One of the most persistent challenges for managers is keeping employees passionate and motivated over time. New research from the Chinese University of Hong Kong (CUHK) Business School reveals that passion for work can be cultivated and sustained by encouraging employees to proactively shape their own work or “job crafting”. This insight offers practical solutions for managers aiming to maintain long-term enthusiasm and commitment within their teams.

Key findings:

  • Passion for work can be developed on the job and sustained over time through proactive “job crafting.”
  • Job crafting means employees shape their tasks and goals to align with their interests and values, creating a feedback loop that reinforces their passion for work.
  • Employees who engage in job crafting are more likely to exhibit “harmonious passion”, leading to higher satisfaction and performance.

The study, co-authored by Professor Li Wendong, Associate Professor in the Department of Management at CUHK Business School, garnered responses from more than 3,500 participants at a German company about their work experiences and behaviours over a period of 15 months. The research found that passion at work can fluctuate but by actively engaging in job crafting, employees can maintain and even enhance their passion over time.

How Job Crafting Fuels Passion

Job crafting refers to employees’ proactive efforts to shape their work to better fit their strengths, values and interests. The research found that job crafting not only sustains passion but also reinforces it, creating a positive feedback loop. Employees who take control of their work environment and shape it to suit their preferences can sustain their passion over time, resulting in improved performance and job satisfaction.

Harmonious vs. Obsessive Passion

The study distinguishes between two types of passion: “harmonious” and “obsessive”. Employees with harmonious passion are driven by intrinsic motivations, aligning their work with their genuine interests and values. They are more likely to engage in meaningful job crafting, experience greater satisfaction and achieve personal growth. These employees integrate their work into their lives in a balanced way, allowing them to thrive in their roles.

On the other hand, employees with obsessive passion feel compelled to work due to external pressures, such as the need for social acceptance or meeting others’ expectations. While these employees may still engage in job crafting, it is less effective, and they are prone to negative emotions like anxiety and burnout.

Practical Implications for Managers

The study findings offer actionable insights for managers looking to sustain employees’ passion and engagement at work. Encouraging job crafting and providing employees with the flexibility to align their work with their values can help maintain passion over time. By fostering an environment where employees can shape their work to match their strengths and interests, companies can help sustain motivation, leading to higher performance and long-term success.