Understanding the work passion–performance relationship: The mediating role of organizational identification and moderating role of fit at work
基于俄罗斯233对员工与主管的数据，研究发现组织认同中介了和谐工作激情（而非强迫性工作激情）对绩效的影响，且人与组织匹配和需求能力匹配调节了这一关系。
Despite a burgeoning of research that examines work passion, the relationships between harmonious and obsessive work passion and job performance have received insufficient attention. Using data from 233 employee–supervisor dyads from multiple organizations in Russia, this study examines the mediating role of organizational identification and the moderating roles of three different types of fit perceptions on this relationship. Results indicate that organizational identification mediates the effect of harmonious work passion – but not obsessive work passion – on performance. Only two types of fit perceptions – person–organization and demands–abilities – were found to moderate the relationship between work passion and performance. Finally, the results showed that person–organization fit perceptions moderate the indirect effect (through organizational identification) of both types of work passion on performance, whereas needs–supplies fit perceptions only moderate the indirect effect of harmonious work passion on performance. This study contributes to the work passion and fit literatures by empirically addressing the complex relationship between work passion, fit, organization identification and job performance.