Driven towards a middle-ground: Passion and work-life balance among Filipino professionals
Date
2016
Authors
Lajom, Jennifer Ann
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Canberra, ACT : The Australian National University
Abstract
Guided by the Dualistic Model of Passion (DMP; Vallerand, et al.,
2003), border (Clark, 2000) and enrichment (Rothbard, 2001;
Sieber, 1974; Marks, 1977) theories, this dissertation tested a
mediated model that examined the role of work-life balance in the
relationship between harmonious and obsessive passion (HP and OP,
respectively), with performance indicators such as in-role and
organisational citizenship behaviours, and well-being indicators
such as job and life satisfaction. HP for work was hypothesised
to positively relate with employee performance and well-being,
while OP for work will be negatively related. This relationship
is mediated by work-life balance. Employees with HP will have
higher levels of work-life balance, enabling them to have
favourable performance and well-being outcomes. In contrast,
employees with OP will experience less work-life balance,
preventing them from attaining optimum work outcomes. This
dissertation utilised a field survey methodology across three
studies— validation of the passion for work scale (Study 1),
main effects of passion for work (Study 2), and mediating effects
work-life balance to employee outcomes (Study 3).
Study 1 tested the two-factor structure of the passion for work
scale using confirmatory factor analysis (Study 1a) and
established convergent and divergent validity through
correlations of conceptually similar and dissimilar constructs
(Study 1b). Results concurred with previous validation of the
original passion scale (Vallerand, et al., 2003), where
harmonious and obsessive passion for work serve as two separate
factors. Results also showed that HP and OP for work are
distinct constructs in comparison with work involvement, goal
orientation, workaholism, work engagement, and calling. Study 2
tested the role of passion for work on in-role and organisational
citizenship behaviours, and job and life satisfaction. Hypotheses
were partially supported. Findings showed that HP for work was
positively related to indicators of employee performance and
well-being, while OP for work was not significantly related to
all outcomes. Study 3 tested the indirect effect of work-life
balance in the relationship between passion for work and
performance and well-being outcomes. Findings lend partial
support to the hypotheses. The indirect effects of work-life
balance in the relationship between HP and OP for work and
performance outcomes were not significant. However, significant
indirect effects of work-life balance were found between both
types of workplace passion and indicators of employee well-being.
This research program contributes to the workplace passion
literature in several ways. First, further validation of the
passion for work scale among samples from a non-Western
developing context further broadens the applicability of the
Dualistic Model of Passion. Second, examining the role of
passion for work substantiates the claims of popular press and
also determines the extent to which passion can be an enabler or
deterrent of optimum work performance and well-being. Finally,
integrating the DMP, and border and enrichment perspectives
further extends our understanding of how passionate employees
manage work and non-work life domains to attain balance, and its
consequences to employee work outcomes. Implications for research
and practice are discussed.
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workplace passion, work-life balance, in-role behaviour, in-role behavior, organisational citizenship behaviour, organizational citizenship behavior, job satisfaction, life satisfaction, well-being
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Thesis (PhD)
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