Disentangling passion and engagement: An examination of how and when passionate employees become engaged ones
基于人-环境匹配理论，研究发现感知需求-能力匹配和组织匹配分别中介了激情与工作敬业度、组织敬业度的关系，且多焦点信任调节了强迫性激情与敬业度的关系。
While anecdotal industry evidence indicates that passionate workers are engaged workers, research has yet to understand how and when job passion and engagement are related. To answer the how question, we draw from person-environment fit theory to test, and find support for, the mediating roles of perceived demands–abilities (D–A) fit and person–organization (P–O) fit in the relationships between passion and job engagement, and between passion and organizational engagement, respectively. Also, because the obsessive form of passion is contingency-driven, we answer the when question by adopting a target-similarity approach to test the contingent role of multi-foci trust in the obsessive passion-to-engagement relationships. We found that when obsessively passionate workers trust their organization, they report greater levels of organizational engagement (because of increased P–O fit). In contrast, when these workers trust both their co-workers and supervisor simultaneously, they report greater levels of job engagement (because of increased D–A fit).