and professional well-being and consequent ability to effectively function in work-related settings. Researchers have previously explored the psychosocial costs of caring for others (e.g., Maslach, 2003 ; Pope, Tabachnick, & Keith-Spiegel, 1987 ). More recent work has focused on understanding the
Alessandro Quartiroli, Sharon M. Knight, Edward F. Etzel, and Rebecca A. Zakrajsek
Evandro Morais Peixoto, Bartira Pereira Palma, Amanda Rizzieri Romano, Tatiana Cristina Henrique Vieira, and Larissa Rafaela Galatti
Sports coaching is a volatile and stressful career that may impact professionals’ well-being. Thus, variables that can promote coaches’ job satisfaction need to be investigated. Based on the hypotheses of potential effects of passion for work (e.g., subjects’ inclination for an activity, which becomes integrated into the person’s identity) on flow experience (e.g., positive and transient state that can promote total absorption, enjoyment, and intrinsic motivation) and job satisfaction (e.g., state of positive emotions, resulting from continuous experiences in the workplace), this research aimed to assess the association among the dualistic model of passion (harmonious and obsessive), flow, and job satisfaction in sports coaches. The sample consisted of 172 Brazilian coaches from different sports (69.60% male). Structural equation modeling demonstrated that both forms of passion were positively associated with absorption and intrinsic motivation experience; however, only harmonious passion showed a significant relationship with enjoyment and job satisfaction. Furthermore, a mediating role of flow (work enjoyment and intrinsic motivation) in the relationship between harmonious passion and coaches’ job satisfaction was observed. The results suggest that coaches who demonstrate harmonious passion for the profession tend to have a greater perception of positive experiences at work and feel more satisfied with these activities.
Chris Wagstaff, Rebecca Hings, Rebecca Larner, and David Fletcher
of resilience for professional well-being. The findings also align with a body of research that indicates training to better negotiate workplace stressors leads to a healthier and more engaged workforce (e.g., Arnetz, Nevedal, Lumley, Backman, & Lublin, 2009 ; McCraty & Atkinson, 2012 ; Sood