Drawing on conservation of resources theory, this study examines the curvilinear relationship between harmonious and obsessive work passion and organizational citizenship behavior as well as the moderating effect of collectivistic values. Using 233 paired supervisor-employee responses from Russia, I found that harmonious work passion and OCB are positively related up to a point, after which higher levels of harmonious work passion are associated with declining OCB. The main curvilinear effect of obsessive work passion on OCB was not significant. Collectivistic values (...) were found to significantly interact with obsessive work passion but not harmonious work passion in the way they affect OCB. Employees who score high on collectivistic values tend to engage more in OCB than those who score low on collectivistic values. Interestingly, at low levels of collectivism, the inverted U-shaped curve illustrates the relations between obsessive passion and OCB changes into a U-shaped curve, suggesting that the highest engagement in OCB will no longer be observed at intermediate levels of obsessive work passion but rather at its lowest and highest levels. The findings contribute to work passion research and suggest that curvilinear rather than linear relationships may exist between work passion and work outcomes, which may account for the existing inconsistencies in the previous studies in regards to whether work passion-outcomes relationships are either positive or negative. (shrink)

The aim of the study presented was to verify empirically a conception of workaholism as a multidimensional syndrome. The study also investigated the notion of ‘functional’ and ‘dysfunctional’ types of workaholic, on the basis of the participants’ cognitive evaluations of their quality of life. The research group comprised Polish managers who had graduated with, or were studying to attain, a Master’s degree in Business Administration. The 137 participants completed a set of questionnaires that were based on five different research tools. (...) Confirmatory factor analysis supported the theory that workaholism has a three-dimensional structure that includes behavioural, cognitive, and affective dimensions. Using cluster analysis, three types of worker were identified, two of which represented types of workaholic with different scores for the dimensions of workaholism and for aspects of quality of life. The research demonstrated that workaholism is a three-dimensional construct. It enabled the integration of different perspectives and also confirmed that dysfunctional and functional types of workaholic exist. Furthermore, this paper provides practical insights about workaholism for practitioners of human resources that can be used in the selection and evaluation of employees. (shrink)

ABSTRACT:Stanley Cavell’s moral perfectionism places the task of cultivating richer self-understanding and self-expression at the center of corporate life. We show how his approach reframes business as an opportunity for moral soul-craft, achieved through the articulation of increasingly reflective inner life in organizational culture. Instead of norming constraints on business activity, perfectionism opens new possibilities for conducting commercial exchange as a form of conversation, leading to personal growth. This approach guides executives in designing businesses that foster genius and channel creativity, (...) while giving all stakeholders a meaningful voice within a culture of trust. We first give an account of Cavellian perfectionism. Then, we explain how this underrepresented strand of moral reflection challenges and enriches, but does not supplant, prevailing ethical theories—including other versions of perfectionism. We then demonstrate the salience of Cavellian perfectionism to business ethics through examples from marketing, human resources, and executive organizational design and development. (shrink)