In seeking to address the theoretical ambiguity regarding how and when obsessive job passion (OJP) leads to work performance, we integrate both self-verification and person–environment (P-E) fit perspectives to propose and test a moderated mediation model linking OJP to performance. We argue that OJP is indirectly related to co-worker-rated in-role and extra-role performance through self-verification, and these indirect links are conditioned by perceived demands–abilities (D-A) fit and needs–supplies (N-S) fit. Results from 190 healthcare professionals and their co-workers collected at three different time periods revealed the contrasting roles played by these two moderators. Individuals with higher OJP self-verify more when they perceive low D-A fit, but self-verify less when they perceive high N-S fit, whereas the opposite holds true for high D-A fit and low N-S fit. Contrary to predictions, negative relationships were found between self-verification and both types of performance. Specifically, OJP is associated with greater in- and extra-role performance (because of reduced self-verification) under high perceived D-A but low N-S fit, whereas the opposite results are observed under low perceived D-A and high N-S fit. The findings underscore the contingent nature of OJP and contribute to job passion, self-concept, and person–environment fit research.

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Copyright © 2018 Routledge Journals, Taylor & Francis Ltd. Article first published online: March 2018.

DOI: 10.1080/1359432X.2018.1453810

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Full citation:

Astakhova, Marina N. and Violet T. Ho. “Chameleonic Obsessive Job Passion: Demystifying the Relationships between Obsessive Job Passion and in-Role and Extra-Role Performance.” European Journal of Work and Organizational Psychology27, no. 3 (2018): 362-374.