Kazimierz Wielki University in Bydgoszcz, Bydgoszcz, Poland (Faculty of Psychology, Department of Work and Organizational Psychology).
Med Pr. 2022 Sep 5;73(4):315-323. doi: 10.13075/mp.5893.01108. Epub 2022 Jul 4.
So far, studies based on the dualistic model of passion have ignored how the 2 different types of passion interact in a person's identity. The aim of this article is to identify profiles of passion for work and their consequences for psychological well-being.
The survey was conducted on a sample of 522 employees of various employment sectors. The was used to assess passion for work, while to explore well-being, the anxiety and depression subscale of the (GHQ-28) and the were employed. Latent profile analysis (LPA) was used to distinguish the passion profiles, following which the results regarding well-being in the following groups were compared using non-parametric tests.
Four passion profiles have been identified. They are termed as high-moderate (profile 1: high harmonious passion for work and moderate obsessive passion for work), high (profile 2: high harmonious passion for work and obsessive passion for work), optimal (profile 3: high harmonious passion for work and low obsessive passion for work), and low (profile 4: low harmonious passion for work and low obsessive passion for work). Employees with a low score for both harmonious passion for work and obsessive passion for work had the lowest score regarding well-being.
This study was one of the first to use the LPA approach to explore the configuration of passion for work. It provided an indication of how the different dimensions and levels of passion set up with each other and what their consequences would be. The conducted research emphasized the protective role of the harmonious passion for work against the negative effect of obsessive passion for work. Med Pr. 2022;73(4):315-23.
迄今为止，基于激情二元模型的研究忽视了两种不同类型的激情如何在个体身份中相互作用。本文旨在确定工作激情的类型及其对心理健康的影响。
该调查对来自不同就业领域的 522 名员工进行了抽样调查。采用 量表评估对工作的激情，同时采用 焦虑和抑郁子量表（GHQ-28）和 来探索幸福感。采用潜在剖面分析（LPA）来区分激情类型，然后使用非参数检验比较以下各组的幸福感结果。
确定了四种激情类型。它们分别是高-中度（第 1 种类型：工作的和谐激情高，工作的强迫激情中度）、高（第 2 种类型：工作的和谐激情高，工作的强迫激情高）、理想（第 3 种类型：工作的和谐激情高，工作的强迫激情低）和低（第 4 种类型：工作的和谐激情低，工作的强迫激情低）。工作的和谐激情和强迫激情都得分低的员工，幸福感得分最低。
本研究首次采用潜在剖面分析方法探索工作激情的配置。它表明了不同维度和水平的激情是如何相互作用的，以及它们会产生什么后果。研究强调了工作的和谐激情对强迫激情的负面影响具有保护作用。医学心理学杂志。2022；73（4）：315-23。
