that drive employees’ career satisfaction. The mediating role of certain psychological career resources (i.e. flexible career preferences, career drivers and career harmonisers) and career adaptation preoccupations in the link between employees’ harmonious passion and career satisfaction need to be considered in career management support practices. Social implications This paper demonstrates the growing need to better understand the psychosocial mechanisms that influence employees’ career satisfaction. Originality/value The study contributed new insights that extend theory and research on the harmonious work passion phenomenon in relation to important career constructs in the work-career context by means of self-determination theory.

scholarly journals Where energy flows, passion grows: testing a moderated mediation model of work passion through a cross-cultural lens

2020 ◽  
Author(s):  
Qingxiong Weng ◽  
Hirra Pervez Butt ◽  
Shamika Almeida ◽  
Bilal Ahmed ◽  
Asfia Obaid ◽  
...  
Keyword(s):  
Moderated Mediation ◽  
Cross Cultural ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Energy Flows ◽  
Work Passion

Exploring the differential impact of work passion on life satisfaction and job performance via the work–family interface

2019 ◽  
Vol 48 (5) ◽  
pp. 1100-1119 ◽  
Author(s):  
Sheryl Chummar ◽  
Parbudyal Singh ◽  
Souha R. Ezzedeen
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Family Relationship ◽  
Work Life ◽  
Conservation Of Resources ◽  
Differential Impact ◽  
Content Type ◽  
Work Family ◽  
The Impact ◽  
Work Passion

Purpose The purpose of this paper is to examine the impact of work passion on life satisfaction and job performance through a work–life conflict path and a work–life enrichment path. The authors also consider individual and contextual factors under which these relationships are affected. Implications for researchers and HR practitioners are highlighted. Design/methodology/approach The conceptual paper draws mainly on conservation of resources theory to explore the differential impact of work passion on the work–life interface and, consequently, on life satisfaction and job performance. Findings The authors theorize how two types of passion – harmonious and obsessive – relate to both work–family conflict and work–family enrichment. Given the emphasis on resources in these relationships, the authors also consider the moderating effects of psychological detachment and a supportive work–family organizational culture. Finally, the authors demonstrate the significant impact of studying the passion/work–family relationship by illustrating its effects on two important outcomes for individuals and organizations, namely life satisfaction and job performance. Originality/value Although the study of work passion is gaining attention from management scholars, little research has examined its influence on job performance and the work–life interface. This paper advances the authors’ knowledge in these areas. Furthermore, the authors argue the importance of considering both the individual and organizational contexts wherein the experience of work passion plays out.

scholarly journals Factors Affecting Employees’ Work Passion in the Thai Insurance Industry

2019 ◽  
Vol 9 (4) ◽  
pp. 168
Author(s):  
Boonthipa Jiantreerangkool ◽  
Wasita Boonsathorn ◽  
Gary N. McLean
Keyword(s):  
Insurance Industry ◽  
Opportunity To Learn ◽  
Personal Characteristics ◽  
Insurance Companies ◽  
Financial Industry ◽  
Structured Interviews ◽  
Factors Affecting ◽  
Executive Managers ◽  
Definition Of ◽  
Work Passion

The objectives of this study were to: 1) identify the perceived definition of staff work passion, and 2) explore perceived factors affecting staff work passion, both in the Thai insurance industry. The study was qualitative, using semi-structured interviews with open-ended questions. Participants were 36 key informants from life and non-life insurance companies in Thailand, including executive managers, middle managers, and staff, selected to maximize variation in responses. The definitions of staff work passion in the Thai insurance industry were comprised of five categories: happiness, pride, goal setting, personal efficacy, and job fit. Seven factors affecting work passion were highlighted: 1) the power of teamwork, 2) great support from leader, 3) work value, 4) challenge and variety of work, 5) supportive company policies, 6) gaining knowledge and opportunity to learn, and 7) providing good service to customers. These findings were incorporated into an employee work passion model adapted from Blanchard’s model. The model showed personal characteristics of individual as meanings of work passion; organization and job characteristics; and organizational role behaviours as factors affecting work passion. The model might apply to similar businesses within the financial industry, e.g., insurance brokerage companies, financial institutions, and stock and securities firms.

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