The Influence of Job Demands and Job Resources on Work-life Balance: The Role of Passion for Work
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In the present study, the Job Demands-Resources (JD-R) model is used as a framework to investigate the influence of job demands and job resources on individuals’ passion for work and in turn, their work-life balance. Building on the dualistic model of passion (Vallerand, 2015; Bélanger, 2021), I predicted that job demands (i.e., workload) would increase individuals’ obsessive (but not harmonious) passion, which in turn would be positively related to work-life conflict. Conversely, I predicted that job resources (i.e., autonomy, social support) would increase individuals’ harmonious passion, which in turn would lead to work-life balance. I further examined if passion for work (OP vs HP) could mediate the effect of job demands and job resources on work- life balance and work-life conflict. In total, 140 participants were included. I found some support for my model. As expected, as employees were provided with more job resources (i.e., autonomy, social support), they showed higher levels of HP. Whereas as employees were facing more job demands (i.e., workload), they shower higher levels of OP. The results also show a partial mediation effect of OP on the relationship between job demands (i.e., workload) and work-life conflict. In addition, HP also partially mediated the relationship between job resources (i.e., autonomy, social support) and work-life conflict. These findings extend the literature by showing that the influence of job demands and job resources on work-life conflict can be partially explained by individuals’ passion for work. The present study gives insight into the complexities of the relationship between job demands, job resources, passion for work, and the degree to which employees’ work activities are in conflict with other life domains.