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1 – 10 of 447Secil Bayraktar and Alfredo Jiménez
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Practical implications
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.
Originality/value
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.
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Jingjing Li, Jian Zhang, Bo Shao and Chunxiao Chen
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
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.
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Chang-Hua Yen, Tien-Cheng Han and Yi-Shih Wen
Among different leadership styles, scant hospitality researchers have studied the link between authentic leadership and organizational citizenship behaviors (OCBs). This article…
Abstract
Purpose
Among different leadership styles, scant hospitality researchers have studied the link between authentic leadership and organizational citizenship behaviors (OCBs). This article examined the associations among authentic leadership, job passion, and OCBs and examined the mediation effect of job passion.
Design/methodology/approach
Questionnaires were distributed to 314 Taiwan's hotel employees. Structural equation modeling was performed to examine the hypotheses of this study.
Findings
The results indicated that authentic leadership positively affects harmonious and obsessive passion and that harmonious passion positively affects OCBs directed to individuals (OCBI) and OCBs directed to the organization (OCBO), whereas obsessive passion positively affects OCBI. Furthermore, harmonious passion mediates the linkage between authentic leadership and OCBs (both OCBI and OCBO), whereas obsessive passion only mediates the linkage between authentic leadership and OCBI.
Practical implications
Training programs for hotel managers should incorporate courses on authentic leadership to strengthen managers' skills. Succession plans for managers should prioritize the promotion and retention of candidates with authentic leadership traits. Furthermore, managers should use authentic leadership to create a transparent employee incentive system and career development plans, thereby creating a workplace with fair rewards and opportunities for promotion.
Originality/value
The major contribution is that it expands the knowledge of hospitality leadership and determines the linkages among authentic leadership, job passion, and OCBs. Furthermore, job passion was revealed as a mediator in the authentic leadership–OCB association.
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Eoin Whelan and Trevor Clohessy
While the positive health benefits of fitness apps, which motivate and track physical exercise, are widely acknowledged, the adverse connection between these technologies and…
Abstract
Purpose
While the positive health benefits of fitness apps, which motivate and track physical exercise, are widely acknowledged, the adverse connection between these technologies and wellbeing has received little attention. The purpose of this paper is to determine how the social dimensions of fitness apps predict the type of passion (harmonious and obsessive) one has for physical exercise, and what the resulting positive and negative implications are for wellbeing.
Design/methodology/approach
Drawing from the theoretical frameworks of social influence and the dual model of passion (DMP), this study develops a model depicting how fitness apps relate to the causes and consequences of harmonious and obsessive passion for exercise. Survey data were collected from 272 fitness app using cyclists and analysed with partial least squares structural equation modelling techniques.
Findings
Different social influence aspects of fitness apps appeal to different types of exercisers. A harmonious passion for physical exercise is predicted by the positive reciprocal benefits attained from one’s fitness app community, while an obsessive passion is predicted by positive recognition. In turn, a harmonious passion for exercise is negatively associated with life burnout, while an obsessive passion strongly affirms that relationship. In addition, the relationship between social influence and life burnout is fully mediated by the type of passion a fitness app user possesses.
Originality/value
Underpinned by the DMP, the study provides a theoretical framework explaining how the use of fitness apps can result in opposing wellness outcomes.
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William Ansah Appienti and Lu Chen
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
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.
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Nathalie Houlfort, Frédérick L. Philippe, Robert J. Vallerand and Julie Ménard
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'…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
Applications are limited to teachers. Only self-reported measures were used.
Originality/value
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.
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Khalid Mehmood, Fauzia Jabeen, Khadija Ibrahim Salim Al Hammadi, Asma Al Hammadi, Yaser Iftikhar and Moza Tahnoon AlNahyan
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…
Abstract
Purpose
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).
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
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.
Originality/value
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.
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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 harmonious…
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.
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Robin Wakefield and Kirk Wakefield
Social media is replete with malicious and unempathetic rhetoric yet few studies explain why these emotions are publicly dispersed. The purpose of the study is to investigate how…
Abstract
Purpose
Social media is replete with malicious and unempathetic rhetoric yet few studies explain why these emotions are publicly dispersed. The purpose of the study is to investigate how the intergroup counter-empathic response called schadenfreude originates and how it prompts media consumption and engagement.
Design/methodology/approach
The study consists of two field surveys of 635 in-group members of two professional sports teams and 300 residents of California and Texas with political party affiliations. The analysis uses SEM quantitative methods.
Findings
Domain passion and group identification together determine the harmonious/obsessive tendencies of passion for an activity and explain the schadenfreude response toward the rival out-group. Group identification is a stronger driver of obsessive passion compared to harmonious passion. Schadenfreude directly influences the use of traditional media (TV, radio, domain websites), it triggers social media engagement (posting), and it accelerates harmonious passion's effects on social media posting.
Research limitations/implications
The study is limited by the groups used to evaluate the research model, sports, and politics.
Social implications
The more highly identified and passionate group members experience greater counter-empathy toward a rival. At extreme levels of group identification, obsessive passion increases at an increasing rate and may characterize extremism. Harboring feelings of schadenfreude toward the out-group prompts those with harmonious passion for an activity to more frequently engage on social media in unempathetic ways.
Originality/value
This study links the unempathetic, yet common emotion of schadenfreude with passion, intergroup dynamics, and media behavior.
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Yao-Chin Wang and Chen-Tsang Simon Tsai
The purpose of this paper is to understand consumers’ passion types in online food group buying (OFGB) and the following outcomes in buying behavior and mental status.
Abstract
Purpose
The purpose of this paper is to understand consumers’ passion types in online food group buying (OFGB) and the following outcomes in buying behavior and mental status.
Design/methodology/approach
The research setting of this study is a Facebook group specifically for food buying, with population of 2,387 members who are interested in OFGB. Among 2,387 members in the case group, there were 1,286 members clicked on the questionnaire, and 254 of them participated in the survey and returned valid responses. In total, 254 valid questionnaires were collected for 19.75 percent usable response rate (254 out of 1,286).
Findings
Results of this study proved that harmonious passion can improve both long-term intrinsic enjoyment and short-term positive feelings, while exert no effects on impulse buying. On the other hand, obsessive passion can significantly stimulate both impulse buying and compulsive buying, and strengthen short-term positive feelings as well.
Originality/value
It is interesting to find that buying more does not make consumers feel better based on the evidence that impulse buying and compulsive buying performed no positive influences to both short-term and long-term mental status.
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