The relationship between work passion and job performance: the mediate effect of work effort and work smart

• Main Authors: Pei- Zun Lin, 林培尊
• Other Authors: Dang- Shang Wang
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/5ec57n

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 102 === While facing the competition of globalization, it is important to maintain and improve the employee’s passion in order to strength their job performance. Without a doubt, organizations can benefit from having passionate employees. However, the economy in the world is becoming dynamic, rapid and unpredictable for sure. As the result, job performance no more only relies on working- effort but also on working smart behavior. This study investigated the relationship between employee work passion (harmonious and obsessive passion) and job behavior (work effort and work smart) and their effects on job performance. The participants of the present study were employees of 30 companies chosen from 2011 “Top 1000 manufacture companies” and 10 companies from “Top 500 service industries” ranked by Commonwealth Magazine. Result from the survey conducted with 385 employees, and 249 questionnaires (normal performance for 216 and high performance for 33) returned. The responded rate was 65%. Confirmatory factor analysis was applied to examine the construct validity of adopted measurement instruments and Hierarchical Multiple Regression was employed to test the hypotheses. The main findings show that: (1) harmonious and obsessive of work passion was positively related to job performance; (2) work effort and work smart was partial mediated the relationship between harmonious passion and job performance; (3)work effort mediated the relationship between obsessive passion and job performance; (4) work smart had no mediation effect among obsessive passion and job performance. Finally, four practical recommendations were made: first, enterprises should maintain and emphasize the work passion; second, encouraging different kinds of work behavior was needed, both work effort and work smart are good behaviors to enhance job performance ; third, personality traits should be used as important evaluating instruments for recruiting and selecting talents; at last, organization should be careful of high obsessive passion to avoid the negative consequence of the performance.