Driven towards a middle-ground: Passion and work-life balance among Filipino professionals

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.