Passion has known widely as a factor that influences motivation positively. However, its operationalization in decision-making remains unclear. To fill this gap, the author develops the concept and model of the passionate decision through which one can predict future inclination to a choice. Using university choice as a research context, the data from 350 respondents reveals that the model is robust and has good nomological validity. As expected, the passionate decision can explain 98% of future loyalty. The construct is also able to represent 93% of positive affect, decision confidence, and self-efficacy, usually used as the indicators of decision quality. Decision justifiability and mastery goals contribute positively to the passionate decision, whereas performance-avoidance goals show the adverse contribution, and performance-approach goals show no contribution. This re-search still uses harmonious passion. Further research can use obsessive passion to investigate whether both have the same or different capability in explaining future choice engagement.

Positive affectivity and affective management are among important issues for the most desirable effectiveness of employees in the workplace. Accordingly, in this research, the role of meaning and spirituality at workplace is considered for job happiness, positive affect and job satisfaction. To this end, within a correlation study, with the selection of two hundred and four employees of two custom organizations in Esfahan and Tehran, in Iran, who answer meaning and spirituality at work, job happiness, positive affect and job satisfaction questionnaires, the research hypotheses have been tested through Pearson & apos; s correlation and structural equation modeling. The results showed that there were significant relationships between meaning and spirituality at work, job happiness, positive affect and job satisfaction. Results of structure equation modeling revealed that during two chain models, at first meaning and spirituality at work are linked to job happiness and positive effect. Then job happiness and positive effect cause reinforcement of job satisfaction. The results of this study showed that meaning and spirituality at work cause positive affective spillover from job happiness and positive affect to job satisfaction.