Passion and Flow at Work for the Reduction of Exhaustion at Work in Nursing Staff

Abstract

Passion for work is an important individual factor related to the quality of working life. Flow at work is an optimal experience in which the individual is immersed in, loves and enjoys the work. The aim of the study is to investigate the relationship between passion for work (harmonious and obsessive), flow at work (as a mediator) and exhaustion in a sample of Italian nurses. About 270 nurses participated in the study: this profession is characterized by intrinsic motivation but is also subjected to fatigue and distress. The results show that harmonious passion increases flow at work which, in turn, decreases exhaustion; moreover, flow mediates the relationship between harmonious passion and exhaustion. Obsessive passion has no significant effect on flow at work, but directly increases exhaustion. The study shows that harmonious passion and flow at work contribute to alleviate exhaustion, while obsessive passion instead increases feelings of distress.

Extraverts Reap Greater Social Rewards from Passion Because they Express Passion More Frequently and More Diversely

“…We note that all seven factors of the PEBS-which stemmed from participants' open-text responses-have appeared in various forms in previous literature. For instance, employees who experience greater passion for their work produce higher quality in their work (Ho et al, 2011), work longer hours (Curran et al, 2015;Pollack et al, 2020), and are more immersed in their work (Zito et al, 2022). Experiencing more intense emotions and motivation is reflected in the theoretical conceptualization of passion (e.g., "a strong feeling [...] that sparks intentions and behaviors [...]"; Jachimowicz et al, 2018, p. 9980), both for positive and negative emotions (Jachimowicz et al, 2019;Wolf et al, 2016).…”

“…Employees may also express their passion through an increased quantity of their work (Curran et al, 2015;Pollack et al, 2020); for instance, one study found that participants describe passionate employees as those who "often work outside of the regular 9 a.m. to 5 p.m" (Cho & Jiang, 2022, p. 1364. Some research also suggests that passion is characterized by greater immersion into one's work, i.e., by being particularly focused and unwilling to take a break, or feeling that little time has passed (Csikszentmihalyi et al, 2014;Zito et al, 2022). Based on these and related findings, we propose that people's experience of passion may lead them to express their passion through a broader variety of behaviors than prior research has focused on-and, critically, that their levels of extraversion shape how they express their passion, and how they are subsequently perceived by others.…”

Nurses' Passion for Work: Its' Relation to Organizational Dehumanization, Exploitative Leadership, and Deviant Behaviors during the COVID-19 Pandemic

“…An essential personal component relating to the quality of the working life is one's level of job passion. It causes a feeling of flow during work, which appears to be advantageous to nurses' psychological health and prevents tiredness (Zito et al, 2022). Organizational dehumanizing experiences could be a common issue in healthcare organizations at this time.…”

“…Given the difficulties of the pandemic and its impact on healthcare personnel, who are subjected to various additional stressful situations, it is crucial to comprehend the effects of this unusual health crisis (Danae et al, 2017; Buheji A key element that might affect individuals' wellbeing at work and, consequently, the quality of work life is their level of passion for their profession. Investing time in one's work indicates passion, which has an impact on performance (Zito et al, 2022). Persons who are passionate about something genuinely invest a lot of time and energy into it because they believe it to be very important.…”

Trabajo, Género Y Vida Cotidiana en Iberoamérica

“…En lo que hace a sus consecuencias, la evidencia empírica ha demostrado recurrentemente la vinculación entre flow y satisfacción laboral (Bakker, 2008;Fullagar & Delle Fave, 2017;Tavčar, & Arzenšek, 2019) señalando, además, que el primero emerge como un poderoso predictor de la segunda. Del mismo modo, son probadas las conexiones positivas con engagement (Dai & Wang, 2023;Fullagar & Delle Fave, 2017, Sanford Ayres Farina, dos Reis Rodrigues & Hutz, 2018Yan & Donaldson, 2020) implicación y pasión en el trabajo (Salessi & Omar, 2018b;Salessi & Omar, 2020b;Zito et al, 2022); así como con el compromiso, la identificación y la lealtad organizacional (Kim, Bonn, Lee & Kim, 2019;Wang & Shaheryar, 2020). Del mismo modo, investigaciones recientes demuestran las vinculaciones entre flow, performance, desempeño laboral y conductas extra-rol, tales como comportamientos proactivos e innovadores (Soriano et al, 2021;Stollberger & Debus, 2020).…”