scholarly journals Lay Theories of Obsessive Passion and Performance: It All Depends on the Bottom Line

2019 ◽  
Author(s):  
Benjamin J. I. Schellenberg ◽  
Patrick Gaudreau ◽  
Daniel Bailis
Keyword(s):  
Well Being ◽  
Work Environments ◽  
Bottom Line ◽  
Potential Force ◽  
Obsessive Passion ◽  
Lay Beliefs ◽  
Workplace Environments ◽  
And Performance ◽  
The Relationship ◽  
Line P

Obsessive passion predicts many different types of maladaptive intra- and inter-personal outcomes (Vallerand, 2015). Our aim in this research was to explore one potential force that might promote or sustain obsessive passion in the workplace: lay beliefs about the relationship between obsessive passion and work success. We hypothesized that people hold the lay belief that obsessive passion is ideal for achieving success in workplaces that focus on singular objectives (e.g., productivity) at the expense of competing goals (e.g., well-being) – that is, those work environments characterized by bottom-line mentalities (e.g., Greenbaum, Mawritz, & Eissa, 2012). In three studies we assessed lay beliefs about passion from different perspectives, including perceptions of others (Study 1, n = 138), the way people presented themselves and believed others should present themselves (Study 2, n = 355), and estimates of one’s own success in different workplace environments (Study 3, n = 418). In support of our hypothesis, participants believed that, in workplaces characterized by bottom-line mentalities, they and others would be more likely to achieve success with high levels of obsessive passion. This means that lay beliefs about passion may be a force that promotes and sustains obsessive passion in workplaces focused exclusively on bottom line outcomes. This finding has implications for the decisions that are made by both employers and employees, and reveals a process that could contribute to the value that workplaces put on being obsessed toward the job.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

scholarly journals Transformative service research: a conceptual framework based on consumer's perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Veronica Ungaro ◽  
Laura Di Pietro ◽  
Maria Francesca Renzi ◽  
Roberta Guglielmetti Mugion ◽  
Maria Giovina Pasca
Keyword(s):  
Conceptual Framework ◽  
Well Being ◽  
Service Research ◽  
Future Research ◽  
Bottom Line ◽  
Content Type ◽  
Consumer Perspective ◽  
Social Environmental ◽  
The Relationship ◽  
Depth Interviews

PurposeThis study aims to investigate the consumer's perspective regarding the relationship between services and well-being, contributing to the knowledge base in transformative service research (TSR). More specifically the aim was to understand consumers' perceptions of the relationship between services and well-being and their views about how companies can contribute (directly and/or indirectly) to achieve the well-being.Design/methodology/approachTo reach the research aim, the study adopts an explorative inductive design, carried out through a qualitative approach and grounded in 30 in-depth interviews with consumers.FindingsService sustainability represents the fundamental characteristic that determines the service ability to be transformative, requiring the implementation of the triple bottom line dimensions: social, environmental and economic. It emerged that, in the consumer's mind, the service categories that present a stronger relationship between service and well-being are as follows: healthcare, financial and transport.Originality/valueThe paper proposes a conceptual framework to describe the consumer perspective of the services' transformative role in promoting well-being, providing a theoretical lens for conducting future research and continuing to expand transformative service research (TSR).

Impact of employee pro-organizational unethical behavior on performance evaluation rated by supervisor: a moderated mediation model of supervisor bottom-line mentality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaohui Zhan ◽  
Yun Liu
Keyword(s):  
Performance Evaluation ◽  
Organizational Behavior ◽  
Hierarchical Linear Modeling ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Linear Modeling ◽  
Bottom Line ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The topic of employees’ unethical pro-organizational behavior (UPB) has attracted more and more interest in both practice and academic fields. However, previous studies have mainly investigated the antecedents of UPB and little research has discussed the outcome variables. This study aims to provide a comprehensive understanding of the effect mechanism of UPB on employee performance evaluation rated by a supervisor through a leader-member exchange (LMX) and the moderating role of supervisor bottom-line mentality (BLM). Design/methodology/approach This study used a sample consisting of 304 employees and 96 supervisors in several manufacturing firms in China. The authors used hierarchical linear modeling to test the hypotheses, as this was cross-level research. In addition, this paper also uses Mplus7.4 to test the moderating effects of supervisor BLM on the indirect effects between the UPB and performance evaluation by a moderated path analysis. Findings The results confirm that UPB is positively related to performance evaluation rated by supervisors. Additionally, the mediating effect of LMX in the relationship between UPB and performance evaluation is successfully demonstrated. Furthermore, supervisor BLM cross-levelly moderates the relationship between UPB and LMX, as well as moderates the mediation effect of LMX on the correlation between UPB and performance evaluation. Research limitations/implications The primary contribution of this research is building a cross-level model for the effect of UPB on followers’ performance evaluation scored by the supervisor and thereby extending the nomological networks of both UPB and performance evaluation literature. Another contribution the study makes to the literature is that it provides a new perspective to understand how UPB relates to followers’ performance evaluation. Originality/value This is the first study about how and when UPB predicts followers’ performance evaluation rated by the supervisor.

Effects of work passion on turnover intention for Chinese government employees: The dualistic model of passion perspective

2018 ◽  
Vol 26 (4) ◽  
pp. 502-518 ◽  
Author(s):  
Zhenxing Gong ◽  
Ying Zhang ◽  
Jinfeng Ma ◽  
Yao Liu ◽  
Yujia Zhao
Keyword(s):  
Turnover Intention ◽  
Well Being ◽  
Chinese Government ◽  
Career Adaptability ◽  
Subjective Well Being ◽  
Government Employees ◽  
Harmonious Passion ◽  
Obsessive Passion ◽  
The Relationship ◽  
Work Passion

AbstractTurnover intention is a negative outcome for an organization. The purpose of this article is to examine the relationships among work passion, subjective well-being, career adaptability, and turnover intention for Chinese government employees. The article consists of an empirical study with a sample of 472 government employees in Shandong Province, China. Participants completed a series of questionnaires in three waves. The results indicate that harmonious passion is negatively related to turnover intention and that obsessive passion is positively related to turnover intention. Additionally, the relationship between harmonious/obsessive passion and turnover is mediated by subjective well-being, and career adaptability moderates the relationship between harmonious/obsessive passion and subjective well-being. Implications are discussed.

scholarly journals Passion for an activity: a new predictor of sleep quality

SLEEP ◽  
2020 ◽  
Vol 43 (12) ◽  
Author(s):  
Jocelyn J Bélanger ◽  
Karima A Raafat ◽  
Claudia F Nisa ◽  
Birga M Schumpe
Keyword(s):  
Sleep Quality ◽  
Well Being ◽  
Depressive Mood ◽  
Future Research ◽  
Sleep Habits ◽  
Harmonious Passion ◽  
Obsessive Passion ◽  
Mood Symptoms ◽  
The Relationship

Abstract Study Objectives The present research examines the relationship between people’s frequent involvement in an activity they like and find important (i.e., a passion) and the quality of their sleep. Research on the dualistic model of passion has widely documented the relationship between individuals’ type of passion—harmonious versus obsessive—and the quality of their mental and physical health. However, research has yet to examine the relationship between passion and sleep quality. Building on prior research has shown that obsessive (vs harmonious) passion is related to depressive mood symptoms—an important factor associated with sleep problems—we hypothesized that obsessive passion would be associated with overall worse sleep quality, whereas harmonious passion would predict better sleep quality. Methods A sample of 1,506 Americans filled out an online questionnaire on sleep habits and passion. Sleep quality was measured using the Pittsburgh Sleep Quality Index. Hierarchical linear regressions and mediation analyses were carried out with results confirming our hypotheses. Results Obsessive passion for an activity was associated with worse sleep quality, whereas harmonious passion was associated with better sleep quality, adjusting for demographics, the type of passionate activity and its self-reported importance, alcohol and tobacco consumption, BMI, self-reported health, and diagnosed health conditions. The relationship between both types of passion and sleep quality was mediated by depressive mood symptoms. Conclusions Our study presents evidence of a strong relationship between sleep quality and passion, opening the door for future research to create new interventions to improve people’s sleep and, consequently, their well-being.

Technology Policy, Task Uncertainty and Organisational Performance

1998 ◽  
Vol 4 (1) ◽  
pp. 1-13 ◽  
Author(s):  
Alan S. Dunk ◽  
Saeed J. Roohani
Keyword(s):  
Task Difficulty ◽  
Technology Policy ◽  
Market Competition ◽  
Well Being ◽  
Organisational Performance ◽  
Task Uncertainty ◽  
And Performance ◽  
The Relationship ◽  
Task Variability ◽  
Economic Well Being

AbstractFactors influencing organisational performance have attracted attention, both in the literature and in practice, as a means of responding to increasing market competition. One factor that may enhance performance is a technology policy and a number of organisations have implemented such policies. Technology policy proponents argue that a society's capacity for sustained technological innovation is crucial to its economic well being. The primary purpose of the present paper is to investigate the extent to which organisational performance is influenced by the use of a technology policy. Since the literature suggests that task difficulty and task variability may influence this relationship, the paper also examines these relationships. The results suggest there is an association between technology policy and performance and that this relation is influenced by task difficulty, but not task variability. The relationship between technology policy and performance seems to greater when task difficulty is high than it is when task difficulty is low.

Autonomy and Performance: Proactive Vitality Management and Work Engagement as Sequential Mediators of the Relationship

2021 ◽  
pp. 003329412110484
Author(s):  
Luca Tisu ◽  
Delia Vîrgă ◽  
Ioana Mermeze
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Current Trend ◽  
Well Being ◽  
High Energy ◽  
Equation Modeling ◽  
Theoretical Assumption ◽  
And Performance ◽  
Individual Strategies ◽  
The Relationship

A current trend in organizational job design is to provide employees increased autonomy to enhance their performance. Using the Job Demands-Resources (JD-R) theory as a working framework, the present study proposes proactive vitality management and work engagement as sequential mediators of this relationship. Thus, we test a parsimonious model that encompasses both individual strategies (i.e., proactive vitality management) and affective-cognitive (i.e., work engagement) factors as explanatory mechanisms in the link between autonomy and performance. Data from 256 Romanian employees were gathered and analyzed via structural equation modeling. The results provided support to our model. Specifically, we found proactive vitality management and work engagement to fully mediate the relationship between autonomy and performance. As such, our model validates the theoretical assumption of the JD-R theory that employees who engage in individual strategies (i.e., proactive vitality management) can capitalize on existing job resources (i.e., autonomy) to increase their well-being (i.e., work engagement) and performance. Furthermore, by identifying proactive vitality management as a mediator in the relationship between autonomy and performance, we provide practitioners with a set of proactive behaviors that can complement resource-replenishing activities (e.g., coffee break) in securing and sustaining high energy levels at work.

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