“Work is my passion”: The different affective, behavioural, and cognitive consequences of harmonious and obsessive passion toward work

By Jacques Forest, Geneviève A. Mageau, C. Sarrazin, Estelle M. Morin. 2011

296 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Developmental and Educational Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/2dcf4260284a4206dfbb0519f510d45794d85353

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Citations in the corpus

Harmonious passion as an explanation of the relation between signature strengths’ use and well-being at work: Test of an intervention program (2012, methodology): “The Passion Scale has been shown to display high levels of validity and reliability in several life domains including work (Carbonneau et al., 2008; Forest et al., 2011; Rousseau et al., 2002; Vallerand and Houlfort, 2003; Vallerand et al., 2003, 2010).”
Passion and habitual entrepreneurship (2015, background): “For example, obsessive passion is negatively related to well-being (Carpentier et al., 2012), mental health (Forest et al., 2011) and emotional exhaustion (Lavigne et al., 2012), whereas it is positively related to work–life interference (Caudroit et al., 2011) and perceived conflict in…”
Unraveling the “passion orchestra” in academia (2016, background): “…to influence personal characteristics, such as mental well-being (Burke and Fiskenbaum, 2009; Vallerand and Houlfort, 2003), alongside desirable behaviors for the organization, including productivity (Zigarmi et al., 2009), commitment (Forest et al., 2011) and work performance (Ho et al., 2011).”
On passion and heavy work investment: personal and organizational outcomes (2013, background): “For instance, obsessive passion for work is positively related to psychological distress (Forest et al., 2011; Vallerand and Houlfort, 2003), burnout (e.”
From strengths use to work performance: The role of harmonious passion, subjective vitality, and concentration (2014, background): “This is a remarkable result, which is in line with previous research on passion at work (Carpentier et al., 2012; Forest et al., 2011, 2012; Ho et al., 2011; Lavigne et al., 2012; Vallerand et al., 2003) and which means that people experiencing a stronger harmonious passion towards their work would…”
The Curvilinear Relationship between Work Passion and Organizational Citizenship Behavior (2014, unknown): “This curvilinearity may provide a plausible explanation for some inconsistent results from previous studies that predicted either solely positive outcomes for harmonious passion or solely negative outcomes for obsessive passion but failed to empirically support those predictions (Carbonneau et al. 2”
Understanding the work passion–performance relationship: The mediating role of organizational identification and moderating role of fit at work (2015, background): “As theories of passion for work evolve, it is important to uncover why passion translates into performance (Forest et al., 2010).”
The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism (2015, methodology): “With respect to HP, this is because it provides the employees with the ability to remain concentrated and focused throughout the workday, as well as a range of positive work-related experiences such as positive affect and work satisfaction (Carpentier et al., 2012; Forest et al., 2011; Ho et al., 20”
Ethical leadership and knowledge hiding: an intervening and interactional analysis (2020, background): “…passionate employees dedicate more time and invest extra energy to their work and remain involved in their work to attain positive outcomes, such as work engagement, task performance, pro-social behaviors, and psychological wellbeing (Forest et al., 2011; Ho et al., 2011; Trépanier et al., 2014).”
Relating work engagement and workaholism to entrepreneurial performance (2014, background): “This research shows that harmonious and obsessive passion towards work relate differently to cognitive, affective, and behavioral outcomes (Forest et al., 2011).”
Passion at work and burnout: A two-study test of the mediating role of flow experiences (2012, background): “Past research further showed negative relations between all three dimensions of flow experiences (i.e., control, concentration, and autotelic experience) and psychological distress (Forest et al., 2011).”