Passion, Gratitude, and Envy in the Workplace: A Longitudinal Study of Business Leaders and Employees

Passion, Gratitude, and Envy in the Workplace: A Longitudinal Study of Business Leaders and Employees | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Passion, Gratitude, and Envy in the Workplace: A Longitudinal Study of Business Leaders and Employees Takahiro Kubo This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8715019/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract In this two-wave longitudinal study, the psychological mechanisms linking work passion to well-being are examined, focusing on the unique profile of business leaders, by integrating the dualistic model of passion with the dualistic framework of envy, to analyze how work passion and gratitude shape social emotions and basic psychological needs over time. A survey on 989 Japanese working adults (including 61 business owners and executives), followed by structural equation modeling, revealed that (a) harmonious passion and gratitude promote benign envy and relatedness satisfaction, while (b) obsessive passion triggers malicious envy and relatedness frustration. Gratitude was found to significantly reduce malicious envy, while harmonious passion by itself lacked this buffering effect. Business leaders reportedly had a “high passion” adaptive psychological profile and a higher level of well-being compared to employees. This “psychological paradox” of leadership well-being suggests how harmonious engagement and social connection can buffer the potential risks of obsessive drive. dualistic model of passion benign and malicious envy gratitude business leaders well-being longitudinal study Figures Figure 1 Introduction Work is central to people's lives, providing not only financial stability but also a sense of purpose and identity (Duffy et al., 2016 ; Lysova et al., 2019 ). Individuals who find their work meaningful and invest significant time and energy into it tend to develop a passion for it (Pollack et al., 2020 ; Vallerand, 2008 ). Although passion is considered a key driver of well-being and performance, empirical evidence within organizational settings suggests it yields divergent outcomes depending on its quality (e.g., Curran et al., 2015 ; Ho et al., 2018 ). The dualistic model of passion (DMP) classifies passion into two types (Vallerand et al., 2003 ): harmonious passion (HP) and obsessive passion (OP). The former is the result of an autonomous internalization of the activity into one's identity, allowing individuals to engage in work flexibly and experience positive affect. OP results from a controlled internalization attached to external contingencies such as social status or self-esteem, often leading to rigid persistence, conflict, burnout, and negative affect (Vallerand, 2015 ). While studies (Curran et al., 2015 ; Vallerand, 2015 ) have well-documented the intrapersonal consequences of passion (e.g., flow, burnout), the interpersonal mechanisms underlying these relationships—specifically how passion influences social emotions and relationships—are relatively understudied (Pollack et al., 2020 ). Individuals who value their work highly and are passionate about it make it a central component of their self-identity. The self-evaluation maintenance model (Tesser, 1988 ) has shown that individuals, especially passionate workers, are prone to social comparisons in domains that are highly relevant to their self-definition and thereby inherently susceptible to its effects. To understand how these comparisons affect well-being, recent studies on envy offer a theoretical framework (Lange & Crusius, 2015 ; Van de Ven et al., 2009 ). Just as passion is dualistic, envy too comprises two distinct forms: benign envy, which motivates self-improvement, and malicious envy, which aims to pull superior others down. In this study, it is posited that the quality of passion determines the nature of envy: HP, driven by autonomous motivation and a desire for mastery, is likely to foster benign envy, while OP, driven by ego-invested self-esteem and fear of failure, may trigger malicious envy by perceiving others as threats (Lange & Crusius, 2015 ; Vallerand, 2015 ). Additionally, gratitude may function as a protective resource in this process. While lack of one’s advantages compared to those of others creates envy, appreciation of what one has or receives creates gratitude (McCullough et al., 2002 ). Thus, gratitude may buffer the negative effects of obsessive drive or enhance the positive effects of harmonious engagement by shifting attention from competitive threat to interpersonal connection (Wood et al., 2010 ). This mechanism is particularly relevant for business leaders (including business owners and executives), who usually operate in high-stakes environments characterized by uncertainty, heavy responsibilities, and intense competition (Baron et al., 2016 ; Stephan, 2018 ). In the face of these challenges, leaders often display intense passion, which fuels their persistence and resilience (Cardon et al., 2009 ). However, this intense engagement presents a complex psychological paradox. The obsessive nature of their drive may predispose them to burnout and social isolation (Fernet et al., 2014 ; Vallerand, 2015 ); but surprisingly, it has been reported in empirical studies that entrepreneurs experience higher levels of well-being and lower stress compared to other employees (Baron et al., 2016 ; Stephan, 2018 ). So, how do they manage social emotions within competitive contexts? Social comparisons are inevitable; yet, depending on the type of passion individuals possess, these comparisons may trigger distinct forms of envy as described by Lange and Crusius ( 2015 ): malicious envy (fear of losing status) or benign envy (motivation for entrepreneurial learning). In such cases, gratitude may serve as a crucial resource for them to build social capital and mitigate leader isolation (Fehr et al., 2017 ). It remains unclear how these conflicting forces (the risks of obsessive passion and the benefits of harmonious engagement) coexist within leaders and shape their happiness. Clarifying the psychological profile of business leaders compared to other occupational groups (e.g., employees, public servants) would provide valuable insights into how high passion can be sustained without sacrificing well-being. This study addresses these issues using a two-wave longitudinal design survey on a diverse sample of Japanese working adults. The two primary objectives are (1) to elucidate the psychological mechanisms linking passion to well-being through social emotions and basic psychological needs and (2) to clarify the unique psychological profile of business leaders by comparing them with other occupational groups, such as employees, public servants, and medical professionals. Based on the DMP and the dualistic nature of envy (Lange & Crusius, 2015 ), it is hypothesized that HP and gratitude promote benign envy and relatedness satisfaction, thereby enhancing life satisfaction (i.e., a positive pathway), and that OP triggers malicious envy and relatedness frustration, leading to diminished life satisfaction (i.e., a negative pathway). By examining whether leaders’ high-passion nature is associated with flourishing—characterized by high well-being and relatedness—or suffering—marked by isolation and malicious envy—empirical evidence is provided to resolve the paradox of leadership well-being. Materials and methods Participants and procedure Participants were recruited from the registered panel of the online survey platform Freeasy ( https://freeasy24.research-plus.net/ ) and were screened to ensure they were currently employed in one of the following categories: company employees, public servants (excluding teachers), medical professionals, or business leaders (entrepreneurs and executives). Data collection was conducted via the online survey platform. The survey consisted of two waves: The first survey, Time 1, was conducted in early September 2024, and the second survey, Time 2, in early March 2025, with a six-month interval. To ensure data quality, careless responders were excluded based on response time. Specifically, response times were log-transformed, and participants with latencies faster than 2 standard deviations below the mean (− 2 SD ) were identified as extremely fast responders ( n = 11) and removed from the dataset. Consequently, in the final analysis, a total of 989 Japanese working adults were included. Demographic characteristics of the participants are presented in Table 1 . The sample represented diverse occupational sectors and income levels. Table 1 Demographic characteristics of the participants ( n = 989) Characteristic Category n % Gender Male 497 50.30 Female 492 49.70 Age M (SD) 49.87 (11.75) Range 22–84 Marital status Married 549 55.50 Unmarried / Other 440 44.50 Presence of children Has children 490 49.50 No children 499 50.50 Occupation Employees 824 83.3 Public Servants 64 6.50 Medical Pros. 40 4.00 Business Leaders 61 6.20 Annual Household Income < 4 million JPY 217 21.9 4–8 million JPY 402 40.7 8–12 million JPY 223 22.5 12 million JPY or more 147 14.9 Measures Passion Passion for work was assessed using the Japanese version of the Passion Scale (Kubo & Sawamiya, 2018 ), which is an adaptation of the original Passion Scale (Marsh et al., 2013 ; Vallerand, 2015 ). The scale comprises two subscales: harmonious passion (with 6 items, e.g., “This activity is in harmony with other activities in my life”) and obsessive passion (with 6 items, e.g., “I have difficulty controlling my urge to engage in this activity”). Participants were asked to reflect on their work and answer the questionnaire. They rated each item on a 7-point Likert scale ranging from 1 ( not at all ) to 7 ( very strongly ). Based on preliminary factor analysis (see the Results section), one item from the OP subscale (Item 12) was excluded due to low factor loading. Thus, the final analysis was conducted using 6 items for HP ( α = .94) and 5 items for OP ( α = .89). Gratitude Gratitude was assessed using the Interpersonal Gratitude Scale (Fujiwara et al., 2014 ). Although developed originally for elementary school children, Yoshino and Aikawa ( 2018 ) demonstrated the scale’s reliability and validity for use on adult populations. The scale consists of 8 items assessing the tendency to feel grateful towards others (e.g., “I am always grateful to the people around me”). Responses were recorded on a 7-point Likert scale ranging from 1 ( not at all ) to 7 ( very strongly ). Cronbach’s alpha coefficient for this scale was .96. Envy Envy was assessed using the Japanese version of the Benign and Malicious Envy Scale (BeMaS; Sawada & Fujii, 2016 ), which was translated and validated based on the original BeMaS developed by Lange and Crusius ( 2015 ). This scale consists of 10 items divided into two subscales: benign envy (with 5 items. e.g., “A feeling of envy toward others motivates me to accomplish my goals”) and malicious envy (with 5 items, e.g., “I wish superior people lose their advantage”). Participants rated their general tendency to feel these emotions on a 7-point Likert scale ranging from 1 ( not at all ) to 7 ( very strongly ). Cronbach’s alpha coefficients for both subscales were .91. Basic psychological needs (Relatedness) The needs for relatedness satisfaction and frustration were assessed using the Japanese version of the Basic Psychological Need Satisfaction and Frustration Scale (BPNSFS; Nishimura & Suzuki, 2016 ), which is based on the original scale developed by Chen et al. ( 2015 ). The subscales for relatedness satisfaction (with 4 items, e.g., “I feel that the people I care about also care about me”) and relatedness frustration (with 4 items, e.g., “I feel excluded from the group I want to belong to”) were used. Participants rated each item on a 7-point Likert scale ranging from 1 ( not at all ) to 7 ( very strongly ). Cronbach’s alpha coefficient was .90 for relatedness satisfaction and .83 for relatedness frustration. Life satisfaction Subjective well-being was assessed using the Japanese version of the Satisfaction with Life Scale (SWLS; Diener et al., 1985 ), translated by Oishi ( 2009 ). This global scale for measuring life satisfaction consists of 5 items (e.g., “In most ways my life is close to my ideal”). Participants rated each item on a 7-point Likert scale ranging from 1 ( strongly disagree ) to 7 ( strongly agree ). Cronbach’s alpha coefficient for this scale was .94. Data analyses Data were analyzed using JASP (Version 0.19). First, to examine differences in passion, gratitude, and well-being profiles across occupational groups (Objective 1), one-way ANOVAs were conducted. Given the unequal sample sizes among the four groups (e.g., n = 824 for employees vs. n = 61 for business leaders), Welch’s ANOVA was used, which does not assume homogeneity of variance. Post-hoc comparisons were conducted using the Games-Howell test, which is robust to unequal sample sizes and variances. Second, to test the hypothesized longitudinal process model (Objective 2), structural equation modeling (SEM) was adopted following the two-step approach recommended by Anderson and Gerbing ( 1988 ): first assessing the measurement model (confirmatory factor analysis) to ensure construct validity and then testing the structural model. Model fit was evaluated using the comparative fit index (CFI), Tucker-Lewis Index (TLI), root mean square error of approximation (RMSEA), and standardized root mean square residual (SRMR). Values of CFI and TLI greater than .90, RMSEA values less than .08, and SRMR values less than .10 were considered indicative of an acceptable fit (Kline, 2016 ; Weston & Gore, 2006 ). To address the issue of missing data due to attrition at Time 2, full information maximum likelihood (FIML) estimation was used. This method provides unbiased parameter estimates under the assumption of Missing at Random (MAR) and is preferred over listwise deletion, especially when attrition is related to study variables (Enders, 2010 ). Results Preliminary analyses Of the 989 participants at Time 1 when the first survey was held, 398 completed the second survey at Time 2 (retention rate = 40.2%). To examine potential attrition bias, the demographic and psychological characteristics of the participants who remained with those who dropped out were compared (see Supplementary Table S1). Chi-square tests and t -tests showed no significant differences based on gender, marital status, parental status, HP, or gratitude (ps > .05). However, significant differences were found in terms of occupation, χ 2 ( df = 3, N = 989) = 14.56, p = .002, and OP, t (987) = -3.40, p < .001. Specifically, medical professionals and business leaders, as well as individuals with higher OP scores ( M dropout = 12.98 vs. M retained = 11.47), were more likely to drop out at Time 2. Given that the missing data mechanism was likely MAR, FIML estimation was employed in subsequent analyses to minimize bias (Enders, 2010 ). Table 2 Descriptive statistics, internal consistency, and correlations among study variables Variables α ω M SD 1 2 3 4 5 6 7 8 1 T1 Harmonious passion .94 .94 18.73 8.63 — 2 T1 Obsessive passion .89 .90 12.37 6.87 .78 *** — 3 T1 Gratitude .96 .96 37.12 10.62 .41 *** .17 *** — 4 T2 Benign envy .91 .90 18.62 7.03 .48 *** .31 *** .36 *** — 5 T2 Malicious envy .91 .91 12.84 6.80 .06 .16 ** − .15 ** .25 *** — 6 T2 Relatedness sat. .90 .91 16.17 5.19 .48 *** .29 *** .30 *** .51 *** .02 — 7 T2 Relatedness frus. .83 .84 14.57 5.28 − .31 *** − .18 *** − .15 ** − .13 * .42 *** − .40 *** — 8 T2 Life sat. .94 .93 18.02 7.63 .51 *** .36 *** .45 *** .40 *** − .06 .59 *** − .42 *** — Note. N = 989. T1 = Time 1; T2 = Time 2. Relatedness sat. = Relatedness need satisfaction; Relatedness frus. = Relatedness Frustration * p < .05, ** p < .01, *** p < .001. Table 2 presents the means, standard deviations, and correlations for all study variables. Notably, a strong positive correlation was observed between HP and OP ( r = .78, p < .001). To rule out multicollinearity concerns, the variance inflation factor (VIF) was inspected. VIF value was found to be 2.323, well below the commonly accepted threshold of 5.0, indicating that multicollinearity was not a critical threat. However, this high intercorrelation suggests the potential for suppression effects in the SEM, where the unique variance of each passion type is partitioned. Assessment of the measurement model The measurement model was first tested to include all latent variables. The initial CFA revealed that one item from the OP subscale (Item 12) had a factor loading of .46, which fell below the recommended threshold of .50 (Hair et al., 2010 ). Consequently, this item was removed to improve construct validity. The final measurement model (with Item 12 excluded) demonstrated a good fit to the data: χ 2 (154) = 2048.46, p < .001, CFI = .950, TLI = .945, RMSEA = .040, and SRMR = .053. All standardized factor loadings for the retained items were significant ( p < .001) and ranged from .68 to .96, indicating adequate convergent validity. Test of the structural model The hypothesized structural model was tested using FIML estimation. The model demonstrated an acceptable fit to the data: χ 2 (154) = 2048.46, p < .001, CFI = .950, TLI = .945, RMSEA = .040, and SRMR = .053. Figure 1 presents the standardized path coefficients. The results revealed distinct pathways linking passion and gratitude to well-being via social emotions and psychological needs. In survey 2, HP significantly positively predicted T2 benign envy (β = .60, p < .001). However, contrary to expectations, HP did not significantly predict T2 malicious envy (β = − .12, p = .365). OP significantly positively predicted T2 malicious envy (β = .32, p = .011). Regarding the path to benign envy, although the coefficient was negative (β = − .17), it was not statistically significant (p = .129). Gratitude played a crucial protective role, significantly positively predicting T2 benign envy (β = .16, p = .003) and significantly negatively predicting T2 malicious envy (β = − .17, p = .004). Subsequently, these social emotions strongly predicted basic psychological needs. T2 benign envy positively predicted T2 relatedness satisfaction ( β = .43, p < .001), while T2 malicious envy positively predicted T2 relatedness frustration ( β = .59, p < .001). Finally, T2 relatedness satisfaction positively predicted T2 life satisfaction ( β = .38, p < .001), whereas T2 relatedness frustration negatively predicted it ( β = − .31, p < .001). Note N = 989. Values represent standardized path coefficients ( β ). Solid black lines indicate significant paths ( p < .05), while faint gray lines indicate non-significant paths. Covariances among exogenous variables and error terms are omitted for clarity. T1 = Time 1; T2 = Time 2. * p < .05. ** p < .01. *** p < .001. To verify the hypothesized mediation processes, the indirect effects were examined. Given the use of FIML for missing data, the significance of indirect effects was tested using the Delta method. As shown in Table 3 , the analysis confirmed significant specific indirect pathways. For instance, the adaptive chain from HP to life satisfaction via benign envy and relatedness satisfaction was significant ( β = .10, p < .001, 95% CI [.05, .15]). Similarly, the maladaptive chain from OP via malicious envy and relatedness frustration significantly negatively predicted life satisfaction ( β = − .06, p = .028). Table 3 Standardized indirect effects of passion and gratitude on life satisfaction Indirect Path β SE p 95% CI Via Benign Envy & Rel. Satisfaction HP → Benign Envy → Rel. Sat. → Life Sat. 0.1 0.03 < .001 [.05, .15] Gratitude → Benign Envy → Rel. Sat. → Life Sat. 0.03 0.01 0.012 [.01, .05] Via Malicious Envy & Rel. Frus OP → Malicious Envy → Rel. Frus. → Life Sat. -0.06 0.03 0.028 [-.11, − .01] Gratitude → Malicious Envy → Rel. Frus. → Life Sat. 0.03 0.01 0.017 [.01, .06] Other Significant Paths HP → Benign Envy → Rel. Sat. 0.26 0.06 < .001 [.15, .37] OP → Malicious Envy → Rel. Frus. 0.19 0.08 0.012 [.04, .34] Note . HP: Harmonious Passion; OP: Obsessive Passion; Rel. Sat. = Relatedness Satisfaction; Rel. Frus. = Relatedness Frustration; Life Sat. = Life Satisfaction. CI = Confidence Interval. Occupational differences Finally, to clarify the unique profile of business leaders, study variables were compared across four occupational groups (Table 4 ). Welch’s ANOVA and Games-Howell post-hoc tests revealed that business leaders scored significantly higher on both HP and OP compared to public servants (and higher on HP compared to employees). Regarding interpersonal outcomes, business leaders showed significantly lower levels of malicious envy compared to employees. Although the omnibus ANOVA for life satisfaction at Time 2 was not statistically significant ( p = .122), possibly due to the reduced sample size, business leaders exhibited the highest mean score ( M = 22.13) among all groups. Table 4 Comparison of study variables across occupational groups Employees Public Servants Medical Pros. Business Leaders T1 n = 824 n = 64 n = 40 n = 61 T2 n = 349 n = 26 n = 8 n = 15 Variable M (SD) M (SD) M (SD) M (SD) F Post-hoc (Games-Howell) Passion (T1) Harmonious 18.39 (8.58) 17.53 (8.15) 21.15 (8.32) 23.02 (8.75) 7.03*** Lead > Emp, Pub Obsessive 12.22 (6.90) 11.13 (5.78) 13.90 (7.53) 14.69 (6.50) 3.84** Lead > Emp, Pub Emotions (T1) Gratitude 36.87 (10.81) 36.73 (10.22) 38.10 (10.03) 40.15 (8.37) 1.95 n.s. Emotions (T2) Benign Envy 18.59 (7.06) 17.46 (6.29) 18.25 (6.36) 21.60 (7.71) 1.14 n.s. Malicious Envy 13.18 (6.90) 11.15 (5.59) 11.38 (6.65) 8.67 (4.50) 2.87* Lead > Emp Needs (T2) Relatedness Sat. 16.07 (5.11) 15.85 (5.40) 15.38 (5.26) 19.47 (6.03) 2.18 n.s. Relatedness Frus. 14.77 (5.08) 14.92 (6.17) 11.88 (6.13) 10.73 (6.30) 3.61* n.s. Outcome (T2) Life Satisfaction 17.74 (7.55) 19.46 (7.85) 17.50 (7.31) 22.13 (8.56) 1.94 n.s. Note . T1 = Time 1; T2 = Time 2; Lead = Business Leaders (includes business owners and executives); Emp = Employees; Pub = Public Servants; Medical Pros. = Medical Professionals; Relatedness Sat. = Relatedness Need Satisfaction; Relatedness Frus. = Relatedness Frustration. * p < .05. ** p < .01. *** p < .001. Discussion Summary of main findings Aiming to unravel the psychological mechanisms linking work passion to well-being, focusing on the unique profile of business leaders, in this study, the DMP was integrated with the dualistic framework of envy to resolve the paradox mentioned in the introduction. Two major insights were obtained. First, the longitudinal SEM confirmed distinct pathways for HP and OP. As hypothesized, HP and gratitude functioned as adaptive resources that promoted benign envy and relatedness satisfaction, which in turn enhanced life satisfaction. In contrast, OP triggered a maladaptive chain involving malicious envy and relatedness frustration. Second, the comparative analysis revealed that business leaders possess a distinct psychological profile characterized by the highest levels of both passion types. Yet, contrary to the risk of burnout often associated with obsessive passion (Vallerand, 2015 ), they exhibited a highly adaptive psychological profile. Together, these findings highlight the pivotal role of passion quality and social resources in sustaining happiness, particularly in high-stakes leadership contexts. Distinct roles of passion and gratitude The results of the longitudinal SEM provided refined insights into the dualistic pathways. As hypothesized, HP functioned as the primary engine for benign envy, which in turn fostered relatedness satisfaction and well-being. This confirms that autonomous engagement motivates individuals to view others' success as an opportunity for self-improvement and connection (Lange & Crusius, 2015 ; Vallerand, 2015 ). Regarding OP, the results clarified its maladaptive nature. While OP strongly fueled malicious envy and subsequent isolation (relatedness frustration), it failed to contribute to benign envy. Unlike the zero-order correlation that might suggest a link, the SEM results indicate that once the harmonious component is controlled, pure obsession does not promote constructive social comparison (cf. Vallerand et al., 2003 ). Crucially, these findings highlight the unique importance of gratitude. Interestingly, HP alone was not sufficient to significantly reduce malicious envy in this model. Instead, gratitude served as a significant buffer against malicious envy. This suggests that while passion provides the energy for engagement, gratitude provides the prosocial perspective necessary to mitigate hostility in competitive workplaces (Wood et al., 2010 ). Resolving the leader's paradox The comparison of occupational groups provides a compelling answer to the psychological paradox of business leaders. Consistent with the high-stakes nature of their role (Stephan, 2018 ), leaders exhibited the highest levels of both HP and OP. Theoretically, such elevated OP should pose a risk for maladjustment (Fernet et al., 2014 ). However, contrary to the narrative that high obsession leads to suffering, business leaders displayed a highly adaptive psychological profile. Although the difference in life satisfaction at Time 2 did not reach statistical significance due to sample attrition, leaders numerically scored the highest among all groups. More importantly, they reported significantly lower malicious envy compared to employees and had relatively high levels of relatedness satisfaction. This suggests that the potential maladaptive aspects of their obsessive drive are effectively mitigated by their abundant resources, that is, their overwhelming levels of HP and gratitude. In essence, obsession fuels their drive, with harmonious engagement and strong social connections appearing to buffer the risks of obsession and allowing them to maintain sustained well-being even in competitive environments (Baron et al., 2016 ). Practical implications These findings offer actionable insights into organizational development, tailored to the distinct profiles of different occupational groups. The longitudinal model demonstrates that regardless of job type, HP and gratitude are universal drivers of benign envy and relatedness satisfaction. This suggests two distinct intervention strategies. First, for the general workforce (e.g., employees and public servants), who exhibited significantly lower levels of passion compared to leaders, the primary goal of strategies should involve ‘passion activation’. Organizations should foster environments that support autonomous motivation—such as providing meaningful rationale for tasks and allowing job crafting—to ignite HP (Vallerand, 2015 ). By cultivating HP, employees can enhance their engagement and positive social emotions, thereby improving their well-being. Second, for business leaders, who already possess high levels of both types of passion, the goal of interventions should be ‘resource management’. Simply advising them to reduce their obsessive drive is unrealistic given their high-stakes environment. Instead, interventions should focus on strengthening HP and gratitude as buffering resources. Cultivating gratitude can help leaders reframe competitors not as threats (malicious envy) but as role models (benign envy) (Lange & Crusius, 2015 ), while building social capital within the organization (Fehr et al., 2017 ). Limitations and future directions Although the study has several insights to offer, it also has limitations that should be noted. First, despite employing FIML estimation to address missing data, the attrition rate at Time 2 was high(approximately 60%). Our attrition analysis indicated that dropouts were not completely random; specifically, business leaders and individuals with higher obsessive passion were more likely to drop out. Although FIML is a robust method for reducing bias under the MAR assumption by utilizing all available information from the full sample (Enders, 2010 ), the potential for survival bias cannot be entirely ruled out. Specifically, the business leaders retained at Time 2 may represent a resilient survivor subset who have successfully managed their obsessive drive, whereas those who were suffering the most might have been lost to follow-up. Consequently, while the structural pathways identified in our model are statistically corrected, the mean levels of well-being among leaders at Time 2 should be interpreted with caution. Future research should employ designs that maximize retention for high-status, high-stress populations to capture the full spectrum of leadership experiences. Second, all measures were self-reported; hence, common method bias cannot be ruled out, although the longitudinal design helps mitigate this concern. Finally, the cultural context of this study offers both a boundary condition and a unique theoretical contribution. The data were collected in Japan, a culture characterized by interdependent self-construal (Markus & Kitayama, 1991 ). In such contexts, individuals are often more sensitive to social comparison and interpersonal harmony, which may amplify the experience and impact of social emotions like envy and gratitude. Therefore, our finding that gratitude effectively buffers malicious envy is particularly salient; it suggests that in environments where social connectedness is paramount, prosocial resources are critical for mitigating the toxic effects of competition. While this underscores the importance of our findings for interdependent cultures, future research is needed to test whether these mechanisms operate with equal strength in Western contexts, where independent self-construal is more prevalent. Declarations Funding This research was supported by XXXX (grant numbers: XXXX and XXXX). Author Contribution The author confirms sole responsibility for the following: study conception and design, data collection, analysis and interpretation of results, and manuscript preparation. Acknowledgement We would like to thank Editage (www.editage.jp) for English language editing. 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T., Lee, C. H., Dubreuil, P., & Forest, J. (2018). Promoting harmonious passion for work: A multi-study examination of on-the-job and off-the-job antecedents. Journal of Occupational and Organizational Psychology , 91 (2), 411–442. https://doi.org/10.1111/joop.12198 Kline, R. B. (2016). Principles and practice of structural equation modeling (4th ed.). Guilford Press. Kubo, T., & Sawamiya, Y. (2018). Development of the Japanese version of the passion scale. Japanese Journal of Psychology , 89 (5), 490–499. https://doi.org/10.4992/jjpsy.89.17205 Lange, J., & Crusius, J. (2015). Dispositional envy revisited: Unraveling the motivational dynamics of benign and malicious envy. Personality and Social Psychology Bulletin , 41 (2), 284–294. https://doi.org/10.1177/0146167214564959 Lysova, E. I., Allan, B. A., Dik, B. J., Duffy, R. D., & Steger, M. F. (2019). Fostering meaningful work in organizations: A multi-level review and integration. Journal of Vocational Behavior , 110 , 374–389. https://doi.org/10.1016/j.jvb.2018.07.004 Markus, H. R., & Kitayama, S. (1991). Culture and the self: Implications for cognition, emotion, and motivation. Psychological Review , 98 (2), 224–253. https://doi.org/10.1037/0033-295X.98.2.224 Marsh, H. W., Vallerand, R. J., Lafrenière, M. A. K., Parker, P., Morin, A. J. S., Carbonneau, N., Jowett, S., Bureau, J. S., Fernet, C., Guay, F., Abduljabbar, S., A. S., & Paquet, Y. (2013). Passion: Does one scale fit all? Construct validity of two-factor passion scale and psychometric invariance over different activities and languages. Psychological Assessment , 25 (3), 796–809. https://doi.org/10.1037/a0032573 McCullough, M. E., Emmons, R. A., & Tsang, J. A. (2002). The grateful disposition: A conceptual and empirical topography. Journal of Personality and Social Psychology , 82 (1), 112–127. https://doi.org/10.1037//0022-3514.82.1.112 Nishimura, T., & Suzuki, T. (2016). Basic psychological need satisfaction and frustration in Japan: Controlling for the big five personality traits. Japanese Psychological Research , 58 (4), 320–331. https://doi.org/10.1111/jpr.12131 Oishi, S. (2009). Shiawase wo kagaku suru: Shinrigaku kara wakatta koto [The science of happiness: Findings from psychology] . Shinyosha. Pollack, J. M., Ho, V. T., O'Boyle, E. H., & Kirkman, B. L. (2020). Passion at work: A meta-analysis of individual work passion: Implications for counterproductive work behavior and organizational citizenship behavior. Journal of Organizational Behavior , 41 (4), 311–331. https://doi.org/10.1002/job.2434 Sawada, M., & Fujii, T. (2016). Do envious people show better performance? Focusing on the function of benign envy as personality trait. Shinrigaku Kenkyu : The Japanese Journal Of Psychology , 87 (2), 198–204. https://doi.org/10.4992/jjpsy.87.15316 Stephan, U. (2018). Entrepreneurs’ mental health and well-being: A review and research agenda. Academy of Management Perspectives , 32 (3), 290–322. https://doi.org/10.5465/amp.2017.0001 Tesser, A. (1988). Toward a self-evaluation maintenance model of social behavior. Advances in Experimental Social Psychology , 21 , 181–227. https://doi.org/10.1016/S0065-2601(08)60227-0 Vallerand, R. J. (2015). The psychology of passion: A dualistic model . Oxford University Press. https://doi.org/10.1093/acprof:oso/9780199777600.001.0001 Vallerand, R. J. (2008). On the psychology of passion: In search of what makes people's lives most worth living. Canadian Psychology / Psychologie Canadienne , 49 (1), 1–13. https://doi.org/10.1037/0708-5591.49.1.1 Vallerand, R. J., Blanchard, C., Mageau, G. A., Koestner, R., Ratelle, C., Léonard, M., Gagné, M., & Marsolais, J. (2003). Les passions de l'âme: On obsessive and harmonious passion. Journal of Personality and Social Psychology , 85 (4), 756–767. https://doi.org/10.1037/0022-3514.85.4.756 Van de Ven, N., Zeelenberg, M., & Pieters, R. (2009). Leveling up and down: The experiences of benign and malicious envy. Emotion , 9 (3), 419–429. https://doi.org/10.1037/a0015669 Weston, R., & Gore, P. A. (2006). A brief guide to structural equation modeling. Counseling Psychologist , 34 (5), 719–751. https://doi.org/10.1177/0011000006286345 Wood, A. M., Froh, J. J., & Geraghty, A. W. A. (2010). Gratitude and well-being: A review and theoretical integration. Clinical Psychology Review , 30 (7), 890–905. https://doi.org/10.1016/j.cpr.2010.03.005 Yoshino, Y., & Aikawa, A. (2018). The integrated model of emotional gratitude and emotional indebtedness in receiving help. Japanese Journal of Psychology , 88 (6), 535–545. https://doi.org/10.4992/jjpsy.88.16044 Additional Declarations No competing interests reported. Supplementary Files SupplementaryMaterial.docx Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-8715019","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":590326786,"identity":"930a97e4-c859-4730-a740-529f7f083e81","order_by":0,"name":"Takahiro Kubo","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAABEElEQVRIie2RsUrEQBCG/yVgFYnlhMDlFbIsBIuQZ9ljITa5qw8UPAicjVivnPgY1ncId40PsIWFYCuSSizkMMkpWGQxpch+zezM8jEzu4DD8Qch+F1MQGzeRIng+6rLrYr8oYTz4UqXN6fVL4OFerJ+Yu+5CJbVoq5RxMJMNoSzHN6yv01EU5VAqpQe19W1RsnvzLQgbBTYTX+/EZVp9CG9DGZceYe7mUxNmRIOVmBaWhWCPM/iVvExk0K3lZ1difbKfZrslVImbYUt7Ep4+drsUmwFbxSmUXD98CKOx1fKt+1C2+bFkJ3yW3PyjBoqDi5Kbuq3fMQtL9bDkWy/Bz7XQw0EX/PENFhxOByO/80nGmdV1l0KgD0AAAAASUVORK5CYII=","orcid":"","institution":"Yokohama National University","correspondingAuthor":true,"prefix":"","firstName":"Takahiro","middleName":"","lastName":"Kubo","suffix":""}],"badges":[],"createdAt":"2026-01-28 01:08:25","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-8715019/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-8715019/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":102752627,"identity":"5d3a4459-d9bb-41dc-a79c-f8990c4b12d7","added_by":"auto","created_at":"2026-02-16 09:32:00","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":176956,"visible":true,"origin":"","legend":"\u003cp\u003eStandardized path coefficients of the final longitudinal structural model.\u003c/p\u003e\n\u003cp\u003e\u003cem\u003eNote.\u003c/em\u003e \u003cem\u003eN\u003c/em\u003e= 989. Values represent standardized path coefficients (\u003cem\u003eβ\u003c/em\u003e). Solid black lines indicate significant paths (\u003cem\u003ep\u003c/em\u003e \u0026lt; .05), while faint gray lines indicate non-significant paths. Covariances among exogenous variables and error terms are omitted for clarity. T1 = Time 1; T2 = Time 2. *\u003cem\u003ep\u003c/em\u003e \u0026lt; .05. **\u003cem\u003ep\u003c/em\u003e\u0026lt; .01. ***\u003cem\u003ep\u003c/em\u003e \u0026lt; .001.\u003c/p\u003e","description":"","filename":"1.png","url":"https://assets-eu.researchsquare.com/files/rs-8715019/v1/6cb499640b0c411248de1137.png"},{"id":109407928,"identity":"d299a94f-1593-4756-b984-fa9e781fd8cd","added_by":"auto","created_at":"2026-05-17 13:55:15","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":535685,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-8715019/v1/06f8869b-ed2e-48b2-85a5-0dc93b432947.pdf"},{"id":102752639,"identity":"af03fd4f-934b-46b5-8039-513a4bc927ca","added_by":"auto","created_at":"2026-02-16 09:32:04","extension":"docx","order_by":1,"title":"","display":"","copyAsset":false,"role":"supplement","size":16294,"visible":true,"origin":"","legend":"","description":"","filename":"SupplementaryMaterial.docx","url":"https://assets-eu.researchsquare.com/files/rs-8715019/v1/fd39fd1e5415aafecdb08c72.docx"}],"financialInterests":"No competing interests reported.","formattedTitle":"Passion, Gratitude, and Envy in the Workplace: A Longitudinal Study of Business Leaders and Employees","fulltext":[{"header":"Introduction","content":"\u003cp\u003eWork is central to people's lives, providing not only financial stability but also a sense of purpose and identity (Duffy et al., \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2016\u003c/span\u003e; Lysova et al., \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Individuals who find their work meaningful and invest significant time and energy into it tend to develop a passion for it (Pollack et al., \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2020\u003c/span\u003e; Vallerand, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e2008\u003c/span\u003e). Although passion is considered a key driver of well-being and performance, empirical evidence within organizational settings suggests it yields divergent outcomes depending on its quality (e.g., Curran et al., \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Ho et al., \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). The dualistic model of passion (DMP) classifies passion into two types (Vallerand et al., \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2003\u003c/span\u003e): harmonious passion (HP) and obsessive passion (OP). The former is the result of an autonomous internalization of the activity into one's identity, allowing individuals to engage in work flexibly and experience positive affect. OP results from a controlled internalization attached to external contingencies such as social status or self-esteem, often leading to rigid persistence, conflict, burnout, and negative affect (Vallerand, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eWhile studies (Curran et al., \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Vallerand, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e) have well-documented the intrapersonal consequences of passion (e.g., flow, burnout), the interpersonal mechanisms underlying these relationships\u0026mdash;specifically how passion influences social emotions and relationships\u0026mdash;are relatively understudied (Pollack et al., \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). Individuals who value their work highly and are passionate about it make it a central component of their self-identity. The self-evaluation maintenance model (Tesser, \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e1988\u003c/span\u003e) has shown that individuals, especially passionate workers, are prone to social comparisons in domains that are highly relevant to their self-definition and thereby inherently susceptible to its effects. To understand how these comparisons affect well-being, recent studies on envy offer a theoretical framework (Lange \u0026amp; Crusius, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Van de Ven et al., \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). Just as passion is dualistic, envy too comprises two distinct forms: benign envy, which motivates self-improvement, and malicious envy, which aims to pull superior others down. In this study, it is posited that the quality of passion determines the nature of envy: HP, driven by autonomous motivation and a desire for mastery, is likely to foster benign envy, while OP, driven by ego-invested self-esteem and fear of failure, may trigger malicious envy by perceiving others as threats (Lange \u0026amp; Crusius, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Vallerand, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). Additionally, gratitude may function as a protective resource in this process. While \u003cem\u003elack\u003c/em\u003e of one\u0026rsquo;s advantages compared to those of others creates envy, \u003cem\u003eappreciation\u003c/em\u003e of what one has or receives creates gratitude (McCullough et al., \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e2002\u003c/span\u003e). Thus, gratitude may buffer the negative effects of obsessive drive or enhance the positive effects of harmonious engagement by shifting attention from competitive threat to interpersonal connection (Wood et al., \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e2010\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThis mechanism is particularly relevant for business leaders (including business owners and executives), who usually operate in high-stakes environments characterized by uncertainty, heavy responsibilities, and intense competition (Baron et al., \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2016\u003c/span\u003e; Stephan, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). In the face of these challenges, leaders often display intense passion, which fuels their persistence and resilience (Cardon et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). However, this intense engagement presents a complex psychological paradox. The obsessive nature of their drive may predispose them to burnout and social isolation (Fernet et al., \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2014\u003c/span\u003e; Vallerand, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e); but surprisingly, it has been reported in empirical studies that entrepreneurs experience higher levels of well-being and lower stress compared to other employees (Baron et al., \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2016\u003c/span\u003e; Stephan, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). So, how do they manage social emotions within competitive contexts? Social comparisons are inevitable; yet, depending on the type of passion individuals possess, these comparisons may trigger distinct forms of envy as described by Lange and Crusius (\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2015\u003c/span\u003e): malicious envy (fear of losing status) or benign envy (motivation for entrepreneurial learning). In such cases, gratitude may serve as a crucial resource for them to build social capital and mitigate leader isolation (Fehr et al., \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). It remains unclear how these conflicting forces (the risks of obsessive passion and the benefits of harmonious engagement) coexist within leaders and shape their happiness. Clarifying the psychological profile of business leaders compared to other occupational groups (e.g., employees, public servants) would provide valuable insights into how high passion can be sustained without sacrificing well-being.\u003c/p\u003e \u003cp\u003eThis study addresses these issues using a two-wave longitudinal design survey on a diverse sample of Japanese working adults. The two primary objectives are (1) to elucidate the psychological mechanisms linking passion to well-being through social emotions and basic psychological needs and (2) to clarify the unique psychological profile of business leaders by comparing them with other occupational groups, such as employees, public servants, and medical professionals.\u003c/p\u003e \u003cp\u003eBased on the DMP and the dualistic nature of envy (Lange \u0026amp; Crusius, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2015\u003c/span\u003e), it is hypothesized that HP and gratitude promote benign envy and relatedness satisfaction, thereby enhancing life satisfaction (i.e., a positive pathway), and that OP triggers malicious envy and relatedness frustration, leading to diminished life satisfaction (i.e., a negative pathway). By examining whether leaders\u0026rsquo; high-passion nature is associated with flourishing\u0026mdash;characterized by high well-being and relatedness\u0026mdash;or suffering\u0026mdash;marked by isolation and malicious envy\u0026mdash;empirical evidence is provided to resolve the paradox of leadership well-being.\u003c/p\u003e"},{"header":"Materials and methods","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eParticipants and procedure\u003c/h2\u003e \u003cp\u003eParticipants were recruited from the registered panel of the online survey platform Freeasy (\u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://freeasy24.research-plus.net/\u003c/span\u003e\u003cspan address=\"https://freeasy24.research-plus.net/\" targettype=\"URL\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e) and were screened to ensure they were currently employed in one of the following categories: company employees, public servants (excluding teachers), medical professionals, or business leaders (entrepreneurs and executives).\u003c/p\u003e \u003cp\u003eData collection was conducted via the online survey platform. The survey consisted of two waves: The first survey, Time 1, was conducted in early September 2024, and the second survey, Time 2, in early March 2025, with a six-month interval. To ensure data quality, careless responders were excluded based on response time. Specifically, response times were log-transformed, and participants with latencies faster than 2 standard deviations below the mean (\u0026minus;\u0026thinsp;2\u003cem\u003eSD\u003c/em\u003e) were identified as extremely fast responders (\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;11) and removed from the dataset.\u003c/p\u003e \u003cp\u003eConsequently, in the final analysis, a total of 989 Japanese working adults were included. Demographic characteristics of the participants are presented in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e. The sample represented diverse occupational sectors and income levels.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDemographic characteristics of the participants (\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;989)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCharacteristic\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCategory\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e497\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e50.30\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e492\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e49.70\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cem\u003eM (SD)\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e49.87\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e(11.75)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRange\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e22\u0026ndash;84\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMarital status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMarried\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e549\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e55.50\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eUnmarried / Other\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e440\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e44.50\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePresence of children\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eHas children\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e490\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e49.50\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNo children\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e499\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e50.50\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOccupation\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEmployees\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e824\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e83.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePublic Servants\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e64\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e6.50\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMedical Pros.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e4.00\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBusiness Leaders\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e61\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e6.20\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAnnual Household Income\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;4\u0026nbsp;million JPY\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e217\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e21.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e4\u0026ndash;8\u0026nbsp;million JPY\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e402\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e40.7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e8\u0026ndash;12\u0026nbsp;million JPY\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e223\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e22.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e12\u0026nbsp;million JPY or more\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e147\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e14.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eMeasures\u003c/h3\u003e\n\u003cdiv id=\"Sec5\" class=\"Section2\"\u003e \u003ch2\u003ePassion\u003c/h2\u003e \u003cp\u003ePassion for work was assessed using the Japanese version of the Passion Scale (Kubo \u0026amp; Sawamiya, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), which is an adaptation of the original Passion Scale (Marsh et al., \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2013\u003c/span\u003e; Vallerand, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). The scale comprises two subscales: harmonious passion (with 6 items, e.g., \u0026ldquo;This activity is in harmony with other activities in my life\u0026rdquo;) and obsessive passion (with 6 items, e.g., \u0026ldquo;I have difficulty controlling my urge to engage in this activity\u0026rdquo;). Participants were asked to reflect on their work and answer the questionnaire. They rated each item on a 7-point Likert scale ranging from 1 (\u003cem\u003enot at all\u003c/em\u003e) to 7 (\u003cem\u003every strongly\u003c/em\u003e). Based on preliminary factor analysis (see the Results section), one item from the OP subscale (Item 12) was excluded due to low factor loading. Thus, the final analysis was conducted using 6 items for HP (\u003cem\u003eα\u003c/em\u003e\u0026thinsp;=\u0026thinsp;.94) and 5 items for OP (\u003cem\u003eα\u003c/em\u003e\u0026thinsp;=\u0026thinsp;.89).\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eGratitude\u003c/h3\u003e\n\u003cp\u003eGratitude was assessed using the Interpersonal Gratitude Scale (Fujiwara et al., \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). Although developed originally for elementary school children, Yoshino and Aikawa (\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2018\u003c/span\u003e) demonstrated the scale\u0026rsquo;s reliability and validity for use on adult populations. The scale consists of 8 items assessing the tendency to feel grateful towards others (e.g., \u0026ldquo;I am always grateful to the people around me\u0026rdquo;). Responses were recorded on a 7-point Likert scale ranging from 1 (\u003cem\u003enot at all\u003c/em\u003e) to 7 (\u003cem\u003every strongly\u003c/em\u003e). Cronbach\u0026rsquo;s alpha coefficient for this scale was .96.\u003c/p\u003e\n\u003ch3\u003eEnvy\u003c/h3\u003e\n\u003cp\u003eEnvy was assessed using the Japanese version of the Benign and Malicious Envy Scale (BeMaS; Sawada \u0026amp; Fujii, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2016\u003c/span\u003e), which was translated and validated based on the original BeMaS developed by Lange and Crusius (\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). This scale consists of 10 items divided into two subscales: benign envy (with 5 items. e.g., \u0026ldquo;A feeling of envy toward others motivates me to accomplish my goals\u0026rdquo;) and malicious envy (with 5 items, e.g., \u0026ldquo;I wish superior people lose their advantage\u0026rdquo;). Participants rated their general tendency to feel these emotions on a 7-point Likert scale ranging from 1 (\u003cem\u003enot at all\u003c/em\u003e) to 7 (\u003cem\u003every strongly\u003c/em\u003e). Cronbach\u0026rsquo;s alpha coefficients for both subscales were .91.\u003c/p\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eBasic psychological needs (Relatedness)\u003c/h2\u003e \u003cp\u003eThe needs for relatedness satisfaction and frustration were assessed using the Japanese version of the Basic Psychological Need Satisfaction and Frustration Scale (BPNSFS; Nishimura \u0026amp; Suzuki, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2016\u003c/span\u003e), which is based on the original scale developed by Chen et al. (\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). The subscales for relatedness satisfaction (with 4 items, e.g., \u0026ldquo;I feel that the people I care about also care about me\u0026rdquo;) and relatedness frustration (with 4 items, e.g., \u0026ldquo;I feel excluded from the group I want to belong to\u0026rdquo;) were used. Participants rated each item on a 7-point Likert scale ranging from 1 (\u003cem\u003enot at all\u003c/em\u003e) to 7 (\u003cem\u003every strongly\u003c/em\u003e). Cronbach\u0026rsquo;s alpha coefficient was .90 for relatedness satisfaction and .83 for relatedness frustration.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eLife satisfaction\u003c/h3\u003e\n\u003cp\u003eSubjective well-being was assessed using the Japanese version of the Satisfaction with Life Scale (SWLS; Diener et al., \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e1985\u003c/span\u003e), translated by Oishi (\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). This global scale for measuring life satisfaction consists of 5 items (e.g., \u0026ldquo;In most ways my life is close to my ideal\u0026rdquo;). Participants rated each item on a 7-point Likert scale ranging from 1 (\u003cem\u003estrongly disagree\u003c/em\u003e) to 7 (\u003cem\u003estrongly agree\u003c/em\u003e). Cronbach\u0026rsquo;s alpha coefficient for this scale was .94.\u003c/p\u003e\n\u003ch3\u003eData analyses\u003c/h3\u003e\n\u003cp\u003eData were analyzed using JASP (Version 0.19). First, to examine differences in passion, gratitude, and well-being profiles across occupational groups (Objective 1), one-way ANOVAs were conducted. Given the unequal sample sizes among the four groups (e.g., \u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;824 for employees vs. \u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;61 for business leaders), Welch\u0026rsquo;s ANOVA was used, which does not assume homogeneity of variance. Post-hoc comparisons were conducted using the Games-Howell test, which is robust to unequal sample sizes and variances.\u003c/p\u003e \u003cp\u003eSecond, to test the hypothesized longitudinal process model (Objective 2), structural equation modeling (SEM) was adopted following the two-step approach recommended by Anderson and Gerbing (\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1988\u003c/span\u003e): first assessing the measurement model (confirmatory factor analysis) to ensure construct validity and then testing the structural model. Model fit was evaluated using the comparative fit index (CFI), Tucker-Lewis Index (TLI), root mean square error of approximation (RMSEA), and standardized root mean square residual (SRMR). Values of CFI and TLI greater than .90, RMSEA values less than .08, and SRMR values less than .10 were considered indicative of an acceptable fit (Kline, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e2016\u003c/span\u003e; Weston \u0026amp; Gore, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2006\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eTo address the issue of missing data due to attrition at Time 2, full information maximum likelihood (FIML) estimation was used. This method provides unbiased parameter estimates under the assumption of Missing at Random (MAR) and is preferred over listwise deletion, especially when attrition is related to study variables (Enders, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2010\u003c/span\u003e).\u003c/p\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003ePreliminary analyses\u003c/h2\u003e \u003cp\u003eOf the 989 participants at Time 1 when the first survey was held, 398 completed the second survey at Time 2 (retention rate\u0026thinsp;=\u0026thinsp;40.2%). To examine potential attrition bias, the demographic and psychological characteristics of the participants who remained with those who dropped out were compared (see Supplementary Table S1). Chi-square tests and \u003cem\u003et\u003c/em\u003e-tests showed no significant differences based on gender, marital status, parental status, HP, or gratitude (ps \u0026gt; .05). However, significant differences were found in terms of occupation, \u003cem\u003eχ\u003c/em\u003e\u003csup\u003e2\u003c/sup\u003e(\u003cem\u003edf\u003c/em\u003e\u0026thinsp;=\u0026thinsp;3, \u003cem\u003eN\u003c/em\u003e\u0026thinsp;=\u0026thinsp;989)\u0026thinsp;=\u0026thinsp;14.56, \u003cem\u003ep\u003c/em\u003e = .002, and OP, \u003cem\u003et\u003c/em\u003e(987) = -3.40, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001. Specifically, medical professionals and business leaders, as well as individuals with higher OP scores (\u003cem\u003eM\u003c/em\u003e\u003csub\u003edropout\u003c/sub\u003e = 12.98 vs. M\u003csub\u003eretained\u003c/sub\u003e = 11.47), were more likely to drop out at Time 2. Given that the missing data mechanism was likely MAR, FIML estimation was employed in subsequent analyses to minimize bias (Enders, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2010\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDescriptive statistics, internal consistency, and correlations among study variables\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"24\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c11\" colnum=\"11\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c12\" colnum=\"12\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c13\" colnum=\"13\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c14\" colnum=\"14\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c15\" colnum=\"15\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c16\" colnum=\"16\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c17\" colnum=\"17\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c18\" colnum=\"18\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c19\" colnum=\"19\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c20\" colnum=\"20\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c21\" colnum=\"21\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c22\" colnum=\"22\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c23\" colnum=\"23\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c24\" colnum=\"24\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cem\u003eα\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cem\u003eω\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cem\u003eM\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cem\u003eSD\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c8\" namest=\"c7\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c12\" namest=\"c11\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c14\" namest=\"c13\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c16\" namest=\"c15\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c18\" namest=\"c17\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"3\" nameend=\"c21\" namest=\"c19\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"3\" nameend=\"c24\" namest=\"c22\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eT1 Harmonious passion\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e18.73\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e8.63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026mdash;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c17\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c19\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c22\" namest=\"c21\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c23\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"1\" nameend=\"c24\" namest=\"c24\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eT1 Obsessive passion\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.89\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.90\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e12.37\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e6.87\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.78\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u0026mdash;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c17\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c19\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c22\" namest=\"c21\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c23\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"1\" nameend=\"c24\" namest=\"c24\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eT1 Gratitude\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e37.12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e10.62\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.41\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u0026mdash;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c17\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c19\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c22\" namest=\"c21\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c23\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"1\" nameend=\"c24\" namest=\"c24\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eT2 Benign envy\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.90\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e18.62\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e7.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.31\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e.36\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u0026mdash;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c17\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c19\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c22\" namest=\"c21\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c23\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"1\" nameend=\"c24\" namest=\"c24\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eT2 Malicious envy\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e12.84\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e6.80\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e.25\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u0026mdash;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c17\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c19\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c22\" namest=\"c21\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c23\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"1\" nameend=\"c24\" namest=\"c24\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eT2 Relatedness sat.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.90\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e16.17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e5.19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.29\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e.30\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e.51\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e.02\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c17\"\u003e \u003cp\u003e\u0026mdash;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c18\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c19\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c22\" namest=\"c21\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c23\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"1\" nameend=\"c24\" namest=\"c24\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eT2 Relatedness frus.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.83\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.84\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e14.57\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e5.28\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.31\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e.42\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c17\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c18\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c19\"\u003e \u003cp\u003e\u0026mdash;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c20\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c22\" namest=\"c21\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c23\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"1\" nameend=\"c24\" namest=\"c24\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eT2 Life sat.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.93\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e18.02\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e7.63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.51\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.36\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e.45\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e.40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c17\"\u003e \u003cp\u003e.59\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c18\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c19\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.42\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c20\"\u003e \u003cp\u003e***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c22\" namest=\"c21\"\u003e \u003cp\u003e\u0026mdash;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c23\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colspan=\"1\" nameend=\"c24\" namest=\"c24\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eNote. N\u0026thinsp;=\u0026thinsp;989. T1\u0026thinsp;=\u0026thinsp;Time 1; T2\u0026thinsp;=\u0026thinsp;Time 2. Relatedness sat. = Relatedness need satisfaction; Relatedness frus. = Relatedness Frustration * \u003cem\u003ep\u003c/em\u003e \u0026lt; .05,\u003c/p\u003e \u003cp\u003e** \u003cem\u003ep\u003c/em\u003e \u0026lt; .01, *** \u003cem\u003ep\u003c/em\u003e \u0026lt; .001.\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e presents the means, standard deviations, and correlations for all study variables. Notably, a strong positive correlation was observed between HP and OP (\u003cem\u003er\u003c/em\u003e = .78, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001). To rule out multicollinearity concerns, the variance inflation factor (VIF) was inspected. VIF value was found to be 2.323, well below the commonly accepted threshold of 5.0, indicating that multicollinearity was not a critical threat. However, this high intercorrelation suggests the potential for suppression effects in the SEM, where the unique variance of each passion type is partitioned.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003eAssessment of the measurement model\u003c/h2\u003e \u003cp\u003eThe measurement model was first tested to include all latent variables. The initial CFA revealed that one item from the OP subscale (Item 12) had a factor loading of .46, which fell below the recommended threshold of .50 (Hair et al., \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2010\u003c/span\u003e). Consequently, this item was removed to improve construct validity. The final measurement model (with Item 12 excluded) demonstrated a good fit to the data: \u003cem\u003eχ\u003c/em\u003e\u003csup\u003e\u003cem\u003e2\u003c/em\u003e\u003c/sup\u003e(154)\u0026thinsp;=\u0026thinsp;2048.46, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001, CFI = .950, TLI = .945, RMSEA = .040, and SRMR = .053. All standardized factor loadings for the retained items were significant (\u003cem\u003ep\u003c/em\u003e \u0026lt; .001) and ranged from .68 to .96, indicating adequate convergent validity.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003eTest of the structural model\u003c/h2\u003e \u003cp\u003eThe hypothesized structural model was tested using FIML estimation. The model demonstrated an acceptable fit to the data: \u003cem\u003eχ\u003c/em\u003e\u003csup\u003e\u003cem\u003e2\u003c/em\u003e\u003c/sup\u003e(154)\u0026thinsp;=\u0026thinsp;2048.46, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001, CFI = .950, TLI = .945, RMSEA = .040, and SRMR = .053. Figure\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e presents the standardized path coefficients.\u003c/p\u003e \u003cp\u003eThe results revealed distinct pathways linking passion and gratitude to well-being via social emotions and psychological needs. In survey 2, HP significantly positively predicted T2 benign envy (β\u0026thinsp;=\u0026thinsp;.60, p \u0026lt; .001). However, contrary to expectations, HP did not significantly predict T2 malicious envy (β = \u0026minus;\u0026thinsp;.12, p = .365). OP significantly positively predicted T2 malicious envy (β\u0026thinsp;=\u0026thinsp;.32, p = .011).\u003c/p\u003e \u003cp\u003eRegarding the path to benign envy, although the coefficient was negative (β = \u0026minus;\u0026thinsp;.17), it was not statistically significant (p = .129). Gratitude played a crucial protective role, significantly positively predicting T2 benign envy (β\u0026thinsp;=\u0026thinsp;.16, p = .003) and significantly negatively predicting T2 malicious envy (β = \u0026minus;\u0026thinsp;.17, p = .004).\u003c/p\u003e \u003cp\u003eSubsequently, these social emotions strongly predicted basic psychological needs. T2 benign envy positively predicted T2 relatedness satisfaction (\u003cem\u003eβ\u003c/em\u003e\u0026thinsp;=\u0026thinsp;.43, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001), while T2 malicious envy positively predicted T2 relatedness frustration (\u003cem\u003eβ\u003c/em\u003e\u0026thinsp;=\u0026thinsp;.59, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001). Finally, T2 relatedness satisfaction positively predicted T2 life satisfaction (\u003cem\u003eβ\u003c/em\u003e\u0026thinsp;=\u0026thinsp;.38, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001), whereas T2 relatedness frustration negatively predicted it (\u003cem\u003eβ\u003c/em\u003e = \u0026minus;\u0026thinsp;.31, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001).\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eNote\u003c/strong\u003e \u003cp\u003e \u003cem\u003eN\u003c/em\u003e\u0026thinsp;=\u0026thinsp;989. Values represent standardized path coefficients (\u003cem\u003eβ\u003c/em\u003e). Solid black lines indicate significant paths (\u003cem\u003ep\u003c/em\u003e \u0026lt; .05), while faint gray lines indicate non-significant paths. Covariances among exogenous variables and error terms are omitted for clarity. T1\u0026thinsp;=\u0026thinsp;Time 1; T2\u0026thinsp;=\u0026thinsp;Time 2. *\u003cem\u003ep\u003c/em\u003e \u0026lt; .05. **\u003cem\u003ep\u003c/em\u003e \u0026lt; .01. ***\u003cem\u003ep\u003c/em\u003e \u0026lt; .001.\u003c/p\u003e \u003c/p\u003e \u003cp\u003eTo verify the hypothesized mediation processes, the indirect effects were examined. Given the use of FIML for missing data, the significance of indirect effects was tested using the Delta method. As shown in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e, the analysis confirmed significant specific indirect pathways. For instance, the adaptive chain from HP to life satisfaction via benign envy and relatedness satisfaction was significant (\u003cem\u003eβ\u003c/em\u003e\u0026thinsp;=\u0026thinsp;.10, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001, 95% CI [.05, .15]). Similarly, the maladaptive chain from OP via malicious envy and relatedness frustration significantly negatively predicted life satisfaction (\u003cem\u003eβ\u003c/em\u003e = \u0026minus;\u0026thinsp;.06, \u003cem\u003ep\u003c/em\u003e = .028).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eStandardized indirect effects of passion and gratitude on life satisfaction\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIndirect Path\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cem\u003eβ\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cem\u003eSE\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cem\u003ep\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e95% CI\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVia Benign Envy \u0026amp; Rel. Satisfaction\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eHP \u0026rarr; Benign Envy \u0026rarr; Rel. Sat. \u0026rarr; Life Sat.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e[.05, .15]\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGratitude \u0026rarr; Benign Envy \u0026rarr; Rel. Sat. \u0026rarr; Life Sat.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.012\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e[.01, .05]\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVia Malicious Envy \u0026amp; Rel. Frus\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOP \u0026rarr; Malicious Envy \u0026rarr; Rel. Frus. \u0026rarr; Life Sat.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e-0.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.028\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e[-.11, \u0026minus;\u0026thinsp;.01]\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGratitude \u0026rarr; Malicious Envy \u0026rarr; Rel. Frus. \u0026rarr; Life Sat.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.017\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e[.01, .06]\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOther Significant Paths\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eHP \u0026rarr; Benign Envy \u0026rarr; Rel. Sat.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e[.15, .37]\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOP \u0026rarr; Malicious Envy \u0026rarr; Rel. Frus.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.08\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.012\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e[.04, .34]\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"5\"\u003e\u003cem\u003eNote\u003c/em\u003e. HP: Harmonious Passion; OP: Obsessive Passion; Rel. Sat. = Relatedness Satisfaction; Rel. Frus. = Relatedness Frustration; Life Sat. = Life Satisfaction. CI\u0026thinsp;=\u0026thinsp;Confidence Interval.\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003eOccupational differences\u003c/h2\u003e \u003cp\u003eFinally, to clarify the unique profile of business leaders, study variables were compared across four occupational groups (Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e). Welch\u0026rsquo;s ANOVA and Games-Howell post-hoc tests revealed that business leaders scored significantly higher on both HP and OP compared to public servants (and higher on HP compared to employees). Regarding interpersonal outcomes, business leaders showed significantly lower levels of malicious envy compared to employees. Although the omnibus ANOVA for life satisfaction at Time 2 was not statistically significant (\u003cem\u003ep\u003c/em\u003e = .122), possibly due to the reduced sample size, business leaders exhibited the highest mean score (\u003cem\u003eM\u003c/em\u003e\u0026thinsp;=\u0026thinsp;22.13) among all groups.\u003c/p\u003e\u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eComparison of study variables across occupational groups\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEmployees\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003ePublic Servants\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eMedical Pros.\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eBusiness Leaders\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eT1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;824\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;64\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;61\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eT2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;349\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cem\u003en\u003c/em\u003e\u0026thinsp;=\u0026thinsp;15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cem\u003eM (SD)\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cem\u003eM (SD)\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cem\u003eM (SD)\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cem\u003eM (SD)\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cem\u003eF\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003ePost-hoc\u003c/p\u003e \u003cp\u003e\u003cem\u003e(Games-Howell)\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePassion (T1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eHarmonious\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e18.39 (8.58)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e17.53 (8.15)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e21.15 (8.32)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e23.02 (8.75)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e7.03***\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eLead\u0026thinsp;\u0026gt;\u0026thinsp;Emp, Pub\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eObsessive\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e12.22 (6.90)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e11.13 (5.78)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e13.90 (7.53)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e14.69 (6.50)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e3.84**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eLead\u0026thinsp;\u0026gt;\u0026thinsp;Emp, Pub\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEmotions (T1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGratitude\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e36.87 (10.81)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e36.73 (10.22)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e38.10 (10.03)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e40.15 (8.37)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1.95\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cem\u003en.s.\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEmotions (T2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eBenign Envy\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e18.59 (7.06)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e17.46 (6.29)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e18.25 (6.36)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e21.60 (7.71)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1.14\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cem\u003en.s.\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMalicious Envy\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e13.18 (6.90)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e11.15 (5.59)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e11.38 (6.65)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e8.67 (4.50)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e2.87*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eLead\u0026thinsp;\u0026gt;\u0026thinsp;Emp\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNeeds (T2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eRelatedness Sat.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e16.07 (5.11)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e15.85 (5.40)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e15.38 (5.26)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e19.47 (6.03)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e2.18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cem\u003en.s.\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eRelatedness Frus.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e14.77 (5.08)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e14.92 (6.17)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e11.88 (6.13)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e10.73 (6.30)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e3.61*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cem\u003en.s.\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOutcome (T2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLife Satisfaction\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e17.74 (7.55)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e19.46 (7.85)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e17.50 (7.31)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e22.13 (8.56)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1.94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cem\u003en.s.\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"7\"\u003e\u003cem\u003eNote\u003c/em\u003e. T1\u0026thinsp;=\u0026thinsp;Time 1; T2\u0026thinsp;=\u0026thinsp;Time 2; Lead\u0026thinsp;=\u0026thinsp;Business Leaders (includes business owners and executives); Emp\u0026thinsp;=\u0026thinsp;Employees; Pub\u0026thinsp;=\u0026thinsp;Public Servants; Medical Pros. = Medical Professionals; Relatedness Sat. = Relatedness Need Satisfaction; Relatedness Frus. = Relatedness Frustration. * \u003cem\u003ep\u003c/em\u003e \u0026lt; .05. ** \u003cem\u003ep\u003c/em\u003e \u0026lt; .01. *** \u003cem\u003ep\u003c/em\u003e \u0026lt; .001.\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"Discussion","content":"\u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003eSummary of main findings\u003c/h2\u003e \u003cp\u003eAiming to unravel the psychological mechanisms linking work passion to well-being, focusing on the unique profile of business leaders, in this study, the DMP was integrated with the dualistic framework of envy to resolve the paradox mentioned in the introduction. Two major insights were obtained. First, the longitudinal SEM confirmed distinct pathways for HP and OP. As hypothesized, HP and gratitude functioned as adaptive resources that promoted benign envy and relatedness satisfaction, which in turn enhanced life satisfaction. In contrast, OP triggered a maladaptive chain involving malicious envy and relatedness frustration. Second, the comparative analysis revealed that business leaders possess a distinct psychological profile characterized by the highest levels of both passion types. Yet, contrary to the risk of burnout often associated with obsessive passion (Vallerand, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e), they exhibited a highly adaptive psychological profile. Together, these findings highlight the pivotal role of passion quality and social resources in sustaining happiness, particularly in high-stakes leadership contexts.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec18\" class=\"Section2\"\u003e \u003ch2\u003eDistinct roles of passion and gratitude\u003c/h2\u003e \u003cp\u003eThe results of the longitudinal SEM provided refined insights into the dualistic pathways. As hypothesized, HP functioned as the primary engine for benign envy, which in turn fostered relatedness satisfaction and well-being. This confirms that autonomous engagement motivates individuals to view others' success as an opportunity for self-improvement and connection (Lange \u0026amp; Crusius, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Vallerand, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eRegarding OP, the results clarified its maladaptive nature. While OP strongly fueled malicious envy and subsequent isolation (relatedness frustration), it failed to contribute to benign envy. Unlike the zero-order correlation that might suggest a link, the SEM results indicate that once the harmonious component is controlled, pure obsession does not promote constructive social comparison (cf. Vallerand et al., \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2003\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eCrucially, these findings highlight the unique importance of gratitude. Interestingly, HP alone was not sufficient to significantly reduce malicious envy in this model. Instead, gratitude served as a significant buffer against malicious envy. This suggests that while passion provides the energy for engagement, gratitude provides the prosocial perspective necessary to mitigate hostility in competitive workplaces (Wood et al., \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e2010\u003c/span\u003e).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec19\" class=\"Section2\"\u003e \u003ch2\u003eResolving the leader's paradox\u003c/h2\u003e \u003cp\u003eThe comparison of occupational groups provides a compelling answer to the psychological paradox of business leaders. Consistent with the high-stakes nature of their role (Stephan, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), leaders exhibited the highest levels of both HP and OP. Theoretically, such elevated OP should pose a risk for maladjustment (Fernet et al., \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). However, contrary to the narrative that high obsession leads to suffering, business leaders displayed a highly adaptive psychological profile. Although the difference in life satisfaction at Time 2 did not reach statistical significance due to sample attrition, leaders numerically scored the highest among all groups. More importantly, they reported significantly lower malicious envy compared to employees and had relatively high levels of relatedness satisfaction. This suggests that the potential maladaptive aspects of their obsessive drive are effectively mitigated by their abundant resources, that is, their overwhelming levels of HP and gratitude. In essence, obsession fuels their drive, with harmonious engagement and strong social connections appearing to buffer the risks of obsession and allowing them to maintain sustained well-being even in competitive environments (Baron et al., \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2016\u003c/span\u003e).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec20\" class=\"Section2\"\u003e \u003ch2\u003ePractical implications\u003c/h2\u003e \u003cp\u003eThese findings offer actionable insights into organizational development, tailored to the distinct profiles of different occupational groups. The longitudinal model demonstrates that regardless of job type, HP and gratitude are universal drivers of benign envy and relatedness satisfaction. This suggests two distinct intervention strategies. First, for the general workforce (e.g., employees and public servants), who exhibited significantly lower levels of passion compared to leaders, the primary goal of strategies should involve \u0026lsquo;passion activation\u0026rsquo;. Organizations should foster environments that support autonomous motivation\u0026mdash;such as providing meaningful rationale for tasks and allowing job crafting\u0026mdash;to ignite HP (Vallerand, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). By cultivating HP, employees can enhance their engagement and positive social emotions, thereby improving their well-being. Second, for business leaders, who already possess high levels of both types of passion, the goal of interventions should be \u0026lsquo;resource management\u0026rsquo;. Simply advising them to reduce their obsessive drive is unrealistic given their high-stakes environment. Instead, interventions should focus on strengthening HP and gratitude as buffering resources. Cultivating gratitude can help leaders reframe competitors not as threats (malicious envy) but as role models (benign envy) (Lange \u0026amp; Crusius, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2015\u003c/span\u003e), while building social capital within the organization (Fehr et al., \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2017\u003c/span\u003e).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec21\" class=\"Section2\"\u003e \u003ch2\u003eLimitations and future directions\u003c/h2\u003e \u003cp\u003eAlthough the study has several insights to offer, it also has limitations that should be noted. First, despite employing FIML estimation to address missing data, the attrition rate at Time 2 was high(approximately 60%). Our attrition analysis indicated that dropouts were not completely random; specifically, business leaders and individuals with higher obsessive passion were more likely to drop out. Although FIML is a robust method for reducing bias under the MAR assumption by utilizing all available information from the full sample (Enders, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2010\u003c/span\u003e), the potential for survival bias cannot be entirely ruled out. Specifically, the business leaders retained at Time 2 may represent a resilient survivor subset who have successfully managed their obsessive drive, whereas those who were suffering the most might have been lost to follow-up. Consequently, while the structural pathways identified in our model are statistically corrected, the mean levels of well-being among leaders at Time 2 should be interpreted with caution. Future research should employ designs that maximize retention for high-status, high-stress populations to capture the full spectrum of leadership experiences.\u003c/p\u003e \u003cp\u003eSecond, all measures were self-reported; hence, common method bias cannot be ruled out, although the longitudinal design helps mitigate this concern. Finally, the cultural context of this study offers both a boundary condition and a unique theoretical contribution. The data were collected in Japan, a culture characterized by interdependent self-construal (Markus \u0026amp; Kitayama, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e1991\u003c/span\u003e). In such contexts, individuals are often more sensitive to social comparison and interpersonal harmony, which may amplify the experience and impact of social emotions like envy and gratitude. Therefore, our finding that gratitude effectively buffers malicious envy is particularly salient; it suggests that in environments where social connectedness is paramount, prosocial resources are critical for mitigating the toxic effects of competition. While this underscores the importance of our findings for interdependent cultures, future research is needed to test whether these mechanisms operate with equal strength in Western contexts, where independent self-construal is more prevalent.\u003c/p\u003e \u003c/div\u003e"},{"header":"Declarations","content":"\u003ch2\u003eFunding\u003c/h2\u003e \u003cp\u003eThis research was supported by XXXX (grant numbers: XXXX and XXXX).\u003c/p\u003e\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eThe author confirms sole responsibility for the following: study conception and design, data collection, analysis and interpretation of results, and manuscript preparation.\u003c/p\u003e\u003ch2\u003eAcknowledgement\u003c/h2\u003e\u003cp\u003eWe would like to thank Editage (www.editage.jp) for English language editing.\u003c/p\u003e\u003ch2\u003eData Availability\u003c/h2\u003e\u003cp\u003eDe-identified data and project materials are available for download from the OSF repository (https://osf.io/3qszd) in accordance with IRB restrictions (Approval ID: 非医-2024-32).\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eAnderson, J. 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The integrated model of emotional gratitude and emotional indebtedness in receiving help. \u003cem\u003eJapanese Journal of Psychology\u003c/em\u003e, \u003cem\u003e88\u003c/em\u003e(6), 535\u0026ndash;545. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://doi.org/10.4992/jjpsy.88.16044\u003c/span\u003e\u003cspan address=\"10.4992/jjpsy.88.16044\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"dualistic model of passion, benign and malicious envy, gratitude, business leaders, well-being, longitudinal study","lastPublishedDoi":"10.21203/rs.3.rs-8715019/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8715019/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eIn this two-wave longitudinal study, the psychological mechanisms linking work passion to well-being are examined, focusing on the unique profile of business leaders, by integrating the dualistic model of passion with the dualistic framework of envy, to analyze how work passion and gratitude shape social emotions and basic psychological needs over time. A survey on 989 Japanese working adults (including 61 business owners and executives), followed by structural equation modeling, revealed that (a) harmonious passion and gratitude promote benign envy and relatedness satisfaction, while (b) obsessive passion triggers malicious envy and relatedness frustration. Gratitude was found to significantly reduce malicious envy, while harmonious passion by itself lacked this buffering effect. Business leaders reportedly had a \u0026ldquo;high passion\u0026rdquo; adaptive psychological profile and a higher level of well-being compared to employees. This \u0026ldquo;psychological paradox\u0026rdquo; of leadership well-being suggests how harmonious engagement and social connection can buffer the potential risks of obsessive drive.\u003c/p\u003e","manuscriptTitle":"Passion, Gratitude, and Envy in the Workplace: A Longitudinal Study of Business Leaders and Employees","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-02-16 09:04:54","doi":"10.21203/rs.3.rs-8715019/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"32b3f289-2f5b-4c11-848f-dd5e67a5c3ea","owner":[],"postedDate":"February 16th, 2026","published":true,"recentEditorialEvents":[{"type":"decision","content":"Rejected","date":"2026-05-17T13:46:06+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2026-05-13T15:27:17+00:00","index":80,"fulltext":""},{"type":"reviewerAgreed","content":"240925872421632657059166329765833212970","date":"2026-05-08T11:15:58+00:00","index":77,"fulltext":""}],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2026-05-17T13:55:00+00:00","versionOfRecord":[],"versionCreatedAt":"2026-02-16 09:04:54","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-8715019","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8715019","identity":"rs-8715019","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}