Exploring the differential impact of work passion on life satisfaction and job performance via the work–family interface
Published date | 02 August 2019 |
DOI | https://doi.org/10.1108/PR-02-2017-0033 |
Pages | 1100-1119 |
Date | 02 August 2019 |
Author | Sheryl Chummar,Parbudyal Singh,Souha R. Ezzedeen |
Subject Matter | Hr & organizational behaviour |
Exploring the differential impact
of work passion on life
satisfaction and job performance
via the work–family interface
Sheryl Chummar, Parbudyal Singh and Souha R. Ezzedeen
School of Human Resource Management, York University, York, UK
Abstract
Purpose –The purpose of this paper is to examine the impact of work passion on life satisfaction and job
performance through a work–life conflict path and a work–life enrichment path. The authors also consider
individual and contextual factors under which these relationships are affected. Implications for researchers
and HR practitioners are highlighted.
Design/methodology/approach –The conceptual paper draws mainly on conservation of resources
theory to explore the differential impact of work passion on the work–life interface and, consequently, on life
satisfaction and job performance.
Findings –The authors theorize how two types of passion –harmonious and obsessive –relate to both
work–family conflict and work–family enrichment. Given the emphasis on resources in these relationships,
the authors also consider the moderating effects of psychological detachment and a supportive work–family
organizational culture. Finally, the authors demonstrate the significant impact of studying the passion/work–
family relationship by illustrating its effects on two important outcomes for individuals and organizations,
namely life satisfaction and job performance.
Originality/value –Although the study of work passion is gaining attention from management scholars,
little research has examined its influence on job performance and the work–life interface. This paper advances
the authors’knowledge in these areas. Furthermore, the authors argue the importance of considering both the
individual and organizational contexts wherein the experience of work passion plays out.
Keywords Work–family conflict, Work–family enrichment, Job performance, Critical,
Psychological detachment, Work passion
Paper type Conceptual paper
What is the key to satisfaction and success? Steve Jobs, Warren Buffet and Mark
Zuckerberg have all suggested that the secret is to be passionate about what you do
(Anderson, 2013). For many, a deep passion for work is implicitly associated with
perseverance (Duckworth et al., 2007), job performance (Ho et al., 2011) and significant time
and effort investments (Vallerand, 2010). Yet, while work passion may yield significant
positive effects, research also suggests that it does not always lead to uniformly positive
outcomes for individuals and organizations (Astakhova and Ho, 2018; Astakhova and
Porter, 2015; Burke et al., 2015; Ho and Pollack, 2014).
In this conceptual paper, we argue that it is important to consider the role of the
work–life interface and the work environment wherein work passion is experienced, to
better understand the effects of work passion on life satisfaction and job performance.
This paper contributes to the passion and work–life literatures by conceptually exploring
the complex relationships among work passion, work–life conflict (WLC), work–life
enrichment (WLE), job performance and life satisfaction. In doing so, it synthesizes ideas
from the passion, work/life and job performance spheres by linking all three of these
previously unconnected constructs.
Personnel Review
Vol. 48 No. 5, 2019
pp. 1100-1119
© Emerald PublishingLimited
0048-3486
DOI 10.1108/PR-02-2017-0033
Received 7 February 2017
Revised 22 May 2018
19 November 2018
Accepted 16 December 2018
The current issue and full text archive of this journal is available on Emerald Insight at:
www.emeraldinsight.com/0048-3486.htm
There is no conflict of interest.
1100
PR
48,5
Conceptualizing the role of work passion in an individual’s unique work–life experience
warrants attention for several reasons. First, research strongly suggests that an individual’s
work life and his or her family life are closely intertwined, with one affecting the other (Ford
et al., 2007; Greenhaus and Beutell, 1985). Therefore, we can expect that one’s passion for
work can greatly impact his or her life, positively or negatively (Gorgievski and Bakker,
2010). Furthermore, research in these areas could benefit from a more holistic view, taking
into consideration the role of work passion on performance and life satisfaction, since life
satisfaction is intertwined with work outcomes, such as job and career satisfaction (Erdogan
et al., 2012), and job performance ( Jones, 2006). Organizations that are cognizant of this
reality may look to address it through human resource management (HRM) policies and
work–life balance initiatives, among other strategies. Such interventions may help
passionate workers both at home and at work. While organizational interventions are
important, individuals themselves may try to mitigate negative attributes of being “too
passionate”by detaching themselves from work, among other strategies. Either way, both
managers and organizations play a critical role in these efforts.
This conceptual paper focuses on an important issue that, to the best of our knowledge,
has received little scholarly attention. While there are studies, albeit limited, on the role of
passion and work–life issues, the foci have been different. For instance, Caudroit et al. (2011)
studied passion and its relationship with work–life interference and leisure time physical
activity, while Thorgren et al. (2013) focused on passion and work–life thoughts on work
satisfaction. Thus, it is apparent that more work is needed on the role of work environment
and HRM policies in the relationship between passion and the work–life interface, as well
broadening the focus to include both proximal and distal outcomes for individuals and
organizations, such as job performance and life satisfaction.
The intersection between passion, work–life outcomes, psychological detachment and
work environment represents a potentially intriguing area of research for management
scholars. Specifically, this research straddles several fields, including organizational behavior
(OB), industrial-organizational psychology and HRM, thus allowing for extensions of extant
theories and the development of new perspectives. Accordingly, our conceptual paper
draws on conservation of resources (COR) and self-determination theories (SDTs) to
explore the differential impact of work passion on the work–life interface and consequently
on job performance and life satisfaction. Specifically, we theorize how two types of
passion –harmonious and obsessive –relate to both WLC and WLE). We also consider the
moderating effects of psychological detachment and a supportive work–life organizational
environment. Finally, we demonstrate the potentially significant impact of studying the
passion/work–life relationship by illustrating its effects on two important outcomes for
individuals and organizations, namely life satisfaction and job performance. These variables
have been chosen specifically because of the emphasis on resources in each of these
relationships, and because of opportunities for potential research developments in this area.
For example, resultsof a recent study by Boekhorst et al. (2017) suggest that work i ntensity is
negatively related to life satisfaction. However, this study did not take into consideration the
potentialpositive impact of work intensityon life satisfaction,or if such intensity is associated
with harmonious or obsessive passion. Guided by COR theory, we can better understand the
satisfaction and performance of passionate employees as they acquire and/or lose resources
through WLC and WLE. As we also discuss later, SDT further explains how the contextual
environmentin which passionate workersare engaged can supportincreased job performance
and optimized life satisfaction.
In the following sections, we first present our theoretical framework and develop the
conceptual model and research propositions. We conclude the paper with a discussion of
the theoretical contributions and practical significance of the paper and directions for
future research.
1101
Work passion
on life
satisfaction
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