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The present research aimed to conceptually position passion for work as a predictor of HWI, as well as to assess the short and long-term influence of passion for work on workers' satisfaction, depression and turnover intentions. In addition, the paper tests whether the effects of passion for work were independent from those of work motivation.

Hypotheses were tested in two field studies in work settings. The first study (n=2,393) was cross-sectional while the second study (n=335) used a prospective design.

Harmonious passion was positively related to positive individual outcomes – higher work satisfaction, lower depression – and organizational outcomes – lower turnover intentions. Negative consequences – depression and turnover intentions – were positively related to obsessive passion. Furthermore, passion for work was found to be a distinct concept from work motivation as the above findings held even when controlling for work motivation.

Applications are limited to teachers. Only self-reported measures were used.

The present research contributes significantly to the organizational and passion literature by showing that HWI may lead to either positive or negative outcomes depending on HWI's underlying motivational force, namely harmonious or obsessive passion. In addition, the present findings yield the first empirical evidence that passion and motivation are distinct but related concepts. In sum, findings from both studies provide valuable insights into the dynamics of passionate workers who are heavily invested in their work.

Did the expansion of democratic institutions play a role in determining central government spending behavior in the 19th and 20th centuries? The link between democracy and increased central government spending is well established for the post-Second World War period, but has never been explored during the first “wave of democracy” and its subsequent reversal, that is 1870–1938. The main contribution of this paper is the compilation of a dataset covering 24 countries over this period to begin to address this question. Utilizing various descriptive techniques, including panel data regressions, we explore correlations between central government spending and the institutional characteristics of regimes. We find that the data are consistent with the hypothesis that democracies have a broader need for legitimization than autocracies as various measures of democracy are associated with higher central government spending. Our results indicate that the extension of franchise had a slight positive impact on central government spending levels, as did a few of the other democracy variables. We also find that early liberal democracies spent less and monarchies more than other regimes; debt increases spending; and participation in the Gold Standard reduced government spending substantially.

This chapter demonstrates that despite an unfavorable disciplinary climate for new academic subjects in France, tourism found its place in the French geographical scene almost 40 years ago. The first part traces the history of tourism in French geography until the epistemological turn due to the research laboratory MIT in the mid-1990s. It also focuses on the absence of knowledge of the Anglo-American literature and of multidisciplinarity in French research on tourism. The second part focuses on the valorization of tourism geography research in France, emphasizing the development of multidisciplinarity since the early 2000s, including the creation of a multi-disciplinary tourism laboratory and two journals. The chapter concludes reflecting on the possibility of a science of tourism.

The purpose of this paper is to examine the nature of entrepreneurial passion and in doing so explores the relationship between harmonious and obsessive passion (OP) and resilience. A pathway between passion and entrepreneurial success (ES) that is mediated by sustained entrepreneurial commitment (SEC) and resilience is tested.

An online questionnaire survey was completed by (n=215) Australian entrepreneurs. Results were based on structural equation modelling analysis.

Harmonious passion contributes directly and indirectly to perceptions of ES through resilience; OP contributes to SEC which contributes to success through resilience.

Limitations stem from the survey methodology used. Implications for incorporating harmonious and OP into training to ensure well developed entrepreneurs are raised.

This study is one of the few studies to test the theoretical constructs of passion and resilience in the entrepreneurship context, and seemingly the first to do so on an Australian sample of entrepreneurs. This research finds that both types of passion are important to individual level resilience and ultimately to ES. An OP for one’s venture is an important contributor to persisting with the venture.

Previous research draws on the dualistic model of passion (harmonious and obsessive passion) overlooks how the different two types of passion interact within individuals using a variable-centered approach. The purpose of this paper is to identify work passion profiles and their antecedent and consequences adopting a person-centered approach, and to explain inconsistences in previous studies.

This paper conducts three studies (n=2,749 in total) using a latent profile analysis. Study 1 identifies three work passion profiles, namely, dual passion, pro harmonious passion and pro obsessive passion; study 2 examines dialectical thinking as an antecedent to work passion profile membership; study 3 examines how each profile relates to work performance and well-being.

This paper finds that the participants with a dual passion profile showed higher task performance and subjective well-being than the participants with the other two profiles; the participants with a pro obsessive passion profile were higher in task performance, interpersonal performance and psychological well-being than the participants with a pro harmonious profile.

This paper is the first that uses a latent profile analysis approach to examining work passion configurations. It provides a unique perspective to investigate how different types of passion configure and interact within individuals; it explores an antecedent (i.e. dialectical thinking) and outcomes (i.e. performance and well-being) of the three work passion profiles.

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.

This research examines how job seekers' levels of harmonious work passion (HWP) and obsessive work passion (OWP) affect the importance job seekers place upon job and organizational elements in recruiting messages.

Employees who had recently completed job searches read multiple recruiting messages and ranked the importance of different elements in the messages.

General linear modeling found statistical differences between the importance of recruiting message elements for participants with varying levels of HWP and OWP.

The participants were information technology, engineering and human resource professionals limiting the generalizability of these results to other professions.

Recruiters should vary the information in their recruiting messages depending on the levels of HWP and OWP they want to attract to their applicant pools.

This research adds harmonious and obsessive work passion to the constructs considered in the recruiting message development process.

The purpose of this paper is to investigate the individual mechanisms that mediate the relationship between marketing practices and growth-quality of work life ambidexterity.

Data were collected from small service firms via an online survey questionnaire electronically distributed to 7,271 owners of small firms in Australia. Partial least squares was used to test our mediation hypotheses on the data obtained.

The authors demonstrate the mediation effect of entrepreneurial self-efficacy and passion for work in enhancing the relationship between marketing practices and growth-quality of work life ambidexterity.

The findings indicate that being good at marketing does not always lead directly to achieving growth-quality of work life ambidexterity. The results suggest that achievement in both domains requires owners of small service firms to have a strong self-belief that they can perform their job successfully (entrepreneurial self-efficacy) as well as a strong passion to do the job they are doing (passion for work). Policy makers or small firm advisors can include this information to develop enactive mastery measures to promote efficacy and passion for work which can increase small firm survival rates.

The high percentage of business terminations reported without financial loss underscores the importance of including both financial and non-financial goals for small firms. The approach to conceptualize and operationalize growth-quality of work life ambidexterity as a dependent variable representing firm performance assists by providing a more detailed and practical understanding of the organizational and individual variables that enable small firms to realize both.

The present research work is intended to investigate the work passion and job satisfaction relationship of social workers in Delhi/NCR and examine the influence of belongingness and psychological empowerment on the association. The study has used self-determination theory to support the relationship.

The study used the standardized instruments to assess the relationship. Statistical tools such as SEM, convergent and discriminant validity, reliability, and moderated regression analysis were used to analyze the data.

The study found that psychological empowerment and belonging moderated the association between passion and job satisfaction.

HR managers and practitioners should promote a culture of openness, empowerment, collectivism, and meaningful work to ensure the fulfillment of psychological needs of the social workers.

The fulfillment of psychological needs can become a significant motivator for the social workers as due to political and administrative constraints, giving financial incentives or introducing variable financial pay would not be possible.

The authors were not able to locate any paper exploring the relationship between work passion and job satisfaction of social workers. The present research work proposes that there are certain psychological needs, which can be fulfilled other than monetary needs in order to motivate social workers for their work.