Beyond Engagement:Toward a Framework and Operational Definition for Employee Work Passion

By Drea Zigarmi, Kim F. Nimon, Dobie Houson, David Witt, J. Diehl. 2009

260 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/db85e6b5993029a8998ef734a2d366657f7afd37

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In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

Employee Engagement and HRD: A Seminal Review of the Foundations (2010, background): “This must be further explored in empirical research but is not contradicted by current literature on the topic (Macey & Schneider, 2008; Zigarmi et al., 2009).”
Unraveling the “passion orchestra” in academia (2016, background): “Furthermore, work passion is found 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.”
Role of transformational leadership in effective organizational knowledge creation practices: Mediating effects of employees' work engagement (2012, background): “Similarly, employees’ work engagement has been considered as a concept of employees’ work passion in the workplace for improving performance (Zigarmi et al., 2009).”
Employee engagement: an examination of antecedent and outcome variables (2011, background): “Research around employee engagement has suggested that employees develop an affective bond with their organization before engaging in behavioral states of employee engagement (Shuck and Wollard 2010) and consequently outcomes of employee engagement such as intention to turnover (Kahn 1990; Macey and”
The Jingle Jangle of Employee Engagement (2013, background): “Work passion has been defined as “an individual’s persistent, emotionally positive, meaning-based sense of well-being stemming from frequent appraisals of various job and organizational experiences which results in constructive work intentions and behaviors” (Zigarmi et al., 2009).”
The Curvilinear Relationship between Work Passion and Organizational Citizenship Behavior (2014, unknown): “…stems from reoccurring cognitive and effective appraisals of various job and organizational situations that result in meaningbased intentions that ‘‘would allow for persistent, valuesmotivated behavior, which is the basis for organizational citizenship behavior’’ (Zigarmi et al. 2009, p. 310).”