On passion and heavy work investment: personal and organizational outcomes

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 pass...

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Bibliographic Details
Published in:	Journal of managerial psychology 2014-01, Vol.29 (1), p.25-45
Main Authors:	Houlfort, Nathalie, L. Philippe, Frédérick, J. Vallerand, Robert, Ménard, Julie
Format:	Article
Language:	eng
Subjects:	Behavior Corporate culture Cross sections Depression Emotions Employers HR & organizational behaviour Job satisfaction Management science Mental depression Motivation Negative events Organizational psychology Studies Teachers Turnover Work environment Workers
Online Access:	Get full text
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Summary:	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.
ISSN:	0268-3946 1758-7778