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Paixão pelo trabalho: estudo de antecedentes individuais e consequentes do trabalho
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Abstract(s)
A paixão pelo trabalho torna-se característica central da identidade do indivíduo e serve para o definir como pessoa (Vallerand et al., 2003). Os indivíduos apaixonados pelo trabalho, consideram-no parte vital do seu autoconceito e investem significativamente, tempo e energia na realização das suas tarefas. O presente estudo tem como principal objetivo compreender a formação da paixão harmoniosa pelo trabalho, e conferir o contributo explicativo que esta tem sobre resultados organizacionais positivos, particularmente o empenhamento afetivo e a satisfação profissional. Com essa finalidade, e tendo por base o modelo Employee Work Passion Appraisal (Zigarmi, Nimon, Houson, Witt, & Diehl, 2009) e na teoria de autodeterminação (Deci & Ryan, 2000), foram examinadas as associações estatísticas entre a personalidade proativa (como antecedente individual), a motivação intrínseca (como avaliação cognitiva), e como esses construtos se relacionam com a perceção de paixão harmoniosa (como um estado de bem-estar no trabalho) e consequentes organizacionais positivos (empenhamento afetivo e satisfação profissional). Numa amostra constituída por 315 trabalhadores foi possível apurar que a personalidade proativa, a motivação intrínseca e a paixão harmoniosa pelo trabalho, explicam 50,9% do empenhamento afetivo e 42,8% da satisfação profissional. Os resultados corroboram as hipóteses formuladas, sendo evidente o contributo positivo da paixão harmoniosa sobre os resultados organizacionais.
The passion for work becomes the central characteristic of the individual's identity and serves to define him as a person (Vallerand et al., 2003). We are passionate about work, consider it a vital part of their self-concept and invest time and energy in carrying out their tasks. The main objective of this study is to understand the formation of a harmonious passion for work, and to check the explanatory contribution that this has on positive organizational results, particularly affective commitment and professional satisfaction. With this, large and based on the evaluation model of employee passion for work (Zigarmi, Nimon, Houson, Witt, & Diehl, 2009) and on the theory of self-determination (Deci & Ryan, 2000), they were examined as statistical associations between proactive personality (such as individual background), intrinsic motivation (such as cognitive assessment), and how these constructs relate to the perception of harmonious passion (such as a state of well-being at work) and positive organizational consequences (affective commitment and job satisfaction ). In a sample found by 315 workers, it was possible to verify that a proactive personality, an intrinsic motivation and a harmonious passion for work explain 50.9% of the affective commitment and 42.8% of the professional satisfaction. The results corroborate the formulated hypotheses, being evident the positive contribution of the harmonious passion on the organizational results.
The passion for work becomes the central characteristic of the individual's identity and serves to define him as a person (Vallerand et al., 2003). We are passionate about work, consider it a vital part of their self-concept and invest time and energy in carrying out their tasks. The main objective of this study is to understand the formation of a harmonious passion for work, and to check the explanatory contribution that this has on positive organizational results, particularly affective commitment and professional satisfaction. With this, large and based on the evaluation model of employee passion for work (Zigarmi, Nimon, Houson, Witt, & Diehl, 2009) and on the theory of self-determination (Deci & Ryan, 2000), they were examined as statistical associations between proactive personality (such as individual background), intrinsic motivation (such as cognitive assessment), and how these constructs relate to the perception of harmonious passion (such as a state of well-being at work) and positive organizational consequences (affective commitment and job satisfaction ). In a sample found by 315 workers, it was possible to verify that a proactive personality, an intrinsic motivation and a harmonious passion for work explain 50.9% of the affective commitment and 42.8% of the professional satisfaction. The results corroborate the formulated hypotheses, being evident the positive contribution of the harmonious passion on the organizational results.
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Keywords
Personalidade proativa Motivação intrínseca Paixão harmoniosa Satisfação profissional Empenhamento afetivo