Summary
Academic research on passion is much more complex than the extant literature or popular press portray. Although research on work‐related passion has progressed rapidly over the last decade, ...much remains unknown. We are now just beginning to recognize the different theoretical underpinnings and empirical operationalizations that work passion research has adopted, and the confusion this has generated hampers our understanding of the construct and its relationship to workplace outcomes. Accordingly, we use a meta‐analytic examination to study the work‐related outcomes of three dominant literature streams of work passion: general passion, dualistic passion (i.e., harmonious passion and obsessive passion), and role‐based passion (i.e., passion for developing, passion for founding, and passion for inventing). We employ meta‐analytic techniques using random effects modeling summarizing 106 distinct samples across 87 manuscripts totaling 384 effect sizes (total unique N = 38,481; 43.54% women, average age is 38.04). Importantly, we highlight how each of the three streams of passion relates to various outcomes differently, illuminate several important heretofore undetected nuances in passion research, and provide a roadmap for future inquiry on passion at work.
Research on passion is burgeoning in the entrepreneurial literature, yet we still know little about what factors drive entrepreneurial passion. Recognizing the socially embedded nature of ...entrepreneurship, we examine identity-related social forces that may fuel the fire of entrepreneurial passion. Employing a lagged design that controls for known antecedents, we find different pathways driving harmonious versus obsessive entrepreneurial passion. We find that harmonious entrepreneurial passion is fueled by entrepreneurial identity centrality whereas obsessive entrepreneurial passion is fueled by affective interpersonal commitment. Interestingly, gender moderates both these relationships.
•A model including identity-related social forces as drivers of passion is proposed.•Harmonious and obsessive entrepreneurial passion emerge along different paths.•These paths differ for men versus women.
Despite growing interest among researchers and practitioners in the topic of work passion, multiple conceptualizations of this construct exist, and research within each conceptualization has advanced ...along independent streams with little integration or cross‐fertilization. In this editorial, we provide a brief overview of the literature on work passion (including employee passion and entrepreneurial passion), describe five extant conceptualizations, and present criticisms and opportunities for future research. We discuss the six papers in this special issue on work passion research and strongly encourage additional research that tames breadth and promotes depth in the study of passion at work.
In this book Thomas H. Bestul constructs the literary history of the Latin Passion narratives, placing them within their social, cultural, and historical contexts. He examines the ways in which the ...Passion is narrated and renarrated in devotional treatises, paying particular attention to the modifications and enlargements of the narrative of the Passion as it is presented in the canonical gospels.
Of particular interest to Bestul are the representations of Jews, women, and the body of the crucified Christ. Bestul argues that the greatly enlarged role of the Jews in the Passion narratives of the twelfth and thirteenth centuries is connected to the rising anti-Judaism of the period. He explores how the representations of women, particularly the Virgin Mary, express cultural values about the place of women in late medieval society and reveal an increased interest in female subjectivity.
Affective meditation on the Passionwas one of the most popular literary genres of the high and later Middle Ages. Proliferating in a rich variety of forms, these lyrical, impassioned, script-like ...texts in Latin and the vernacular had a deceptively simple goal: to teach their readers how to feel. They were thus instrumental in shaping and sustaining the wide-scale shift in medieval Christian sensibility from fear of God to compassion for the suffering Christ.Affective Meditation and the Invention of Medieval Compassionadvances a new narrative for this broad cultural change and the meditative writings that both generated and reflected it. Sarah McNamer locates women as agents in the creation of the earliest and most influential texts in the genre, from John of Fécamp'sLibellusto theMeditationes vitae Christi, thus challenging current paradigms that cast the compassionate affective mode as Anselmian or Franciscan in origin. The early development of the genre in women's practices had a powerful and lasting legacy. With special attention to Middle English texts, including Nicholas Love'sMirrorand a wide range of Passion lyrics and laments,Affective Meditation and the Invention of Medieval Compassionilluminates how these scripts for the performance of prayer served to construct compassion itself as an intimate and feminine emotion. To feel compassion for Christ, in the private drama of the heart that these texts stage, was to feel like a woman. This was an assumption about emotion that proved historically consequential, McNamer demonstrates, as she traces some of its legal, ethical, and social functions in late medieval England.
Summary
Drawing from signaling theory, we propose a work passion transfer model where leaders' passion is transmitted to employees through the former's leadership style and is contingent on ...employees' perceived importance of performance to self‐esteem (IPSE). Data from 201 supervisor–employee dyads from the health‐care industry show that leaders' harmonious passion led to employees' harmonious passion through charismatic leadership, whereas contingent reward leadership accounted for the transfer of obsessive passion; IPSE did not play a moderating role for either form of passion. Results from a supplementary study further reveal that the link between leadership and employee passion operated through employees' perception of leader passion and that employees' IPSE accentuated for the relationship between perceived leader obsessive passion and employees' obsessive passion. This study advances research in work passion, leadership, and signaling theory and provides important implications for managerial practice.
In Passionate Work, Hong argues that passion at work is an affective structure perpetuated by capitalism to maintain its injustices and discipline workers. Examining historical managerial texts and ...ideology, career guides, social scientific work on unemployment, networking advice, software protocol, and office furniture, Hong shows how these are sites where discourses of passion are embedded, used to sustain and discipline bodies for work. The book draws attention to how the demand to be “passionate about work” is naturalized and internalized, calling attention to the ways that passion serves to obscure inequalities.
We examine whether having cross‐domain passion (i.e., harmonious and obsessive passion for work and for non‐work activities) during the COVID‐19 pandemic can help individuals fare better amid the ...crisis. Drawing from work‐family boundary framework, we develop a provisional theory of cross‐domain multi‐passion, and in two studies, we use latent profile analysis to uncover five passion profiles – Dispassionate at Work and Play; Dispassionate at Work, Ambidextrous at Play; Harmonious at Work, Ambidextrous at Play; Harmonious at Work and Play; and Moderately Harmonious at Work and Play. In Study 1, we inductively explore these profiles and their relationships with life satisfaction. In Study 2, we replicate the number and content of these profiles, and test whether segmentation‐integration preferences and work and non‐work constraints predict the probability of individuals belonging to a certain profile. Overall, these profiles reveal how individuals can co‐host multiple forms of passion simultaneously, and how doing so relate to their life satisfaction during the pandemic.
Summary
Drawing on achievement goal theory and the dualistic model of passion, this study identifies (1) mastery versus performance climate as the contextual antecedent for harmonious versus ...obsessive passion, respectively, and (2) proactive versus pro‐job unethical behavior as the outcome of harmonious versus obsessive passion, respectively. Results from two studies—a survey study with 259 leader–subordinate dyads and an experimental study with 174 part‐time master's‐level students—largely supported our theoretical model. First, employees develop harmonious passion when they perceive the presence of a mastery climate, but develop obsessive passion when they perceive the presence of a performance climate. Second, harmonious passion mediates the positive effect of mastery climate on employees' proactive work behavior, whereas obsessive passion mediates the positive effect of performance climate on employees' pro‐job unethical behavior. Theoretical contributions and practical implications are also discussed.
