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A paixão pelo trabalho: análise de consequentes individuais e organizacionais
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Abstract(s)
Os indivíduos apaixonados pelo trabalho, consideram-no parte vital do seu autoconceito e investem quantidades significativas de tempo e energia na realização das suas tarefas (Forest et al., 2012; Vallerand & Houlfort, 2003). A paixão pelo trabalho torna-se característica central da identidade do indivíduo e serve para o definir como pessoa (Vallerand et al., 2003). A presente investigação tem como principal objetivo compreender a formação da paixão harmoniosa pelo trabalho, e apurar o contributo explicativo que esta tem sobre resultados organizacionais positivos, nomeadamente o empenhamento afetivo e o comportamento de inovação no trabalho. Para tal, e com base no modelo employee work passion appraisal (Zigarmi, Nimon, Houson, Witt, & Diehl, 2009) e na teoria de autodeterminação (Deci & Ryan, 2000), foram investigadas as associações estatísticas entre a perceção de disponibilidade de recursos no local de trabalho (como antecedente), 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 comportamentos de inovação no trabalho). Numa amostra constituída por 314 trabalhadores foi possível verificar que a perceção de disponibilidade de recursos, a motivação intrínseca (na dimensão interesse/prazer) e a paixão harmoniosa explicam 38,4% do empenhamento afetivo e 35,8% do comportamento de inovação no trabalho.
Work-loving individuals consider it a vital part of their self-concept and invest significant amounts of time and energy in accomplishing their tasks (Forest et al., 2012; Vallerand & Houlfort, 2003). Passion for work becomes a central feature of the identity of the individual and serves to define him as a person (Vallerand et al., 2003). This research aims to understand the formation of harmonious passion for work, and to clarify the explanatory contribution that it has on positive organizational results, including affective commitment and innovation behavior at work. For that, and based on the employee work passion appraisal model (Zigarmi, Nimon, Houson, Witt, & Diehl, 2009) and on the self-determination theory (Deci & Ryan, 2000), the statistical associations between the perception of resource availability in the workplace (as a background), intrinsic motivation (such as cognitive assessment), and how these constructs are related to the perception of harmonious passion (such as a state of well-being at work) and positive organizational consequences (affective commitment and innovative work behavior) were investigated. In a sample of 314 workers it was found that the perception of resource availability, intrinsic motivation (in the interest/pleasure dimension) and harmonious passion explain 38.4% of affective commitment and 35.8% of innovative work behavior.
Work-loving individuals consider it a vital part of their self-concept and invest significant amounts of time and energy in accomplishing their tasks (Forest et al., 2012; Vallerand & Houlfort, 2003). Passion for work becomes a central feature of the identity of the individual and serves to define him as a person (Vallerand et al., 2003). This research aims to understand the formation of harmonious passion for work, and to clarify the explanatory contribution that it has on positive organizational results, including affective commitment and innovation behavior at work. For that, and based on the employee work passion appraisal model (Zigarmi, Nimon, Houson, Witt, & Diehl, 2009) and on the self-determination theory (Deci & Ryan, 2000), the statistical associations between the perception of resource availability in the workplace (as a background), intrinsic motivation (such as cognitive assessment), and how these constructs are related to the perception of harmonious passion (such as a state of well-being at work) and positive organizational consequences (affective commitment and innovative work behavior) were investigated. In a sample of 314 workers it was found that the perception of resource availability, intrinsic motivation (in the interest/pleasure dimension) and harmonious passion explain 38.4% of affective commitment and 35.8% of innovative work behavior.
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Keywords
Perceção de disponibilidade de recursos Motivação intrínseca Paixão harmoniosa Empenhamento afetivo Comportamento de inovação no trabalho