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Article
Publication date: 11 October 2021

Dirk De Clercq and Renato Pereira

This study seeks to unravel the relationship between employees' passion for work and their engagement in problem-focused voice behavior by identifying a mediating role of…

Abstract

Purpose

This study seeks to unravel the relationship between employees' passion for work and their engagement in problem-focused voice behavior by identifying a mediating role of their efforts to promote work-related goal congruence and a moderating role of their perceptions of pandemic threats to the organization.

Design/methodology/approach

The research hypotheses were tested with quantitative data collected through a survey instrument administered among 158 employees in a large Portuguese-based organization that operates in the food sector, in the midst of the coronavirus disease 2019 (COVID-19) pandemic. The Process macro was applied to assess the moderated mediation dynamic that underpins the proposed theoretical framework.

Findings

Employees' positive work-related energy enhances their propensity to speak up about organizational failures because they seek to find common ground with their colleagues with respect to the organization's goals and future. The mediating role of such congruence-promoting efforts is particularly prominent to the extent that employees dwell on the threats that a pandemic holds for their organization.

Practical implications

The study pinpoints how HR managers can leverage a negative situation—employees who cannot keep the harmful organizational impact of a life-threatening virus out of their minds—into productive outcomes, by channeling positive work energy, derived from their passion for work, toward activities that bring organizational problems into the open.

Originality/value

This study adds to HR management research by unveiling how employees' attempts to gather their coworkers around a shared work-related mindset can explain how their passion might spur reports of problem areas, as well as explicating how perceived pandemic-related threats activate this process.

Details

Journal of Organizational Effectiveness: People and Performance, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2051-6614

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Article
Publication date: 22 October 2021

Meehee Cho and Joanne Jung-Eun Yoo

Today’s consumers are aware of restaurants’ effects on the environment and pressure them to implement green practices. As restaurant success largely depends on how…

Abstract

Purpose

Today’s consumers are aware of restaurants’ effects on the environment and pressure them to implement green practices. As restaurant success largely depends on how employees meet customer expectations, employee green creative behavior (EGCB) is critical. Therefore, this study aims to investigate how to enhance EGCB by integrating a comprehensive set of three-dimensional components: external, organizational and individual factors.

Design/methodology/approach

Data analysis was conducted using responses from full-time employees in the US restaurant industry. The PROCESS macro was used to test the direct and indirect relationships between the study variables. A series of mediation analyzes were conducted to investigate the mediation effects of “restaurant ethical standards” and “employee green passion” on their relationships to “customer pressure” and EGCB.

Findings

The results verified a direct effect of “customer pressure” on “restaurant ethical standards” and EGCB. The study also demonstrated positive direct relationships of “restaurant ethical standards” – “employee green passion” and “employee green passion” – EGCB. The result showed that “restaurant ethical standards” and “employee green passion” sequentially explained the partial impact of “customer pressure” on EGCB.

Practical implications

The study recommends that restaurant managers acknowledge growing customer environmentalism and prepare to address their customers’ stricter green requirements. Restaurants need to review their ethical standards on a regular basis to meet rising customer pressure. The study also offers empirical evidence regarding the importance of selecting employees who are passionate about sustainability and empowering them to encourage their green creative behavior.

Originality/value

Although past studies have introduced various determinants of employee creative behavior, they have mainly focused on organizational and individual-level factors but have ignored a critical external factor, which is customer pressure. The study addresses this research gap by investigating the interrelationships between customer pressure and EGCB through restaurant ethical standards (organizational-level) and employee green passion (individual-level).

Details

International Journal of Contemporary Hospitality Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 7 October 2021

Tuan Trong Luu

The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility…

Abstract

Purpose

The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility promotes hospitality employees’ innovative work behavior.

Design/methodology/approach

The data were garnered from 438 employees and 67 managers from 19 hotels operating in Vietnam. Multilevel structural equation modeling was used to analyze the data.

Findings

The positive association was observed between HR flexibility and innovative work behavior. Harmonious passion functioned as a mediator for such a relationship. While promotion focus was found to positively interact with HR flexibility to predict employee harmonious passion, prevention focus demonstrated an attenuating effect on the association between HR flexibility and harmonious passion.

Practical implications

The findings suggest that hospitality organizations can promote innovative work behavior among employees through building skill and behavioral flexibility, as well as flexibility in HR practices. Hospitality organizations should also realize the role of harmonious passion as a mechanism that can channel HR flexibility into innovative work behavior and the interactive effect of promotion focus and HR flexibility on fostering harmonious passion and, in turn, innovative work behavior.

Originality/value

This inquiry advances the strand of research on the HR management-innovative behavior linkage by offering insights into how and when HR flexibility promotes innovative work behavior among hotel employees.

Details

International Journal of Contemporary Hospitality Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 21 September 2021

Karen Landay, David F. Arena Jr and Dennis Allen King

Anecdotal and survey reports indicate that nurses are suffering increased stress and burnout due to the coronavirus disease (COVID-19) pandemic. Therefore, this study…

Abstract

Purpose

Anecdotal and survey reports indicate that nurses are suffering increased stress and burnout due to the coronavirus disease (COVID-19) pandemic. Therefore, this study investigated two forms of passion, harmonious and obsessive passion, as resources that may indirectly predict two forms of burnout, disengagement and exhaustion, through the mediator of job stress.

Design/methodology/approach

The authors tested their hypotheses in a mediation model using a sample of nurses surveyed at three timepoints during the COVID-19 pandemic.

Findings

As hypothesized, harmonious passion indirectly decreased disengagement and exhaustion by decreasing job stress. Contrary to authors’ hypotheses, obsessive passion also indirectly decreased (rather than increased, as hypothesized) both disengagement and exhaustion by decreasing job stress. Harmonious, but not obsessive, passion, was significantly negatively directly related to disengagement and exhaustion.

Research limitations/implications

Data were collected during the COVID-19 pandemic, which may have impacted nurses’ work environments and their willingness to respond.

Originality/value

This study extends conservation of resources theory to conceptualize harmonious and obsessive passion as resources with differing outcomes based on their contrasting identity internalization, per the Dualistic Model of Passion. This study also operationalizes burnout more comprehensively by including cognitive and physical exhaustion along with emotional exhaustion, as well as disengagement. By collecting responses at three timepoints, this study provides a more robust test of causality than previous work examining passion and burnout.

Details

Journal of Managerial Psychology, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0268-3946

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Book part
Publication date: 14 August 2014

Petra Kipfelsberger and Heike Bruch

This study investigates the situations in which productive organizational energy (POE) and organizational performance increase through customer passion, that is, perceived…

Abstract

This study investigates the situations in which productive organizational energy (POE) and organizational performance increase through customer passion, that is, perceived customers’ affective commitment and customers’ positive word-of-mouth behavior. We integrate research on POE with research on customer influences on employees. Based on emotional contagion processes we develop hypotheses for the energizing influences of customers at the organizational level. We test the hypotheses using a dataset containing 495 board members and 8,299 employees of 152 organizations. The results show that customer passion is positively related to POE, which is in turn positively related to organizational performance. Furthermore, the findings indicate that the effect of customer passion on organizational performance through POE depends on top management team’s (TMT’s) customer orientation. By providing first insights into the linkages and contingencies of customer passion, POE, and organizational performance, this study puts forth a more holistic understanding of the energizing effect of customers on organizations.

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Book part
Publication date: 30 September 2016

Ruth W. Grant

In The Passions and the Interests, Hirschman explored a movement in 18th century thought whose aim was to shape human motivations by establishing the prominence of…

Abstract

In The Passions and the Interests, Hirschman explored a movement in 18th century thought whose aim was to shape human motivations by establishing the prominence of interests, particularly material interests, in order to diminish the negative effects of the passions in political life. If the pursuit of gain could replace the pursuit of glory, for example, commercial transactions might replace bloody wars as a means of resolving conflict. Hirschman finds this claim overly optimistic. And, in his view, in making their case, these thinkers oversimplified and impoverished our understanding of human psychology by reducing all motivation to interest – a problem that persists in contemporary social science. After exploring Hirschman’s account of 18th century thinkers, this paper attempts a discussion of a richer psychology identifying the variety of passions that motivate action toward different political goals; viz. status, justice, solidarity, and security. These political passions – including ambition, compassion, righteous indignation, loyalty, and fear – can have positive as well as negative political consequences.

Details

Research in the History of Economic Thought and Methodology
Type: Book
ISBN: 978-1-78560-962-6

Keywords

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Article
Publication date: 30 April 2021

Ilona Toth, Sanna Heinänen and Kaisu Puumalainen

In response to the increasing interest in entrepreneurs' well-being in both the entrepreneurship and management research fields, this study builds and tests a research…

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Abstract

Purpose

In response to the increasing interest in entrepreneurs' well-being in both the entrepreneurship and management research fields, this study builds and tests a research model on the role of entrepreneurial passion for inventing in work engagement in the context of modern knowledge work. The research argument is built on the job demands–resources model, the most commonly used frame for measuring employee well-being in work and organization psychology. The research setting in this study compares digital entrepreneurs and freelancers with traditional knowledge workers and part-time platform workers in terms of passion and engagement.

Design/methodology/approach

Using a quantitative research design, the authors collected data from 349 highly specialized knowledge workers through anonymous questionnaires. The research hypotheses were tested with linear and logit models.

Findings

The results show that entrepreneurial passion is positively related to increased job demands and work engagement and that job demands can have a positive effect on work engagement in highly complex knowledge work.

Originality/value

The study contributes to the entrepreneurship literature by expanding the analysis of entrepreneurial passion outside the entrepreneurship context and into work engagement theory by adding passion for inventing as an important motivational factor in modern knowledge work. Extant literature on the consequences of work digitalization is still scarce, and this study provides insights into successful working on digital platforms.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 27 no. 9
Type: Research Article
ISSN: 1355-2554

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Book part
Publication date: 28 August 2020

Ayca Kubra Hizarci-Payne and Ozge Ozgen

The present chapter aims to provide a holistic perspective by investigating how passion types can have a role on entrepreneurs’ target of passion with the integration of…

Abstract

The present chapter aims to provide a holistic perspective by investigating how passion types can have a role on entrepreneurs’ target of passion with the integration of Hofstede’s cultural dimensions. A conceptual framework was administered in order to build the association between passion types and targets of passion in the light of the literature by which harmonious and obsessive passions are proposed to be the determinants of different targets of entrepreneurs’ passion. Additionally, based on the extant literature, the role of culture in shaping the entrepreneurs’ target of passion is addressed by utilizing Hofstede’s cultural approach. Seven major propositions were discussed to provide a comprehensive understanding of entrepreneurial passion and targets of passion.

Details

The Entrepreneurial Behaviour: Unveiling the cognitive and emotional aspect of entrepreneurship
Type: Book
ISBN: 978-1-78973-508-6

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Article
Publication date: 20 November 2020

Michael Mustafa, Hazel Melanie Ramos and Siti Khadijah Zainal Badri

The purpose of this study seeks to examine how nonfamily employees' job autonomy and work passion can influence their job satisfaction and intention to quit in family…

Abstract

Purpose

The purpose of this study seeks to examine how nonfamily employees' job autonomy and work passion can influence their job satisfaction and intention to quit in family small-to-medium-sized enterprises (SMEs). Current, research regarding the determinants of nonfamily employees' job satisfaction and turnover intentions has largely focused on the effects of family influence and family firm characteristics. Accordingly, not much is known of how the job characteristics and emotions of nonfamily employees influence their job satisfaction and intention to quit.

Design/methodology/approach

Data were collected from 160 nonfamily employees across 28 family-SMEs. Process macro was used to analyze the mediating role of nonfamily employees' work passion in the relationship between their job autonomy and job satisfaction and intention to quit.

Findings

Findings showed that nonfamily employees' job autonomy only had a significant direct effects on their job satisfaction and not their intention to quit. Subsequently, nonfamily employees' work passion was found to only partially mediate the relationship between their job autonomy and job satisfaction.

Originality/value

By focusing on the concepts of job autonomy and work passion, the study adds additional insights about the drivers of nonfamily employees' pro-organizational attitudes in family-SMEs. Also the study represents one of the first efforts in the literature to establish a link between job autonomy and the work passion of nonfamily employees with respect to their job satisfaction.

Details

Journal of Family Business Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2043-6238

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Article
Publication date: 18 December 2020

Huan Xiao, Zhenduo Zhang and Li Zhang

The purpose of this paper is to explore the relationship between temporal leadership and employees' innovative behavior while considering the competitive mediators of…

Abstract

Purpose

The purpose of this paper is to explore the relationship between temporal leadership and employees' innovative behavior while considering the competitive mediators of harmonious and obsessive passions in work situations, along with the moderating role of synchrony preference.

Design/methodology/approach

Insights from the literature and affective events theory (AET) underpin the hypotheses on whether and how temporal leadership would affect employees' innovative behavior. A total of 365 responses were received, and 336 questionnaires were considered for the analysis. This paper examined the whole model through a path analysis using Mplus 7.4.

Findings

The results indicated the significant effect of temporal leadership on innovative behavior through harmonious passion which is moderated by synchrony preference, such that the positive effects are stronger when employee's synchrony preference is higher.

Originality/value

This paper contributes to the emerging literature on temporal management by examining the path of temporal leadership→ job passion→ innovative behavior to deepen knowledge of how temporal leadership may impact employees' innovative behavior. This paper also proposed a collaborative model related to temporal leadership and the synchronization of employees, providing a powerful explanation for the boundary conditions of temporal leadership.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

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