Developing a passion for work passion: Future directions on an emerging construct

Perrewé, Pamela L.; Hochwarter, Wayne A.; Ferris, Gerald R.; McAllister, Charn P.; Harris, John N.

doi:10.1002/job.1902

Cited by 129 publications

(148 citation statements)

References 18 publications

(31 reference statements)

Supporting

Mentioning

133

Contrasting

Unclassified

Order By: Relevance

“…Practitioners and researchers alike have been calling for passion for work as means for wellbeing and performance (Allegretti, 2000;Boyatzis, McKee, & Goleman, 2002;Cardon, Wincent, Singh, & Drnovsek, 2009;Locke & Latham, 2004;Martin, 2004;Perrewé, Hochwarter, Ferris, McAllister, & Harris, 2013;Zigarmi, Nimon, Houson, Witt, & Dichl, 2011).…”

Section: Introductionmentioning

confidence: 99%

“…Recently, researchers have addressed the need to investigate how this dualistic model fits in the organizational landscape (Ho, Wong, & Lee, 2011;Liu et al, 2011;Perrewé et al, 2013). The dualistic model of passion was introduced to fill a void in the extant literature on passion for activities (Vallerand et al, 2003); yet, to our knowledge, no study have rigorously investigated whether this void also exists in the work attitude literature and whether passion for work fills this void.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

2014

View full text Add to dashboard Cite

The purpose of this paper was to investigate the discriminant and predictive validity of the dualistic model of passion for work. Harmonious and obsessive passion was compared to work engagement and workaholism in two studies. Study 1 was cross-sectional and supported convergent and discriminant validity of the dualistic model using exploratory structural equation modeling (ESEM) and confirmatory factor analysis. Study 2 was cross-lagged and applied confirmatory factor analyses, as well as hierarchical linear modeling to test discriminant, convergent, and predictive validity of harmonious and obsessive passion for work. Predictive validity was supported for obsessive and harmonious passion with respect to wellbeing, but not with respect to performance. When controlling for work engagement and workaholism, harmonious passion was negatively related to burnout and positively related to life satisfaction.In contrast, obsessive passion related positively to burnout and negatively to life satisfaction.Only workaholism predicted variance in supervisor rated organizational citizenship behaviors (negatively related), and none of the included variables were associated with supervisor rated in-role performance.

show abstract

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

2014

View full text Add to dashboard Cite

show abstract

“…However, the scholarly sport management community knows little about the concept of passion, since studies in this area have been empirically limited to football fans (Vallerand et al, 2008a), referees (Philippe et al, 2009), and professional athletes (Donahue et al, 2009;Vallerand et al, 2006), thereby neglecting the sport organisations' administrative personnel; that is, the potential backbone of the constant growth seen in the sport ecosystem across the globe. This is rather surprising considering that -albeit outside the sporting contextscholars and practitioners have emphasised not only the personal benefits of being passionate about one's job (Boyatzis et al, 2002;Perrewé et al, 2014), but also the organisational gains that can be derived from organisations having passionate employees (Bruch and Ghoshal, 2003;Ho et al, 2011). Moreover, Todd and Kent (2009) suggested that the attractiveness of the sport industry workplace rests on the assumption that sport employees "derive certain emotionally significant benefits from their 'group membership' in sport organisations in excess of what may be seen in other industries" (p. 174).…”

Section: Consequently Various Institutions (Such As Governments Promentioning

confidence: 99%

Job and career satisfaction in an austerity environment: the role of job security and passion towards work

Papadimitriou

Winand

Anagnostopoulos

2017

IJSMM

View full text Add to dashboard Cite

This study investigates the role of passion in forming job and career satisfaction among employees in the sport industry using the dualistic model of passion developed by Vallerand et al. (2003). The research was conducted within a context of austerity measures and aimed to examine the mediating effects of job security in the relationship between passion and satisfaction at work. Employees within Greek municipal sport organisations completed a selfadministered questionnaire (N=170) in order to measure their level of passion towards their work (both harmonious and obsessive), their job and career satisfaction, and their perceptions of job security. Data were treated with Confirmatory Factor Analysis (CFA) and multiple regression analyses using SPSS and Amos 21.0. The findings reveal that harmonious passion is significantly positively related to both job and career satisfaction, and that job security mediates these relationships. The research demonstrates the benefits of having harmoniously passionate employees, as well as the importance of strengthening or retaining feelings of job security under drastic socio-economic measures.

show abstract

“…Existe una necesidad de diferenciar los constructos organizacionales relacionados a la pasión para que se facilite la investigación sistemática, el desarrollo de intervenciones adecuadas y para preservar la parsimonia por la que se debe regir toda teoría científica (Le, Schmidt, Harter & Lauver, 2010;Perrewé et al, 2014;Salanova & Schaufeli, 2009). La psicología positiva se ha encontrado con algunas críticas hacia la falta de rigurosidad metodológica, ideológica y conceptual de la investigación (Hackman, 2009).…”

Section: Conceptos Similaresunclassified

“…A pesar de la gran cantidad de investigaciones que se ha generado sobre la pasión por el trabajo, existe confusión con otros conceptos similares propios de la psicología ocupacional (Perrewé, Hochwarter, Ferris, Mcallister & Harris, 2014). Un ejemplo claro de esta polémica es el libro publicado por algunos de los exponentes principales del engagement en el trabajo, Salanova y Schaufeli (2009), El engagement en el trabajo: cuando el trabajo se convierte en pasión.…”

Section: Introductionunclassified

La pasión por el trabajo, ¿vino viejo en botella nueva?: Un análisis psicométrico de la Escala de Pasión por el Trabajo de Vallerand et al.

Santori

Martínez-Lugo

Montalbán

2017

Rev. Interam. Psicol. Ocup.

View full text Add to dashboard Cite

ResumenEl objetivo de este estudio es determinar las propiedades psicométricas de la Escala de Pasión por el Trabajo de Vallerand et al. (2003) traducida por Orgambidez-Ramos et al. (2014) y diferenciar el concepto de pasión por el trabajo de engagement en el trabajo, la centralidad del trabajo, la motivación intrínseca y el significado del trabajo. La muestra estuvo compuesta por 1,016 personas de diversos sectores laborales trabajando en Puerto Rico. Nuestros resultados confirman la estructura bi-factorial de la escala (pasión armoniosa y pasión obsesiva) con niveles de confiabilidad aceptables. Concluimos que la escala es un instrumento adecuado para el uso en el contexto laboral puertorriqueño y que la pasión por el trabajo es una aportación única a la literatura académica de la psicología ocupacional.Palabras clave: Pasión por el Trabajo, Análisis Psicométrico, Validez Discriminante. The Passion for Work ¿old wine in new bottle? Psychometric properties of the Passion for Work Scale of Vallerand et al. AbstractThe purpose of this study is to determine the psychometric properties of the Passion for Work Scale of translated to Spanish by Orgambídez-Ramos et al. (2014); and to differentiate passion for work from work engagement, work centrality, intrinsic motivation, and meaning of work. The sample consisted of 1,016 participants from various industries working in Puerto Rico. Our results indicate that the two-factor structure (harmonious passion and obsessive passion) is the most appropriate and has adequate reliability measures. The Passion for Work Scale is an adequate instrument for use in the Puerto Rican context and passion for work is a unique contribution to the academic literature of occupational psychology.

show abstract

Developing a passion for work passion: Future directions on an emerging construct

Cited by 129 publications

References 18 publications

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

Job and career satisfaction in an austerity environment: the role of job security and passion towards work

La pasión por el trabajo, ¿vino viejo en botella nueva?: Un análisis psicométrico de la Escala de Pasión por el Trabajo de Vallerand et al.

Contact Info

Product

Resources

About