Can obsessive passion facilitate responses to job characteristics and help prevent psychological distress and turnover intention? A moderated mediation model

Purpose Although the benefits of work passion are well documented, the role of obsessive work passion (OWP) in coping and functioning at work remains unclear. To enhance this understanding, we propose that OWP can facilitate employee responses to job characteristics (job demands and resources) and prevent psychological distress and turnover intention by reducing the frustration of basic psychological needs (autonomy, competence and relatedness). Design/methodology/approach Data were collected at two time points over a 12-month period from nurses working in the public healthcare sector (Québec, Canada). Findings Results support the main hypothesis and highlight the distinct contributions of psychological needs to these relationships. The indirect effects of frustrated needs for competence and autonomy appear particularly salient. Practical implications Although OWP is typically considered as an undesirable motivational force that impairs functioning and well-being, our results show that OWP can help individuals adapt to job demands and resources and reduce the associated individual (psychological distress) and organizational (turnover) costs. Originality/value By providing novel insights into the adaptability of employees driven by obsessive passion, our study has theoretical implications for the dualistic model of passion, the job demands-resources model and self-determination theory, as well as managerial implications for organizations.