Motivational climates, work passion, and behavioral consequences
基于成就目标理论和激情二元模型，研究发现掌握氛围激发和谐激情进而促进主动行为，而表现氛围引发强迫激情导致对组织有利的不道德行为。
Summary Drawing on achievement goal theory and the dualistic model of passion, this study identifies (1) mastery versus performance climate as the contextual antecedent for harmonious versus obsessive passion, respectively, and (2) proactive versus pro‐job unethical behavior as the outcome of harmonious versus obsessive passion, respectively. Results from two studies—a survey study with 259 leader–subordinate dyads and an experimental study with 174 part‐time master's‐level students—largely supported our theoretical model. First, employees develop harmonious passion when they perceive the presence of a mastery climate, but develop obsessive passion when they perceive the presence of a performance climate. Second, harmonious passion mediates the positive effect of mastery climate on employees' proactive work behavior, whereas obsessive passion mediates the positive effect of performance climate on employees' pro‐job unethical behavior. Theoretical contributions and practical implications are also discussed.