[HBR] 일에 대한 열정이 어떻게 당신의 일을 망가뜨릴 수 있을까?

Harvard Business Review Blog에 실린 글입니다. 일에 대한 열정에는 두 가지가 있는데 '균형적인 열정'과 '강박적인 열정'이 그것이라고 합니다. 그런데, 결론 부분이 재미있네요. 대부분의 사람들은 '강박적인 열정' 이 있어야 큰일을 성취할 수 있을 것으로 여기지만 이것은 사실이 아니라고 합니다.

개인적인 경험으로는 분명 일중독은 오히려 생산적인 업무에는 방해가 되는 것이 맞더군요, 경주마처럼 보는 시야를 좁게 만들고 보다 넓은 범위를 조망하지 못하게 합니다. 여유가 없으니 앞만 보고 달리는 말처럼 되어 버리는 거죠. 이런 자세는 요즘처럼 창조적인 업무를 강조하는 시대에는 독이나 마찬가지입니다. 본인에게도 그렇지만 이런 스타일이 관리자가 되면 조직에 끼치는 폐헤는 의외로 크다는 것이 제 의견입니다. --;

역시 직원들에게 이상적인 관리자는 똑똑하면서 게으른 스타일이 아닐까 합니다. 위에서 보기에는? 아마도 똑똑하면서 부지런한 스타일이겠죠. 하지만, 똑똑하면서 부지런한 스타일을 뽑기 보다는 멍청하면서 부지런한 스타일을 뽑는게 자주 있는 일이 아닐까 하는데... 똑똑함과 우둔함을 판별하기는 어렵지만, 부지런함과 게으름은 금세 드러나기 때문이 아닐까 합니다.

원문은 이곳..

Why Your Passion for Work Could Ruin Your Career - Scott Barry Kaufman - Harvard Business Review http://blogs.hbr.org/cs/2011/08/why_your_passion_for_work_coul.html?utm_sourc... Business bloggers at Harvard Business Revi...

Every business wants workers who passionately love their work. And for good reason: workers who are inspired are more productive, and passion can provide the energy necessary to fuel engagement, amidst obstacles and setbacks. But while passion seems clearly desirable, recent psychological research suggests that not all forms are adaptive. In fact, some forms can be downright detrimental.

According to Robert J. Vallerand's Dualistic Model of Passion, passion has two main flavors: harmonious and obsessive. Those with harmonious passion engage in their work because it brings them intrinsic joy. They have a sense of control of their work, and their work is in harmony with their other activities in life. At the same time, they know when to disengage, and are better at turning off the work switch when they wish to enjoy other activities or when further engagement becomes too risky. As a result, their work doesn't conflict with the other areas of their lives. When they are at the opera, for instance, or spending time with their children, they aren't constantly thinking of work, and they don't report feeling guilty that they aren't working. Questionnaire items measuring harmonious passion include: "This activity reflects the qualities I like about myself", "This activity is in harmony with the other activities in my life," and "For me it is a passion that I still manage to control."

Obsessive passion is a different story. Like those with harmonious passion, those with obsessive passion perceive their work as representing a passion for them, and view their work as highly valued. A major difference is that they have an uncontrollable urge to engage in their work. As a result, they report feeling more conflict between their passion and the other activities in their life. Questionnaire items measuring obsessive passion include: "The urge is so strong. I can't help myself from doing this activity," "I am emotionally dependent on this activity," and "My mood depends on me being able to do this activity."

Both forms of passion are associated with very different outcomes. Harmonious passion is associated with higher levels of physical health, psychological well-being, self-reported self-esteem, positive emotions, creativity, concentration, flow, work satisfaction, and increased congruence with other areas of one's life. These effects spill over into other areas. Because people with harmonious passion can actively disengage from work and experience other parts of their lives, they report general positive affect over time.

In contrast, those with obsessive passion display higher levels of negative affect over time and display more maladaptive behaviors. They report higher levels of negative affect during and after activity engagement; they can hardly ever stop thinking about their work, and they get quite frustrated when they are prevented from working. They also persist when it's risky to do so (just like a pathological gambler). A reason for this is that their work forms a very large part of their self-concept. To protect their selves, they display more self-protective behaviors, such as aggression, especially when their identity is threatened. Those with obsessive passion also have a more negative image of themselves, being quicker to pair the word "unpleasant" with "self" than those showing lower levels of obsessive passion. This suggests that their persistence doesn't come from a place of intrinsic joy, but an unstable ego.

These differences have implications for work burnout. A recent study investigated burnout (measured by emotional exhaustion) in two samples of nurses over a six-month period, across two different countries. Obsessive passion increased the chances of burnout while harmonious passion helped protect against burnout. The researchers identified some key factors explaining this relationship. Obsessive passion was associated with higher conflict with other life tasks and was unrelated to work satisfaction, while harmonious passion was associated with lower conflict, and higher work satisfaction. Importantly, these effects held even after controlling for the number of hours worked. People with harmonious passion come to work refreshed and ready to tackle new problems, whereas those with obsessive passion are at much higher risk of experiencing burnout.

But isn't persistence a good thing? Many great works appear to have come about due to an obsessive focus on work to the exclusion of all else. The research suggests this may be a myth. It's important to distinguish between flexible and rigid forms of persistence. Those with obsessive passion rigidly persist even when it's no longer sensible to do so. Those with harmonious passion are much more flexible, and are ultimately more successful. This may explain why so many child prodigies fizzle out later in life — regardless of their talent. By being obsessively attached their domain, they are increasing their chances of burning out.

In sum, the type of passion one has matters. Not just for work, but for many other areas of life. What kind of you passion do you have? Do you gain intrinsic satisfaction from your work, or do you feel as though you are constantly working to prove things to others? Do you feel a compulsive need to work or are you easily able to disengage and enjoy other interests in life? Managers: what kind of passion are you getting out of your workers? Don't be fooled by hard workers. Some may be on the verge on burnout.