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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.

Research on the relationship between high job satisfaction human resources (HR) practices and work-related outcomes at the individual level rarely focuses on job crafting and levels of job passion. To fill this knowledge gap, we show how the relationships between perceived job passion by employees and the availability of HR practices and job satisfaction can vary in job crafting. Based on the job demands–resources (JD-R) perspective, this study was conducted primarily to test the effect of job crafting on the relationship between job passion and job satisfaction. Within the scope of the study, the mediator and moderator role of job crafting between these variables was investigated. The study was collected from 790 people working as blue collars in companies operating in the field of industry in Turkey by survey method. According to the findings of the study, it was observed that job crafting affects job satisfaction in the same direction. In addition to these, the partial mediator and moderator role of job crafting has been observed in the effect of job passion on job satisfaction. Considering these results, it has been observed that the passion for work of blue-collar employees affects job satisfaction. When job crafting is added to this effect, the intensity, strength, and direction of the effect between two variables can change. As a result of the study findings, it has been shown that managers and especially HR managers will strengthen the effect between job crafting and job satisfaction by ensuring the passion of blue-collar individuals.

Sayings like “Do what you love, and you’ll never work a day in your life” epitomize Western society’s emphasis on both the importance and assumed positive nature of passion for work. Although research has linked passion and increased well-being, growing anecdotal evidence suggests the potential for negative individual outcomes of work passion, including decreased well-being and increased stress and burnout. In the present chapter, the authors integrate the Dualistic Model of Passion (which consists of harmonious and obsessive passion), identity theory, and identity threat to describe the paradox of passion, in which individuals overidentify with the target of their passion (i.e., work), resulting in the “too much of a good thing” effect driven by excess passion of either type. The authors thus provide a novel theoretical lens through which to examine the different reactions that individuals may enact in response to threats to passion-related identities, including how these responses might differentially impact well-being, stress, and burnout. The authors conclude by offering future directions for research on the paradox of passion.

We introduce the construct of loving one's job as an overlooked, but potentially informative, construct for organizational research. Following both empirical findings and theoretical developments in other domains we suggest that love of the job comprises a passion for the work itself, commitment to the employing organization, and high-quality intimate relationships with coworkers. We also suggest that love of the job is a taxonic rather than a dimensional construct – one either loves their job or does not. In addition, we propose that loving your job is on the whole beneficial to individual well-being. Within this broad context, however, we suggest that loving one's job may buffer the effect of some stressors while at the same time increase vulnerability to others. These suggestions provide some initial direction for research focused on the love of one's job.

This chapter seeks to advance ongoing research concerning entrepreneurial commitment. While the concept of commitment has been addressed time and again in organizational literature, few entrepreneurship scholars have used it to understand entrepreneurial behaviors. In line with recent developments in entrepreneurial psycho-social literature (Fayolle & Liñán, 2014; Adam & Fayolle, 2015; Van Gelderen, Kautonen, Wincent, & Biniari, 2018), this conceptual chapter aims to advance understanding of the concept of commitment in the context of emerging organizations. Building on Meyer and Allen’s three-component model of commitment (TCM), it addresses how this multidimensional concept, developed in the organizational setting, is a lens through which one can investigate volitional phases of the entrepreneurial process (Van Gelderen, Kautonen, & Fink, 2015). Our work also explores how the TCM could be specifically adapted for emerging organizations, drawing on its main evolutions and re-conceptualizations since the 1990s. In this way, it uncovers potential avenues for further research on how to operationalize entrepreneurial activity. In doing so, it enhances knowledge of the entrepreneurial process and can improve training and support techniques for nascent entrepreneurs. It also contributes to broader discussions on the TCM and how it should be adapted in order to foster self-determined processes.

Sports clubs are one of the most important elements in the sports systems of today’s societies. In the field of sport, a sports club aims, among other things, to make the sport more affordable and accessible to all, showing the organizational characteristics of companies, but with a much broader social mission. The aim of this chapter is to characterise sports clubs as potentially favorable environments for sports entrepreneurship, making questions about their nature and purposes. Aspects such as the hybridization of organizations, the progressive professionalisation of their members, the use of the entrepreneurial spirit as an instrument to facilitate the achievement of the organisation’s objectives or the need to seek alternative sources of funding to traditional public aid are discussed in the context of increasingly hostile and competitive environments, where social organizations must seek out resources in a similar way to companies.

This research aimed to determine the mediating effect of entrepreneurial self-efficacy on the relationship between entrepreneurial passion and leadership styles. Two hundred hardware and footwear entrepreneurs from the Las Malvinas Commercial Emporium, Lima, Peru were surveyed. The partial least squares structural equation modelling (PLS-SEM) multivariate statistical technique was applied for data analysis. It was found that there is a complementary mediating effect of entrepreneurial self-efficacy in the relationship between entrepreneurial passion and leadership styles. On the other hand, it was concluded that entrepreneurial passion has a positive influence on entrepreneurial self-efficacy. Likewise, there is a positive influence of entrepreneurial self-efficacy on leadership styles, and there is a positive influence of entrepreneurial passion for leadership styles. This research contributed theoretically to the academic literature and provided empirical evidence of the relationship of the proposed variables; it proved a new predictive and explanatory structural model that can now be used in future research worldwide and generated a model of the studied variables that are useful for both academia and the business world.

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.