INTRODUCTION
Ho et al researched passion at work environment; precisely they concentrated on how job passion may affect employee work performance. Job is “an activity that occupies a major part of many people’s lives”(2011:p.40), therefore this study may benefit firms, managers, employees and scholars. After reviewing previous literature, the authors have problematised the definition of job passion as “imprecise, incompatible, or completely lacking”(2011:p.26), they also identified the gap of linking job passion with employees performance. As “there is a dearth of scientific studies that link job passion to actual performance ratings”(2011:p.27), this research tried to confirm this relationship, and checked if “cognitive engagement is the mediating mechanism”(2011:p.27)between them.

THEORY AND HYPOTHESIS
The researchers benefited from the premature closures on job passion as they “build on passion research from the social psychological literature”(2011:p.28).They depended on existing literature theories to synthesize their hypothesis, and then they tested this hypothesis to validate the theory. To answer the research question the authors hypothesized that harmonious passion is positively related to cognitive absorption and attention, on contrary obsessive passion is negatively related. And they postulated that cognitive absorption and attention is the mediating mechanism for the relationship between passion with its two forms and work performance.

METHODS
The authors used quantitative research methodology with cross-sectional design. They used self completion methods, they“…conducted…questionnaire-based survey…”(2011:p.34)to collect passion and cognitive engagement data (their primary data), whereas employees performance data was their secondary data and it was available in the company for different purposes. By using quantitative method, the authors