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Article
Publication date: 2 March 2020

Deepti Pathak and Shalini Srivastava

The present research work is intended to investigate the work passion and job satisfaction relationship of social workers in Delhi/NCR and examine the influence of…

Abstract

Purpose

The present research work is intended to investigate the work passion and job satisfaction relationship of social workers in Delhi/NCR and examine the influence of belongingness and psychological empowerment on the association. The study has used self-determination theory to support the relationship.

Design/methodology/approach

The study used the standardized instruments to assess the relationship. Statistical tools such as SEM, convergent and discriminant validity, reliability, and moderated regression analysis were used to analyze the data.

Findings

The study found that psychological empowerment and belonging moderated the association between passion and job satisfaction.

Practical implications

HR managers and practitioners should promote a culture of openness, empowerment, collectivism, and meaningful work to ensure the fulfillment of psychological needs of the social workers.

Social implications

The fulfillment of psychological needs can become a significant motivator for the social workers as due to political and administrative constraints, giving financial incentives or introducing variable financial pay would not be possible.

Originality/value

The authors were not able to locate any paper exploring the relationship between work passion and job satisfaction of social workers. The present research work proposes that there are certain psychological needs, which can be fulfilled other than monetary needs in order to motivate social workers for their work.

Details

International Journal of Sociology and Social Policy, vol. 40 no. 3/4
Type: Research Article
ISSN: 0144-333X

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Article
Publication date: 20 November 2019

Jingjing Li, Jian Zhang, Bo Shao and Chunxiao Chen

Previous research draws on the dualistic model of passion (harmonious and obsessive passion) overlooks how the different two types of passion interact within individuals…

Abstract

Purpose

Previous research draws on the dualistic model of passion (harmonious and obsessive passion) overlooks how the different two types of passion interact within individuals using a variable-centered approach. The purpose of this paper is to identify work passion profiles and their antecedent and consequences adopting a person-centered approach, and to explain inconsistences in previous studies.

Design/methodology/approach

This paper conducts three studies (n=2,749 in total) using a latent profile analysis. Study 1 identifies three work passion profiles, namely, dual passion, pro harmonious passion and pro obsessive passion; study 2 examines dialectical thinking as an antecedent to work passion profile membership; study 3 examines how each profile relates to work performance and well-being.

Findings

This paper finds that the participants with a dual passion profile showed higher task performance and subjective well-being than the participants with the other two profiles; the participants with a pro obsessive passion profile were higher in task performance, interpersonal performance and psychological well-being than the participants with a pro harmonious profile.

Originality/value

This paper is the first that uses a latent profile analysis approach to examining work passion configurations. It provides a unique perspective to investigate how different types of passion configure and interact within individuals; it explores an antecedent (i.e. dialectical thinking) and outcomes (i.e. performance and well-being) of the three work passion profiles.

Details

Personnel Review, vol. 49 no. 3
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 17 June 2019

Sheryl Chummar, Parbudyal Singh and Souha R. Ezzedeen

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…

Abstract

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.

Details

Personnel Review, vol. 48 no. 5
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 20 November 2020

Michael Mustafa, Hazel Melanie Ramos and Siti Khadijah Zainal Badri

The purpose of this study seeks to examine how nonfamily employees' job autonomy and work passion can influence their job satisfaction and intention to quit in family…

Abstract

Purpose

The purpose of this study seeks to examine how nonfamily employees' job autonomy and work passion can influence their job satisfaction and intention to quit in family small-to-medium-sized enterprises (SMEs). Current, research regarding the determinants of nonfamily employees' job satisfaction and turnover intentions has largely focused on the effects of family influence and family firm characteristics. Accordingly, not much is known of how the job characteristics and emotions of nonfamily employees influence their job satisfaction and intention to quit.

Design/methodology/approach

Data were collected from 160 nonfamily employees across 28 family-SMEs. Process macro was used to analyze the mediating role of nonfamily employees' work passion in the relationship between their job autonomy and job satisfaction and intention to quit.

Findings

Findings showed that nonfamily employees' job autonomy only had a significant direct effects on their job satisfaction and not their intention to quit. Subsequently, nonfamily employees' work passion was found to only partially mediate the relationship between their job autonomy and job satisfaction.

Originality/value

By focusing on the concepts of job autonomy and work passion, the study adds additional insights about the drivers of nonfamily employees' pro-organizational attitudes in family-SMEs. Also the study represents one of the first efforts in the literature to establish a link between job autonomy and the work passion of nonfamily employees with respect to their job satisfaction.

Details

Journal of Family Business Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2043-6238

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Article
Publication date: 25 October 2019

William Ansah Appienti and Lu Chen

Drawing upon the “too-much-of-a-good-thing (TMGT)” effect and conservation of resources (COR) theory, the purpose of this paper is to examine the mediation mechanism…

Abstract

Purpose

Drawing upon the “too-much-of-a-good-thing (TMGT)” effect and conservation of resources (COR) theory, the purpose of this paper is to examine the mediation mechanism between empowering leadership and employee job performance. Specifically, the authors propose a curvilinear relationship between empowering leadership and job performance, and also suggest that employee harmonious and obsessive work passions mediate the curvilinear relationship between empowering leadership and job performance. Further the moderation role of collectivism orientation (CO) in the relationship between empowering leadership and job performance is also examined.

Design/methodology/approach

Questionnaires are used to obtain survey data from 256 supervisor–subordinate dyads in three companies in the communication sector of Ghana. A follow-up interview was also conducted to enhance explanation of research findings. Hierarchical regression analysis is used to analyze the associations among the variables.

Findings

The results revealed that the significant inverted U-shaped relationship between empowering leadership and subordinate job performance is mediated by both harmonious and obsessive passion for work. A significant moderation effect of CO in the empowering leadership–job performance relationship could not be established.

Originality/value

This study adapts the “TMGT” effect and COR theory in the explanation of an integrated model including empowering leadership, job performance, employee passion for work, and CO in the Ghanaian context.

Details

International Journal of Manpower, vol. 41 no. 2
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 21 February 2020

Andres Salas-Vallina, Manoli Pozo and Rafael Fernandez-Guerrero

The purpose of this paper is to measure and conceptualize the concept of well-being-oriented management (WOM), and to investigate the relationship between well-being…

Abstract

Purpose

The purpose of this paper is to measure and conceptualize the concept of well-being-oriented management (WOM), and to investigate the relationship between well-being oriented management (WOM), harmonious work passion, and innovative work behavior (IWB).

Design/methodology/approach

In a sample of 362 senior managers, the authors used a two-wave structural equation model to verify whether the relationship between WOM and IWB was mediated by harmonious work passion.

Findings

This study reveals that human resource practices (HRM) oriented toward well-being, namely WOM, can be measured and conceptualized. In addition, WOM implemented over a period of one year, subsequently fostered IWB. Further, the role of harmonious passion as a catalyst in the relationship between these HRM practices and IWB was also examined.

Originality/value

Drawing upon the social exchange theory and the Job Demands-Resources model, our contributions are threefold: to conceptualize and empirically measure WOM; to discover the effect of WOM on IWB, and to assess the mediating role of harmonious work passion in the relationship between WOM and IWB.

Details

Employee Relations: The International Journal, vol. 42 no. 3
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 13 May 2019

Melinde Coetzee and Marais Salemon Bester

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…

Abstract

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.

Details

Personnel Review, vol. 48 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

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Article
Publication date: 13 May 2019

Hirra Pervez Butt, Hussain Tariq, Qingxiong Weng and Nadeem Sohail

Based on the theory of crossover, the purpose of this paper is to explore the limited but growing body of research on positive crossover, wherein the authors investigated…

Abstract

Purpose

Based on the theory of crossover, the purpose of this paper is to explore the limited but growing body of research on positive crossover, wherein the authors investigated the direct and indirect crossover of work passion between the dyadic setting of leader and followers. The authors hypothesized that the leader’s (follower’s) work passion influence follower’s (leader’s) work passion through direct crossover phenomena (i.e. crossover via empathy). In the study, the authors also examined the underlying indirect crossover mechanism of leader’s (follower’s) work passion via personal identification – the process by which individuals (supervisors and subordinates) realize cognitive overlap between the self and other over time in a relationship. In an attempt to fully understand the crossover of leader’s (follower’s) work passion, the authors scrutinized the pattern of leader–follower relationship quality, which has the capacity to moderate the direct and indirect crossover of work passion from leader to follower and vice versa.

Design/methodology/approach

The authors conducted two independent studies and collected a time-lagged data from the dyadic settings of a large trade multinational company (n=77 supervisor and 373 subordinates) and a large manufacturing multinational company (n=89 supervisor and 411 subordinates) situated in Anhui province of China to test the authors’ moderated mediation model of work passion.

Findings

As expected the authors found support for all the authors’ hypothesized relationships. Specifically, the results provide support for the notion of direct and indirect crossover of work passion within leader–follower dyads. Moreover, the authors’ findings also support the moderated mediation model of direct and indirect crossover of work passion.

Originality/value

Overall, this study provides a potential way to stimulate work passion in employees (leader and followers) from the perspective of their relationship quality with each other. Moreover, implications for theory, research and practice with prospective future research topics are discussed.

Details

Personnel Review, vol. 48 no. 5
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 January 2014

Nathalie Houlfort, Frédérick L. Philippe, Robert J. Vallerand and Julie Ménard

The present research aimed to conceptually position passion for work as a predictor of HWI, as well as to assess the short and long-term influence of passion for work on…

Abstract

Purpose

The present research aimed to conceptually position passion for work as a predictor of HWI, as well as to assess the short and long-term influence of passion for work on workers' satisfaction, depression and turnover intentions. In addition, the paper tests whether the effects of passion for work were independent from those of work motivation.

Design/methodology/approach

Hypotheses were tested in two field studies in work settings. The first study (n=2,393) was cross-sectional while the second study (n=335) used a prospective design.

Findings

Harmonious passion was positively related to positive individual outcomes – higher work satisfaction, lower depression – and organizational outcomes – lower turnover intentions. Negative consequences – depression and turnover intentions – were positively related to obsessive passion. Furthermore, passion for work was found to be a distinct concept from work motivation as the above findings held even when controlling for work motivation.

Research limitations/implications

Applications are limited to teachers. Only self-reported measures were used.

Originality/value

The present research contributes significantly to the organizational and passion literature by showing that HWI may lead to either positive or negative outcomes depending on HWI's underlying motivational force, namely harmonious or obsessive passion. In addition, the present findings yield the first empirical evidence that passion and motivation are distinct but related concepts. In sum, findings from both studies provide valuable insights into the dynamics of passionate workers who are heavily invested in their work.

Details

Journal of Managerial Psychology, vol. 29 no. 1
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 13 February 2017

Gaatha Gulyani and Jyotsna Bhatnagar

The purpose of this paper is to examine the relationship between protean career attitude (PCA) and proactive work behaviors (PWB) and with the theoretical underpinning of…

Abstract

Purpose

The purpose of this paper is to examine the relationship between protean career attitude (PCA) and proactive work behaviors (PWB) and with the theoretical underpinning of self-determination theory to ascertain if passion for work acts as a mediator for PCA and PWB.

Design/methodology/approach

A survey of 255 millennial employees working in diverse industries in India (such as information technology, banking and education) was conducted. Regression analysis was used to measure the direct effects of the hypothesized relationships. Sobel test and bootstrapping analysis were used to measure the indirect effects of the hypothesized relationship.

Findings

PCA assists in fostering passion for work. Passion for work is positively related with PWB and fully mediates the relationship between PCA and PWB.

Practical implications

Employers should provide flexibility in work design and autonomy in career decisions. Also, Human resource managers should provide career growth opportunities to retain millennial talent.

Originality/value

This study bridges the knowledge gap between different domains of knowledge including PCA, passion for work and PWB. This study is one of the rare attempts to understand the relationship between PCA and PWB through the lens of passion for work. It also bridges the gap relating to its context. With an increasing number of millennials in workforce in India, an understanding of their career attitudes and outcome behaviors has become a significant concern. The results of the present study underpin career motivation theory, self-determination theory and generational cohort theory.

Details

Career Development International, vol. 22 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

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