Passionate employees are essential for organisational success as they foster higher performance and exhibit lower turnover or absenteeism. While a large body of research has investigated the consequences of passion, we know only little about its antecedents. Integrating trait interaction theory with trait activation theory, this paper examines how personality traits, i.e. conscientiousness, agreeableness, and neuroticism impact passion at work across different job situations. Passion has been conceptualized as a two-dimensional construct, consisting of harmonious work passion (HWP) and obsessive work passion (OWP). Our study is based on a sample of N = 824 participants from the myPersonality project. We find a positive relationship between neuroticism and OWP in enterprising environments. Further, we find a three-way interaction between conscientiousness, agreeableness, and enterprising environment in predicting OWP. Our findings imply that the impact of personality configurations on different forms of passion is contingent on the job environment. Moreover, in line with self-regulation theory, the results reveal agreeableness as a "cool influencer" and neuroticism as a "hot influencer" of the relationship between conscientiousness and work passion. We derive practical implications for organisations on how to foster work passion, particularly HWP, in organisations.
翻译:激情雇员是组织成功的关键,因为他们培养了更高的业绩,表现出较低的更替或旷工热情。虽然一大批研究对激情的后果进行了调查,但我们对其前兆知之甚少。将特质互动理论与特质激活理论相结合,本文审视了个性特征特征特征是如何影响不同工作环境的工作激情的。激情被概念化为一个双维结构,由和谐的工作激情和强迫性工作激情组成。我们的研究基于一个N=824参与者的样本,来自 myPersonality项目的样本。我们在进化环境中发现神经学与奥沃之间的积极关系。此外,我们发现自觉性、可接受性与进化环境之间有三维互动,这三维互动体现在对不同工作环境的热情。我们的研究结果表明,个性组合对不同形式的激情的影响取决于工作环境。此外,根据自我调节理论,结果显示,在“Cool impress ” 和神经论性组织之间,我们是如何形成一种“colpertial image ” 和“hotial image of we begental work destrations”, ex bestrate ex ex bese, exfulizental bese, 特别是“HWPimfulizes”。