We are our passions: The role of identity processes in harmonious and obsessive passion and links to optimal functioning in society

Bouizegarene, Nabil; Bourdeau, Sarah; Leduc, Caroline; Gousse-Lessard, Anne-Sophie; Houlfort, Nathalie

doi:10.1080/15298868.2017.1321038

Cited by 35 publications

(15 citation statements)

References 58 publications

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“…Since their careers are completely integrated into their sense of self, work activities become enjoyable for its own sake. This full integration enables harmoniously passionate individuals (1) to engage in efficient and fluid use of their resources (activities pursued out of intrinsic motivation require less resource investment and energy; Ryan and Deci, 2008); (2) to orchestrate resource gain from other aspects of their lives (Bouizegarene et al, 2018; Trépanier et al, 2013); and (3) to adequately take care of themselves because of diminished self-narrowing (Caudroit et al, 2011; Donahue et al, 2012). As a result, harmoniously passionate employees are well-equipped to sustain their passions:…”

Section: Passions and Resourcingmentioning

confidence: 99%

Consumed by obsession: Career adaptability resources and the performance consequences of obsessive passion and harmonious passion for work

et al. 2019

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Does passion predict performance? Whereas harmonious passion is typically associated with strong performance, evidence for the obsessive passion-performance relationship has been so far inconclusive. The mixed results in the literature suggest that there are hitherto unexamined boundary conditions and mechanisms shaping the relationship between obsessive passion and performance. This study draws on principles from conservation of resources and the dual-systems model of self-regulation to explain how these two types of passion (obsessive and harmonious) relate to work performance. We examined career adaptability as a buffer that determines when and for whom obsessive passion precipitates emotional exhaustion as well as when and for whom emotional exhaustion diminishes work performance. This proposed moderated mediation model was tested in two multisource samples in corporate ( N = 139 employee-supervisor dyads) and healthcare sectors ( N = 156 time-lagged employee-peer dyads) respectively. We observed support for the proposed model in both samples. Career adaptability prevents obsessively passionate workers from being consumed by obsession.

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Section: Passions and Resourcingmentioning

confidence: 99%

Consumed by obsession: Career adaptability resources and the performance consequences of obsessive passion and harmonious passion for work

et al. 2019

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“…Employees with harmonious passion experience autonomy and perform their work activities with a sense of volition and personal endorsement. In such case, the job occupies a significant but not overpowering space in the employee's identity and is in harmony with other aspects of his or her life (Bouizegarene et al, 2018; Thorgren & Wincent, 2013). In contrast, obsessive passion is associated with controlled internalization.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…Consequently, they tend to experience an uncontrollable urge to engage in their work and to display a defensive and rigid persistence toward their work. In fact, employees with obsessive passion tend to report more negative emotions and experience more conflicts with other aspects of their lives (Bouizegarene et al, 2018; Thorgren & Wincent, 2013).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Motivational climates, work passion, and behavioral consequences

et al. 2022

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Drawing on achievement goal theory and the dualistic model of passion, this study identifies (1) mastery versus performance climate as the contextual antecedent for harmonious versus obsessive passion, respectively, and (2) proactive versus pro-job unethical behavior as the outcome of harmonious versus obsessive passion, respectively. Results from two studies-a survey study with 259 leader-subordinate dyads and an experimental study with 174 part-time master's-level students-largely supported our theoretical model. First, employees develop harmonious passion when they perceive the presence of a mastery climate, but develop obsessive passion when they perceive the presence of a performance climate. Second, harmonious passion mediates the positive effect of mastery climate on employees' proactive work behavior, whereas obsessive passion mediates the positive effect of performance climate on employees' pro-job unethical behavior. Theoretical contributions and practical implications are also discussed.

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“…Passion research has already identified several relevant individual predictors of passion throughout the years. For instance, passion has been investigated in relation to Big Five (Balon, Lecoq, & Rimé, 2013) or Eysenckian (Tosun & Lajunen, 2009) personality traits, perfectionism (Verner-Filion & Vallerand, 2016), identity styles (Bouizegarene et al, 2018), character and temperament (Tóth-Király, Bőthe, Orosz, & Rigó, in prep. ), self-esteem (Lafrenière et al, 2011), impulsivity (Orosz, Vallerand, et al, 2016), autonomous personality orientation (Vallerand et al, 2006) and character strengths (Forest, Crevier-Braud, Bergeron, Dubreuil, & Lavigne, 2012).…”

Section: Individual and Social Predictors Of Passion Changesmentioning

confidence: 99%

“…Yet another important line of research focused on the potential predictors of passion. Studies so far have underlined the importance of individual differences as predictors of passion such as perfectionism (e.g., Verner-Filion & Vallerand, 2016), impulsivity (Orosz, Vallerand, et al, 2016), need satisfaction (Lalande et al, 2018), or different identity styles (Bouizegarene et al, 2018). The DMP also attributes great importance to the social environment as a cardinal predictor of passion.…”

Section: The Dualistic Model Of Passion (Dmp)mentioning

confidence: 99%

The temporal dynamics of passion

Tóth‐Király¹

2019

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While the Dualistic Model of Passion posits that passion can fluctuate over time, the investigation of this notion still remains understudied and is mostly assessed indirectly. This study directly examined the ongoing development of passion in a sample of young adults (N = 205) over a period of four months. The contribution of individual (need fulfillment) and social (perceived parental styles) determinants to the growth trajectories were also considered. Via latent growth modeling, the results showed that harmonious passion, obsessive passion, and the passion criteria had elevated levels at the initial measurement, and that passion remained high and stable over the course of four months. As for the predictors, parental autonomy-support predicted all three trajectories, while parental overprotection predicted obsessive passion, and psychological need fulfillment predicted harmonious passion. These findings provide a deeper insight into the temporal dynamics of passion as well as highlight key variables for fostering passion in general or harmonious passion as well as for taming obsessive passion.

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We are our passions: The role of identity processes in harmonious and obsessive passion and links to optimal functioning in society

Cited by 35 publications

References 58 publications

Consumed by obsession: Career adaptability resources and the performance consequences of obsessive passion and harmonious passion for work

Consumed by obsession: Career adaptability resources and the performance consequences of obsessive passion and harmonious passion for work

Motivational climates, work passion, and behavioral consequences

The temporal dynamics of passion

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