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A paixão pelo trabalho: análise de consequentes nas atitudes e comportamentos dos colaboradores
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Abstract(s)
O trabalho ocupa um espaço determinante na vida de um indivíduo (Wrzesniewski,
McCauley, Rozin, & Schwartz, 1997) e para os indivíduos cujo trabalho mostra-se
importante na sua vida, dá sentido à sua existência (Wrzesniewski, 2003) tornando-se
assim, parte da sua identidade (Vallerand, & Houlfort, 2003), dando ênfase à importância
da paixão pelo trabalho para o bem-estar dos trabalhadores e consequentemente das
organizações. O estudo tem como objetivo averiguar o contributo explicativo dos dois
tipos de paixão pelo trabalho, a paixão harmoniosa e a paixão obsessiva, sobre os
consequentes organizacionais de engagement, job crafting e perceção de desempenho
individual no trabalho. Para este efeito, este estudo teve como base o modelo da paixão
pelo trabalho “Employee Work Passion Appraisal” (Zigarmi, Nimon, Houson, Witt, &
Diehl, 2009), tendo sido investigado associações estatísticas da abordagem dualista da
paixão utilizada como antecedente em resultados organizacionais positivos e negativos
(engagement, job crafting e perceção de desempenho individual no trabalho). Foi ainda
investigado o contributo explicativo da paixão pelo trabalho, engagement e job crafting
sobre a perceção de desempenho individual, explicando 63.5% deste. A amostra é
constituída por um total de 305 trabalhadores. As hipóteses foram avaliadas recorrendo
ao cálculo do coeficiente de correlação de Pearson e a regressões lineares simples e
hierárquicas. No geral os resultados suportam as hipóteses definidas, havendo um
contributo positivo da paixão harmoniosa sobre os resultados organizacionais e um
contributo negativo da paixão obsessiva sobre os mesmos. As limitações do estudo são
apresentadas, bem como sugestões para futura investigação.
Work occupies a determinant space in an individual’s life (Wrzesniewski, McCauley, Rozin, & Schwartz, 1997) and for those whose work is important in their life, gives meaning to their existence (Wrzesniewski, 2003) becoming part of their identity (Vallerand, & Houlfort, 2003), which infantizes the importance of work passion for the well-being of the workers e consequently of the organization. This research aims to investigate the explanatory contribution of the two types of work passion, the harmonious and obsessive passion, on the organizational consequences of engagement, job crafting and perception of individual work performance. For that, this study was based on the employee work passion appraisal model (Zigarmi, Nimon, Houson, Witt, & Diehl, 2009), having been investigated statistical associations of the dualistic model of passion used as an antecedent in positive and negative organizational results (engagement, job crafting and perception of individual work performance). It was also investigated the explanatory contribution of work passion, engagement and job crafting on the perception of individual performance, explaining 63.5% of this. The sample consists of a total of 305 workers. The hypotheses were evaluated using Pearson’s correlation coefficient and simple and hierarchical linear regressions. Overall, the results supported the hypothesis, confirming that a positive contribution from harmonious passion for organizational results and a negative contribution from obsessive passion for the organizational results as well. Limitations of the study are presented as well as suggestions for future research.
Work occupies a determinant space in an individual’s life (Wrzesniewski, McCauley, Rozin, & Schwartz, 1997) and for those whose work is important in their life, gives meaning to their existence (Wrzesniewski, 2003) becoming part of their identity (Vallerand, & Houlfort, 2003), which infantizes the importance of work passion for the well-being of the workers e consequently of the organization. This research aims to investigate the explanatory contribution of the two types of work passion, the harmonious and obsessive passion, on the organizational consequences of engagement, job crafting and perception of individual work performance. For that, this study was based on the employee work passion appraisal model (Zigarmi, Nimon, Houson, Witt, & Diehl, 2009), having been investigated statistical associations of the dualistic model of passion used as an antecedent in positive and negative organizational results (engagement, job crafting and perception of individual work performance). It was also investigated the explanatory contribution of work passion, engagement and job crafting on the perception of individual performance, explaining 63.5% of this. The sample consists of a total of 305 workers. The hypotheses were evaluated using Pearson’s correlation coefficient and simple and hierarchical linear regressions. Overall, the results supported the hypothesis, confirming that a positive contribution from harmonious passion for organizational results and a negative contribution from obsessive passion for the organizational results as well. Limitations of the study are presented as well as suggestions for future research.
Description
Keywords
Paixão pelo trabalho Paixão harmoniosa Paixão obsessiva Engagement Job crafting Perceção de desempenho individual