Why does a person work? Over the last two decades we have seen exponential growth in
research distinguishing three orientations toward work (job, career, calling) and how they …

Scholars have traditionally treated motivation as a value-neutral state divorced from
normative considerations. Yet, research across the social sciences suggests a growing …

Intrinsic motivation has received widespread attention as a predictor of positive work
outcomes, including employees' prosocial behavior. We offer a more nuanced view by …

Passion for work is highly coveted, but many employees report struggling to maintain their
passion over time. In the current research, we explain the challenge of pursuing passion by …

When employees are living a calling at work, they tend to experience greater well-being and
the organization also benefits. Despite the integral role of the organization, research has not …

Having passion is almost universally lauded. People strive to follow their passion at work,
and organizations increasingly seek out passionate employees. Supporting the benefits of …

Passion is stereotypically expressed through animated facial expressions, energetic body
movements, varied tone, and pitch—and met with interpersonal benefits. However, these …

Past research suggests that when organizations communicate the benefits of their work for
human welfare—that is, use a social impact framing for work—job candidates are willing to …

High potential programs offer a swift path up the corporate ladder for those who secure a
place on them. However, the evaluation of “potential” occurs under considerable uncertainty …

For as long as there has been work, there has been a “future of work,” through humans'
ingenuity and drive to get things done easier, faster, and better. With the industrial …