A Tale of Passion: Linking Job Passion and Cognitive Engagement to Employee Work Performance

By Violet T. Ho, Sze-Sze Wong, Chay Hoon Lee. 2011

401 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/5480b7e0b35a8aedfe10150d3dcc12c09bd76b26

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Construct Overlap Between Employee Engagement and Job Satisfaction: A Function of Semantic Equivalence? (2015, methodology): “For example, Ho et al. (2011) used scores (n = 577) from Quinn and Shepard’s (1974) three-item measure of job satisfaction to correlate with scale scores from Rothbard’s (2001) engagement instrument and reported lower correlations for absorption (r = .30) and attention (r = .38).”
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 dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism (2015, background): “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”
Understanding the work passion–performance relationship: The mediating role of organizational identification and moderating role of fit at work (2015, background): “Because HWP is shown to be related to performance, managers responsible for recruitment and selection decisions should not only take into account workers’ skills and abilities, but also their passion for the activities involved in doing the job (Ho et al., 2011).”
The Curvilinear Relationship between Work Passion and Organizational Citizenship Behavior (2014, neutral): “Researchers have theorized and empirically supported the link between work passion and one of the most critical work outcomes, employee performance (Ho et al. 2011).”
Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement (2021, background): “Therefore, a study is needed to ascertain whether having such enthusiasm can also be beneficial for employee performance and what mechanisms are related to passion (Ho et al., 2011).”
Organizational Culture as a Mediator Motivation and Transformational Leadership on Employee Performance (2021, background): “The main function of middle managers is to support people development and employee performance and enable positive work contexts and coworker relationships (Ho et al., 2011; Setiyani et al., 2020).”
Unraveling the “passion orchestra” in academia (2016, background): “distinguished on the basis of specificity and attitudinal referent (Ho et al., 2011).”
The roles of learning orientation and passion for work in the formation of entrepreneurial intention (2013, background): “For example, people’s cognitive engagement – the extent to which they are focused and psychologically present when undertaking a particular task – mediates between their harmonious passion and work performance (Ho et al., 2011).”