The Influence of Passion and Work–Life Thoughts on Work Satisfaction

Abstract

The Dualistic Model of Passion has gained increasing attention in social psychology in the past decade. Besides defi ning passion as "a strong inclination or desire toward an activity that one likes, fi nds important, and in which one invests time and energy" (Vallerand et al., 2003, p. 757)

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

“…These findings confirm those of previous studies (Carbonneau et al, 2008;Thorgren et al, 2013;Vallerand et al, 2010) showing that harmonious passion is positively related to job satisfaction.…”

“…Given that the conceptualisation of passion has been derived from SDT -and its central premise -it is expected that employee's passion will have an influence on job satisfaction, which has been defined as the degree to which employees are generally happy with their work (Hackman and Oldham, 1975), Mainly within the context of intercollegiate coaches, job satisfaction has been the subject of examination within the sport management context in relation to turnover, performance or leadership (e.g., Chelladurai and Ogasawara, 2003;Dixon and Warner, 2010;Li, 1993;Snyder, 1990). However, only three notable studies (none of them from the sport working context) have examined the relationship between passion and job satisfaction, with results largely showing that harmonious passion may be positive for job satisfaction and obsessive passion negative (Carbonneau et al, 2008;Thorgren et al, 2013;Vallerand et al, 2010). Thus, in line with previous studies on passion at work, we hypothesize -for the first time in the sport management literature -that the two types of passion would predict job satisfaction, but in opposite directions: Although a few studies have established that the two types of passion have important implications for job satisfaction, empirical works have so far failed to extend these implications to career satisfaction.…”

Firms with benefits: A systematic review of responsible entrepreneurship and corporate social responsibility literature

“…Health care and mental wellbeing of employees (Calderon, Harris, & Kirsch, 2016) Work-life balance of founders (Dempsey & Sanders, 2010) Supply chain labour conditions particularly in poorer countries (Andersen & Skjoett-Larsen, 2009;Dawkins, 2012;De Neve, 2014;Perry & Towers, 2013) Overall satisfaction of founders (Thorgren, Wincent, & Sirén, 2013) Supply chain labour conditions for women (Hale & Wills, 2007;Perry, Wood, & Fernie, 2015;Prieto-Carrón, 2008) Link between a firm championing CSR initiatives and job satisfaction (De Roeck, Marique, Stinglhamber, & Swaen, 2014) Association of CSR with improved labour efficiency and labour productivity (Giuliano, Mahy, Rycx, & Vermeylen, 2017;Stuebs & Sun, 2010;Sun & Stuebs, 2013;Yang, 2016) Role of employees in implementing CSR initiatives (e.g., saving of resources or corporate volunteering) (Leslie, Snyder, & Glomb, 2013;Manika, Wells, Gregory-Smith, & Gentry, 2015;Raineri & Paillé, 2016) People (outward) Customer satisfaction/ consumers Customers and social ventures …”

Passion in the workplace: empirical insights from team sport organisations

“…Given that work is one of the most important activities in a person's life (Birkeland & Buch, 2015;Houlfort & Vallerand, 2006;Perttula & Cardon, 2011), workplace passion has been recently the subject of both conceptual (e.g., Zigarmi et al, 2009;Vallerand & Houlfort, 2003) and empirical studies (Caudroit et al, 2011;Forrest, Mageau, Sarrazin, & Morin, 2011;Ho, Wong, & Lee, 2011;Marques, 2007;Neumann, 2006;Patel, Thorgren, & Wincent, 2015;Thorgren, Wincent, & Sirén, 2013). Practitioners, too, have emphasized both the personal benefits of being passionate about one's job (Anderson, 1995;Boyatzis, McKee, & Goleman, 2002), and the organisational gains that result from companies having passionate employees (Bruch & Ghoshal, 2003;Moses, 2001).…”