Organizational Antecedents of Work Passion: The Roles of Perceived Organizational Support and Organizational Time Demands

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dc.contributor.authorLajom , Jennifer Ann L.
dc.contributor.authorTolentino , Laramie R.
dc.contributor.authorSibunruang , Hataya
dc.contributor.authorGarcia , Raymund James M.
dc.contributor.authorCayayan , Peter Lemuel T.
dc.date.accessioned2025-03-25T03:11:09Z
dc.date.available2025-03-25T03:11:09Z
dc.date.issuedonline-publication-date
dc.description.abstractDespite emerging scholarly work about work passion and its reverence in the popular press, we know little about how organizations can cultivate passionate employees. In this study, we utilized cognitive evaluation theory and the dualistic model of passion to explain the different ways in which harmonious and obsessive work passion can be nurtured, further affecting employee outcomes. Accordingly, we expect that work contexts that provide employees with perceived organizational support (POS) would be conducive for harmonious passion, while contexts with organizational time demands (OTD) rather encourage obsessive passion. We also expect that the two types of passion will mediate the relationships between these work contexts and employee outcomes, including job satisfaction, psychological wellbeing, and helping behaviors. Utilizing a time-lag survey study consisting of 194 matched employee-coworker dyads in the Philippines, we found empirical support for the following proposed relationships: (a) POS predicts harmonious passion; (b) OTD predicts obsessive passion; (c) harmonious passion mediates the relationship between POS and outcomes, such as job satisfaction, psychological wellbeing and helping behaviors; and (d) obsessive passion mediates the relationship between OTD and psychological wellbeing. Our findings provide important theoretical implications for research on work passion as well as practical recommendations for managers.
dc.identifier.citationLajom JAL, Tolentino LR, Sibunruang H, Garcia PRJM, Cayayan PLT Organizational Antecedents of Work Passion: The Roles of Perceived Organizational Support and Organizational Time Demands. Human Performance. 1-20.
dc.identifier.doihttp://doi.org/10.1080/08959285.2025.2475250
dc.identifier.issn0895-9285
dc.identifier.issn1532-7043
dc.identifier.urihttps://hdl.handle.net/10092/108194
dc.languageen
dc.publisherInforma UK Limited
dc.rights© 2025 The Author(s). Published with license by Taylor & Francis Group, LLC. This is an Open Access article distributed under the terms of the Creative Commons Attribution-NonCommercial-NoDerivatives License (http://creativecommons.org/licenses/by-nc-nd/4.0/), which permits non-commercial re-use, distribution, and reproduction in any medium, provided the original work is properly cited, and is not altered, transformed, or built upon in any way.
dc.rights.urihttp://hdl.handle.net/10092/17651
dc.subject.anzsrc35 - Commerce, management, tourism and services::3505 - Human resources and industrial relations::350507 - Workplace wellbeing and quality of working life
dc.subject.anzsrc52 - Psychology::5205 - Social and personality psychology::520505 - Social psychology
dc.titleOrganizational Antecedents of Work Passion: The Roles of Perceived Organizational Support and Organizational Time Demands
dc.typeJournal Article
uc.collegeUC Business School
uc.departmentManagement, Marketing and Tourism
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