The study looks at what makes athletes happy in recreational sports and how it can make them engage more often and longer. We translate this into corporate life.
The study looks at what makes athletes happy in recreational sports and how it can make them engage more often and longer. The key factors in focus were:
- Harmonious Passion: This is when an athlete truly enjoys the sport and does it willingly. They feel connected and at peace when playing.
- Obsessive Passion: This is when an athlete feels compelled to play because of external reasons. It's more of an obsession than genuine enjoyment.
The research found that athletes with harmonious passion are more likely to have positive feelings because they feel socially connected in the sport. On the other hand, those with obsessive passion didn't necessarily feel happier or more connected.
Relevance to HR and Employees:
- Employee Engagement: Just like athletes, if employees genuinely love what they're doing (harmonious passion), they're more likely to be engaged, satisfied, and stay in their job longer.
- Team Dynamics: Employees who are harmoniously passionate about their work are more likely to feel socially connected with their colleagues. This can lead to better team dynamics and overall positive workplace morale.
- Training & Development: HR should strive to create a work environment where employees can find harmonious passion in what they do. This could be through training, opportunities for growth, or ensuring the right job fit.
- Avoiding Burnout: Employees who feel they're working obsessively without genuine enjoyment (like the athletes with obsessive passion) might be at risk of burnout. HR should be aware of such tendencies and try to address them.
Recommendation:
For better employee satisfaction and retention, HR departments should aim to cultivate an environment where employees can develop harmonious passion for their roles. This can be achieved by understanding employees' aspirations, offering training, promoting a sense of belongingness, and ensuring they feel socially connected within the organization.
Source https://link.springer.com/article/10.1007/s10902-014-9547-y