How and when does personal life orientation predict well-being?

Abstract We examined the direct and indirect––as mediated by job satisfaction––effects of personal life orientation on life satisfaction. We also examined whether these direct and indirect associations differed between employees working onsite or remotely. Using data from 432 employees (152 working onsite and 280 working remotely), our results revealed that personal life orientation was positively related to life satisfaction and negatively related to job satisfaction. Moreover, both of these direct associations were stronger among onsite employees than among remote employees. As a result, the indirect effects of personal life orientation on life satisfaction were significantly mediated by job satisfaction among employees working onsite, but not among employees working remotely. This study thus reveals that working remotely may act as a double-edged sword by buffering the negative effects of personal life orientation on job satisfaction, but also by limiting the positive effects of personal life orientation on life satisfaction

On the nature, predictors, and outcomes of longitudinal work passion profiles

Abstract Based on the dualistic model of passion, this study relies on person-centered analyses to assess how harmonious passion and obsessive passion for work combine within specific profiles of employees. We also documented the stability of these profiles over time and their associations with theoretically relevant predictors and outcomes, among a sample of 442 employees who completed a questionnaire twice over a period of 3 months. Finally, we examined whether these associations differed as a function of working remotely or onsite. Four profiles were identified and found to be highly stable over time: harmonious passion dominant, obsessive passion dominant, mixed passion-average, and low passion. Work centrality, family orientation, and supervisor expectations regarding work-related messages were all found to be related to employees’ likelihood of membership into the profiles in a way that generally supported our hypotheses. Moreover, and as expected, the harmonious passion dominant profile was associated with the highest levels of work–family enrichment, family–work enrichment, and job and life satisfaction. Lastly, none of these associations differed among employees working onsite or remotely