Search results

This study tested a holistic model that investigated the interaction effect of negative mentoring experiences and moqi (pronounced “mò-chee”) with a mentor—where moqi refers to a situated state between two parties in which one party understands and cooperates well with the other party without saying a word—on the protégés’ turnover intention, along with the mediating role of protégés’ harmonious work passion.

Data were collected from 281 protégés through a three-wave questionnaire survey with a 1-month lag between waves. We used a hierarchical multiple regression and bootstrapping analysis to test our hypotheses.

Our results support the mediating effect of harmonious work passion on the positive relationship between protégés’ negative mentoring experiences and turnover intention. In addition, our analysis confirmed that moqi with the mentor amplifies both the impact of protégés’ negative mentoring experiences on harmonious work passion and the indirect effect of negative mentoring experiences on protégés’ turnover intention via harmonious work passion.

By demonstrating the interaction effect of protégés’ negative mentoring experiences and moqi with their mentor on turnover intention, as well as the mediating role of harmonious work passion, this study expands our understanding of the mechanism and boundary condition of the effect of negative mentoring experiences and provides inspiration and guidance for mentoring practices.

In today's digitalized world, platform leadership is a novel leadership style that facilitates employee innovation. However, the impact mechanism of platform leadership on employee innovation passion has not been explored.

In this study, based on the theory of a self-organizing objective system, 591 new-generation employees were surveyed to explore the impact of platform leadership on the harmonious innovation passion of new-generation employees.

The results showed that platform leadership stimulates the harmonious innovation passion of employees by promoting the integration of organizational and employee objectives. This mechanism was found to be weakened by the internal integrated organizational culture and strengthened by the external adaptive organizational culture.

This study explores the mechanism by which platform leadership style influences the harmonious innovation passion of new-generation employees and provides theoretical guidance and practical insight into ways to improve the innovation capability of new-generation employees.

Considering the potential economic losses this might bring about, researchers have begun to explore ways to mitigate procrastination. Drawing on the job demands-resources model and the spillover-crossover model, this study aims to investigate the association between harmonious passion and procrastination at the intra- and interpersonal levels.

This study used a two-wave multisource questionnaire survey to acquire 256 cases nested in 128 coworker dyads from two hotels in Shanghai. Multilevel analysis and the actor–partner interdependence model were adopted to examine the hypotheses.

The results indicate that employees’ harmonious passion is indirectly negatively associated with procrastination (i.e., cyberslacking and soldiering) through workplace well-being at the intrapersonal level; employees’ harmonious passion is indirectly negatively associated with their coworkers’ procrastination (i.e., cyberslacking and soldiering) through the coworkers’ workplace well-being; and the crossover influence of employees’ harmonious passion on coworkers’ workplace well-being is contingent upon interpersonal conflict at the dyadic level, such that the crossover influence is stronger in condition of low rather than high interpersonal conflict.

Hotels are suggested to provide training programs to employees for enhancing their capabilities to maintain harmonious passion and promote their communication skills to decrease the likelihood to experience interpersonal conflict.

This study offers a comprehensive insight into the association between harmonious passion and procrastination in hospitality employees, which extends the understanding of the outcomes of harmonious passion and the profit of harmonious passion at the interpersonal level.

The purpose of this paper is to explore the association of harmonious work passion with career satisfaction, while probing the mediating role of employees’ psychological career resources and career preoccupations as important psychosocial career mechanisms in this association.

This paper is a cross-sectional quantitative study comprising a sample of (n = 550) employees in various South African organisations.

The current study found that individuals’ career preferences, career drivers, career harmonisers and career adaptation preoccupations are dynamic mechanisms that regulate the link between harmonious passion and career satisfaction.

The study is located in South Africa and was cross-sectional in design. Generalisation to other occupational contexts and establishing cause-effect relations were not possible.

This paper demonstrates the usefulness of harmonious work passion as an additional positive psychological construct in understanding the psychosocial motivational career mechanisms that drive employees’ career satisfaction. The mediating role of certain psychological career resources (i.e. flexible career preferences, career drivers and career harmonisers) and career adaptation preoccupations in the link between employees’ harmonious passion and career satisfaction need to be considered in career management support practices.

This paper demonstrates the growing need to better understand the psychosocial mechanisms that influence employees’ career satisfaction.

The study contributed new insights that extend theory and research on the harmonious work passion phenomenon in relation to important career constructs in the work-career context by means of self-determination theory.

This study aims to develop and examine a cross-level model of the link between shared leadership and hotel employees’ proactive customer service performance (PCSP) by investigating employees’ harmonious passion as a mediator and employees’ traditionality as a moderator.

The hypotheses were tested using hierarchical linear modeling based on multilevel data from 353 frontline service employees in 148 teams across 10 Chinese hotels.

The results revealed that shared leadership promoted frontline service employees’ PCSP by enhancing their harmonious passion. Moreover, when employees traditionality was high, harmonious passion was less influenced by shared leadership. When employees traditionality was low, shared leadership exerted a more positive influence on harmonious passion. In addition, harmonious passion mediated the interactive effect of shared leadership and traditionality on frontline service employees’ PCSP.

The findings suggest that organizations should cultivate shared leadership to promote frontline service employees’ PCSP. Organizations should also seek to enhance employees’ harmonious passion and foster a low-traditionality environment with the aim of maximizing the positive influence of shared leadership.

First, this research expands the leadership-PCSP literature by shifting the research focus from vertical leadership to shared leadership. Second, it offers a novel framework based on self-determination theory to clarify the influence of shared leadership on PCSP. Finally, the focus on the moderating impact of traditionality identifies a new contextual factor that influences the effectiveness of shared leadership.

The purpose of this paper is to assess if the core value of Chinese traditional culture (harmony) still remains in managers’ hearts, and what factors influence this core value’s persistence. This was done by assessing the harmonious competencies of China’s county and department-level officials based on the competing values framework.

A survey of 1,000 county and department-level officials was taken at random based on the Ministry of Human Resources and Social Security’s public sector employee listings. An empirical assessment was made and a hierarchical linear regression approach was used.

Though Chinese traditional culture has been blended with communist ideology and Western practices in government administration, the core value of Chinese bureaucracy still remains that which is carried in officials’ minds. In general, public officials possess a satisfactory level of harmonious competency. The regression results showed that some factors influence harmonious competency significantly, which disproves the view that harmonious competency might be merely engendered in officials by being born and growing up in Chinese traditional culture.

Given the assumption that a Chinese-born citizen could inherit the core value of its traditional culture is commonplace, the paper reveals that because the current Chinese culture is a mix of socialist thinking, traditional culture and Western practices, it cannot be assumed any more that the core value of Chinese culture is inherited automatically. On the contrary, it could be promoted by changing or cultivating certain factors in workplaces.

Entrepreneurial passion lies at the foundation of the business development process, yet the available evidence is ambiguous regarding its effects on firm performance. In this study, we examine the entrepreneurial passion puzzle by looking into decision-making mechanisms underlying its potential to increase business performance outcomes. Based on the literature on passion and effectuation theory, we link harmonious passion to firm performance through effectual behavioral logic.

To empirically test the theoretical model, we performed bootstrapping-based mediation, ordinary least squares moderated regression and moderated mediation analysis based on survey data collected from 105 executives of US firms.

We found that harmonious passion indirectly increases firm performance through effectuation. The direct link between harmonious passion and firm performance is insignificant. Moreover, the proposed mediation model is strengthened when the executives attain high levels of entrepreneurial experience.

This study is not without limitations. First, a cross-sectional data set was adopted as the empirical setting of our research. Hence, further studies could benefit from applying longitudinal research designs. Second, a self-reported survey was utilized to measure firm performance. Although such operationalization is widely accepted in management and entrepreneurship studies, objective measures can produce additional insights into focal relationships.

This study provides practical implications for educators, consultants and managers. First, educators should encourage harmonious passion and teach effectual decision-making through various educational programs. Consultants and business practitioners should take similar orientations when organizing training for employees and executives. Finally, managers need to comprehend the motivational types of their employees and promote harmonious passion through appraisal systems and organizational culture.

This research uncovers a mechanism and a boundary condition on the relationship between harmonious passion and performance. The results show the critical moderating role of human capital and the mediating role of effectual decision-making on the passion and performance relationship. The current study contributes to the passion literature by providing a more nuanced understanding of the dynamics between entrepreneurial passion and firm performance.

Passion is considered a critical aspect of entrepreneurship. According to the dualistic model of passion (DMP), entrepreneurs’ passion for their work can be harmonious or obsessive, leading to different personal and work outcomes. Drawing on DMP and the self-determination theory, this paper investigates these two types of passion for work and their effects on entrepreneurs’ subjective well-being (SWB), psychological strain and social loneliness.

The authors conducted a self-administered online survey with 312 entrepreneurs in Turkey. The authors selected the sample using purposive sampling and referrals through snowballing via associations, university start-up organizations, entrepreneur lists and personal networks. The data are analyzed using multiple regression analysis.

The results show that harmonious passion is negatively related to strain, while obsessive passion is positively related to both strain and social loneliness. Furthermore, both types of passion are associated with higher SWB. Finally, age moderates the relationship between obsessive passion and SWB.

The findings draw attention to another dark side to entrepreneurship and a useful perspective to raise awareness that entrepreneurs may think positively of obsessive passion and ignore the negative consequences.

This study contributes to the literature by showing that both positive and negative consequences of passion may co-exist based on the entrepreneurs’ self-perceptions. It also contributes to the very scarce research in non-western, emerging contexts in entrepreneurial passion research and constitutes the first study conducted on this topic in Turkey.

Public sector employees’ contributions play a crucial role in improving public service quality and promoting the image of public organizations. The aim of this research is to unravel how and when human resource (HR) flexibility activates citizen-oriented boundary-spanning behaviors among public sector employees.

The data were collected from 427 public sector employees and 102 supervisors working for governmental agencies from the districts of a major city in Vietnam. Multilevel structural equation modeling (MSEM) was employed to analyze the data.

The positive associations between HR flexibility and the three dimensions of citizen-oriented boundary-spanning behaviors were supported. Harmonious passion demonstrated a mediating path for such linkages. Employee perceptions of normative public values were found to exert a positive moderating effect on the positive link between HR flexibility and harmonious passion, as well as their indirect link via harmonious passion.

This study advances the literature by identifying how and when HR flexibility shapes citizen-oriented boundary-spanning behaviors among public sector employees.

Reflecting subjective feelings of aliveness, thrivingness and energy, entrepreneurs’ eudaimonic well-being helps to enhance firm performance, which raises the question how to improve this largely under-researched type of well-being. Drawing upon the conservation of resources theory, this study examines how an entrepreneur’s obsessive passion has an inverted U-shaped association while harmonious has a positive association with their eudaimonic well-being, and how these relationships vary under the moderating effect of socially prescribed perfectionism.

Study 1 includes a survey with entrepreneurs from 182 small businesses in Vietnam. To overcome the limitation of cross-sectional data in Study 1 and test the hypotheses in a diverse and western sample, this research employed a two-wave lagged design in Study 2 with 81 entrepreneurs in the United States and United Kingdom.

Both studies confirmed that an entrepreneur’s harmonious passion has a positive association and obsessive passion has an inverted U-shaped association with their eudaimonic well-being. This study also found these associations are moderated by socially prescribed perfectionism.

This research extends the literature on eudaimonic well-being in entrepreneurship by confirming its determinants and contributes to the debate about the positive side of obsessive passion. Also, its examination of socially prescribed perfectionism in the context of entrepreneurship lays the foundation for further research on the role of this important personality trait in shaping the performance and well-being of entrepreneurs. This study provides theoretical contributions and managerial implications and suggests areas for future research.