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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.

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.

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.

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.

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.

Drawing upon the “too-much-of-a-good-thing (TMGT)” effect and conservation of resources (COR) theory, the purpose of this paper is to examine the mediation mechanism between empowering leadership and employee job performance. Specifically, the authors propose a curvilinear relationship between empowering leadership and job performance, and also suggest that employee harmonious and obsessive work passions mediate the curvilinear relationship between empowering leadership and job performance. Further the moderation role of collectivism orientation (CO) in the relationship between empowering leadership and job performance is also examined.

Questionnaires are used to obtain survey data from 256 supervisor–subordinate dyads in three companies in the communication sector of Ghana. A follow-up interview was also conducted to enhance explanation of research findings. Hierarchical regression analysis is used to analyze the associations among the variables.

The results revealed that the significant inverted U-shaped relationship between empowering leadership and subordinate job performance is mediated by both harmonious and obsessive passion for work. A significant moderation effect of CO in the empowering leadership–job performance relationship could not be established.

This study adapts the “TMGT” effect and COR theory in the explanation of an integrated model including empowering leadership, job performance, employee passion for work, and CO in the Ghanaian context.

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.

Drawing on the self-determination theory, this cross-cultural study aims to examine the associations between the dualistic framework of work passion and work outcomes (job satisfaction, job engagement and workaholism).

Using data from a time-lagged design with two-waves, service organizations employees of the UAE (n = 150) and Canada (n = 154) participated in the study. Hierarchical regression analysis is used to analyze the associations among the variables.

The study results support the harmonious and obsessive passion relationships with the identified work outcomes. In both the UAE and Canada, harmonious and obsessive passion predicted all three hypothesized work outcomes (workaholism, job satisfaction and job engagement). The study also acknowledged various culture-specific work passion effects.

The study encompasses the dichotomy of the work passion paradigm to compare between East and West. The examination of the work passion results offers a precise method to examine in what manner the two types of passion is linked to different work outcomes. Harmonious and obsessive passion is associated with negative (workaholism) and positive (job satisfaction and job engagement) outcomes. Accordingly, the findings strengthen the conceptual outline of the passion construct. Moreover, the research highlighted the importance of enriching the organization's environment with passionate human capital. This study shall help the decision-makers to formulate the suitable strategies to imbibe passion within the work culture.

This study contributes to the literature by being the first to compare the influence of harmonious and obsessive passion on work outcomes between the East and West cultures. Also, in this study, we draw upon the self-determination theory to investigate how work passion affects employees' work outcomes in a cross-cultural setting.

The purpose of this paper is to measure and conceptualize the concept of well-being-oriented management (WOM), and to investigate the relationship between well-being oriented management (WOM), harmonious work passion, and innovative work behavior (IWB).

In a sample of 362 senior managers, the authors used a two-wave structural equation model to verify whether the relationship between WOM and IWB was mediated by harmonious work passion.

This study reveals that human resource practices (HRM) oriented toward well-being, namely WOM, can be measured and conceptualized. In addition, WOM implemented over a period of one year, subsequently fostered IWB. Further, the role of harmonious passion as a catalyst in the relationship between these HRM practices and IWB was also examined.

Drawing upon the social exchange theory and the Job Demands-Resources model, our contributions are threefold: to conceptualize and empirically measure WOM; to discover the effect of WOM on IWB, and to assess the mediating role of harmonious work passion in the relationship between WOM and IWB.

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

The present study aims to analyse sport entrepreneurs' passions and motivations to start a sport business. It answers calls from the literature to investigate sector-specific entrepreneurship ventures and expand the scope of sport entrepreneurship to innovative sport business owners.

Twenty-six entrepreneurs based in Scotland who started a sport business have been surveyed and 8 entrepreneurs were interviewed.

Participants demonstrated a high inclination for self-employment mainly following pull factor reasons such as career change. Their passion for sport, inventing and work played an influential role in their decision to start and grow their business. Some sport entrepreneurs also aimed to pursue higher goals through their innovative sport product or service by contributing to a social cause, which closely aligns with social entrepreneurship.

This study theoretically contributes to the literature by illuminating the specificities of sport entrepreneurship and how passion – as both an antecedent and an outcome – affects the motivational state of sport entrepreneurs.

With a basis in conservation of resources theory, the purpose of this paper is to investigate the mediating role of championing behaviour in the relationship between employees’ fear of terror and their job performance, as well as the buffering role of their passion for work, as a personal resource, in this process.

The tests of the hypotheses rely on three-wave, time-lagged data collected from employees and their supervisors in Pakistan.

An important reason that concerns about terrorist attacks diminish performance is that employees refrain from championing their own entrepreneurial ideas. This mediating role of idea championing is less salient, however, to the extent that employees feel a strong passion for their work.

For human resource managers, this study pinpoints a key mechanism – a reluctance to mobilize active support for entrepreneurial ideas – by which fears about terrorism attacks can spill over into the workplace and undermine employees’ ability to meet their performance requirements. It also reveals how this mechanism can be better contained by the presence of adequate personal resources.

This study adds to burgeoning research on the interplay between terrorism and organizational life by specifying how and when employees’ ruminations about terrorism threats might escalate into diminished performance outcomes at work.

The purpose of this paper is to investigate the motives behind individuals’ choice to have parallel business-employment careers (hybrid entrepreneurship) with a particular focus on passion (i.e. to work with something one is passionate about) as the main motive.

A survey was administered to 262 Swedish hybrid entrepreneurs. Hypotheses proposed associations of the individual's age at business start-up and weekly hours spent on the business with passion as the main motive for the hybrid form. Logistic regression was used to test the hypotheses.

The results indicated that first, the ability to work with something one is passionate about is the top motive for combining employment with a side business; second, passion is more likely to be the main motive behind the hybrid form among individuals who are older at business start-up; third, passion is less likely to be the main motive behind the hybrid form among individuals who spend more time on the business.

The study focusses on passion as motive for hybrid entrepreneurship, and in doing so, it does not test the extent to which hybrid entrepreneurs experience passion.

The results support the popular notion that passion drives people to have parallel business-employment careers. Findings indicating that passion as a motive is more common among those who are older at start-up and less common among those who spend more time on the business suggest the importance of acknowledging hybrid entrepreneurs’ various profiles when approaching them in research and practice.

This is the first study on motives behind hybrid entrepreneurship.

This paper aims to examine the link between spirituality, work-life integration, work passion and mental health among millennial employees. It also tests the mediating effect of the dualistic model of work passion in the framework.

A cross-sectional quantitative design was adopted using samples of 167 millennial employees from the education and service sectors. Results were analysed using Statistical Package of Social Science, Process macro extension and AMOS modelling software.

The findings indicated that millennials’ spirituality was positively linked to harmonious passion, while work-life integration was positively linked with obsessive and high mental health symptoms. Mediating effects were also discovered in which harmonious passion fully mediated the positive relationship between spirituality and mental health symptoms. While obsessive passion partially mediated work-life integration and mental health symptoms.

This paper highlights the mediating influence of millennials’ work passion for explaining their mental health symptoms. It also suggests the practicality and essential roles of spirituality and work-life integration in managing the mental health of existing and future millennials in the workforce.