Search Results (17)

Based on self-determination theory and the “environment–cognition–behavior” analysis framework, harmonious work passion is introduced into the research system to systematically explore the mechanism and internal path of inclusive leadership on employees’ creative territory behavior. Combined with work autonomy and status competition motivation, a three-way interaction model is constructed to reveal the boundary conditions under which inclusive leadership affects employees’ creative territory behavior. Through situational experiments (Study 1) and multi-time questionnaire surveys (Study 2), the results showed that harmonious work passion mediates the negative impact of inclusive leadership and creative territory behavior; when work autonomy is strong and employees’ status-competitive motivation is high, inclusive leadership has the most significant effect on creative territory behavior through harmonious work passion. The interaction among inclusive leadership, work autonomy, and status-competitive motivation is significant. The purpose of this study is to provide practical guidance for managers to reduce employees’ negative behaviors by optimizing the work environment and incentive strategies. Full article

The transformation of organizational platformization provides a technological path and collaborative framework for sustainable development. In this context, platform-based human resource management (HRM) has attracted a lot of attention in academia and the industry, but there is a lack of in-depth research on what dimensions are included in the practice of platform-based HRM and how to measure it. Firstly, this study adopts a theory-based approach to decompose platform-based HRM practices into six functional dimensions, namely “adaptive employee recruitment”, “autonomous job design”, “empowering employee development”, “self-managed compensation management”, “team-based performance management” and “facilitating development planning”. Secondly, based on the scale development procedure, a measurement scale for platform-based HRM practices containing 22 items was developed and passed the reliability test. Finally, the paper conducted a predictive test of the scale with passion for harmonious work as the distal predictor variable and sense of self-determination as the proximal predictor variable, which confirmed the scale’s good predictability. This paper provides a quantifiable tool for related research on HRM in platform-based organizations and offers theoretical guidance and a reference model for building HRM empowerment systems in platform-based enterprises. At the same time, it also provides ideas and references for enterprises to practice platform-based human resources and achieve sustainable development. Full article

Given the significant impact of Generative AI (GenAI) in the workplace, there are surprisingly few empirical studies examining how employees’ GenAI awareness shapes differently oriented job crafting behaviors. In organizations, understanding this is important because GenAI is unlikely to fully replace employees; instead, it requires them to adopt adaptive strategies to work alongside GenAI. If employees engage in avoidance crafting behavior, it could have negative consequences for the organization. Based on sensemaking theory, we develop a theoretical model to explore how employees’ GenAI awareness affects their job crafting behavior, as well as the mediating mechanisms and boundary conditions of its influence. Using self-evaluation data from 316 employees at three time points, the results of our hypothesis testing reveal that when employees perceive high internal Corporate Social Responsibility (CSR), their GenAI awareness triggers harmonious work passion and leads to approach job crafting; conversely, when employees perceive high external Corporate Social Responsibility, their GenAI awareness triggers obsessive work passion and leads to avoidance job crafting. Finally, the theoretical and empirical implications of our findings are discussed. Full article

In the modern workplace, understanding the dynamics of work passion and its consequences on employee well-being is crucial. This quantitative study, conducted with Portuguese workers, seeks to examine and validate the Dualistic Model of Passion, which distinguishes between harmonious and obsessive passion, while also exploring the intricate relationships among work passion, job satisfaction, work–family conflict, and burnout. Using mediation analyses and structural equation modeling (SEM), a convenience sample of 326 participants (169 men and 157 women), aged between 19 and 69 years (M = 41.31, SD = 10.52), was analyzed to uncover how different types of work passion—obsessive and harmonious—impact professional outcomes and well-being. The findings reveal that obsessive passion for work is a significant predictor of work–family conflict, which, in turn, escalates the risk of burnout. In contrast, harmonious passion is positively associated with increased job satisfaction and acts as a buffer against the negative effects of work–family conflict. Notably, contrary to initial assumptions, obsessive passion does not directly precipitate burnout. Mediation analyses confirmed that work–family conflict plays a key role in this process, while SEM results demonstrated strong model fit indices, reinforcing its relevance and applicability in organizational settings. These results offer crucial insights for both theoretical advancement and practical applications, highlighting the importance of fostering a work environment that nurtures harmonious passion. By doing so, organizations can mitigate conflict and burnout while promoting higher levels of job satisfaction among employees. Full article

Ballet is a discipline that combines art and sport in a harmonious way. It is a practice that has high physical and mental demands to achieve the proper body precision. During this activity, numerous muscles, including those in the legs, need to be exercised. Therefore, individuals who have lost part of their lower limb due to amputation face numerous significant challenges when it comes to practicing ballet. Throughout this article, the key aspects that influence the design of a lower limb prosthesis specifically adapted for ballet practice will be analyzed. New materials will be explored with the goal of designing an optimal model that ensures maximum performance and comfort for the users. Additionally, the prosthesis will be customized using 3D-printing technology, and a prototype will be presented. This study will merge biomechanics, ergonomics, and design. Its goal is to find a solution that improves the quality of life for lower limb amputees whose passion is ballet. The aim is to overcome physical and emotional barriers and provide a way to reintegrate amputee dancers into the world of dance. It is important to highlight the novelty of this work: combining different disciplines to provide a solution for individuals who engage in dance as a hobby rather than professionally. The proposed methodology aims to enable users with disabilities to access a personalized, complex, and potentially costly product. Full article

In the volatile, uncertain, complex, and ambiguous environment (VUCA), employees can better match the organization and jobs by crafting their job perceptions, work tasks, and relationships, which is valuable to maintain organizational sustainable competitiveness and promote employees’ personal growth. This study explores the influence mechanisms of job autonomy and work meaning on employees’ job-crafting behaviors and the moderating effect of perceived organizational change through a survey of 318 employees in Chinese companies. The results show that job autonomy and work meaning can promote employees’ job-crafting behaviors by increasing individuals’ harmonious work passion. The indirect effects of job autonomy and work meaning on employee job-crafting behaviors through harmonious work passion are stronger for individuals with high perceived organizational change relative to those with low perceived organizational change. Organizations should concentrate on job redesign to improve employees’ job autonomy and work meaning. A climate of change should also be created within the organization to keep employees aware of the crisis. Meanwhile, employees should actively use work resources to meet the changing needs of organizational development and promote individual career development through job-crafting behaviors. Full article

This study primarily focused on the behavioral modifications among employees while keeping the contextual factors that enable them to strive for sustainable environmental performance in view. The aim of this research was to uncover the impact of GHRM practices on intrinsic motivation (IM), harmonious work passion (HWP), and sustainable environmental performance (SEP) in small and medium enterprises in Uzbekistan. Moreover, this study mainly investigated intrinsic motivation and harmonious work passion as potential mediators in the relationship between GHRM practices and sustainable environmental performance. Additionally, this study included green mindfulness as a moderator in the association between GHRM practices and mediators (i.e., intrinsic motivation and harmonious work passion). In total, 345 Uzbekistan employees from small and medium enterprises completed a survey. This study deployed the path-analytical approach by using Mplus 8.0. Our findings demonstrate that GHRM practices are positively associated with IM, HWP, and SEP. In addition, this research confirms that intrinsic motivation significantly mediates the relationship between GHRM practices and SEP. Consequently, harmonious work passion also significantly mediates the association between GHRM practices and SEP. Furthermore, this study shows that a high level of green mindfulness strengthens the direct effect of GHRM on IM and HWP, along with the indirect effect of GHRM practices on sustainable environmental performance. Indeed, investigating the associations among study variables via moderated mediation mechanisms remarkably contributes to the extant literature. Full article

Research about harmonious passion as a personal resource that can have a protective effect in situations of stress and burnout is scarce but growing. Considering the job demands-resources (JD-R) model, the present study aims to address the above gaps by exploring the moderating role of harmonious passion at work in the relationship between burnout (physical fatigue, cognitive weariness, and emotional exhaustion) and intrinsic job satisfaction. The study sample consisted of 748 workers from service organizations (front-line employees) in southern Spain (Mage = 35.51, SD = 10.06, 52% women). Using statistical program R (R Core Team, 2022), the results of the regression models showed the moderating role of harmonious passion on the negative relationships between physical fatigue and intrinsic job satisfaction. In particular, at high levels of physical fatigue, employees with high scores on harmonious passion at work presented higher levels of intrinsic satisfaction compared with employees with low passion at work. That is, although service employees have high levels of physical fatigue, when they are passionate, they still possess satisfaction with their work. Therefore, our findings extend the JD-R theory by considering harmonious passion as a motivational resource that reduce feelings of burnout in service employees. Hence, it shows the importance of promoting the autonomous internalization of work, (through, i.e., job enrichment), which allows the development of harmonious passion at work and, therefore, increasing intrinsic job satisfaction. Full article

Background: This study examines the relationship between perceived demands (workload and organizational constraints) of teachers’ work during the online period of schooling during the COVID-19 crisis and well-being (emotions, engagement, and job crafting), with work passion as a mediator. Methods: The survey was carried out on a sample of 383 teachers during the first wave of the COVID-19 pandemic. The Scale of Organizational Constraints and the Workload Scale, the Passion Scale adapted for work, the Job Crafting Questionnaire, the Utrecht Scale of Work Engagement, and the Scale of Positive and Negative Experience was used. Results: Harmonious passion strengthened the positive relationships between workload and organizational constraints and job crafting and weakened the negative relationship with positive emotions and the positive one with negative emotions. The positive relationship between workload and engagement has been strengthened by harmonious passion. The negative relationship between organizational constraints and engagement became positive and weaker. Relationships between variables were weakened, i.e., workload and engagement, organizational constraints and job crafting, or strengthened, i.e., organizational constraints and engagement, by an obsessive passion. In tested models, obsessive passion has the opposite effect and is weaker than harmonious passion. Conclusion: The structural equation modeling (SEM) confirmed that work passion, mainly harmonious, is a mechanism explaining the relationship between the demands of forced work from home with teachers’ well-being. Full article

This study employs a theoretical and comprehensive framework for investigating the relationship between passion for work, work–family conflict, and emotional exhaustion. Drawing from the dualistic model of passion, we posited that passion could provoke negative feelings, leading to strict determination and inhibiting the attainment of an effective, balanced life. However, there is little empirical evidence to support the dualistic model of passion’s notion that passion either can assist employees in balancing their various life responsibilities or impede such a balance. The purposes of this study are threefold: first, to investigate the impact of passion for work on work–family conflict; second, to examine the relationship between work–family conflict and emotional exhaustion; and third, to clarify the mediating process of work–family conflict in the relationship between passion for work and emotional exhaustion. A cross-sectional survey was employed to gather data from Indonesian firefighters (n = 398). PLS-SEM was utilized to test the proposed hypotheses. Our results revealed that obsessive passion negatively affects emotional exhaustion. The underlying reason for this result is due to self-conceptions based on community expectations, receiving help from others to solve problems, and improving well-being even when problems arise. Our results suggest that organizations encourage employees’ harmonious development, providing employees with skills necessary to deal with challenging situations and providing a family-supportive policy. Full article

The post-pandemic era is full of instability and uncertainty, which brings new challenges and opportunities to the development of organization. As a sustainable feature of enterprises, improving employees’ adaptive performance levels is a necessary condition for enterprises to achieve the sustainable development goal. This study is based on self-determination theory, which focuses on new-generation employees as the key force of enterprise and incorporates harmonious work passion and core self-evaluation into the research framework to explore the influence of paradoxical leadership on adaptive performance. The survey data obtained from 519 new-generation employees shows that: paradoxical leadership is significantly and positively correlated with adaptive performance of new-generation employees; the relationship between paradoxical leadership and adaptive performance is partially mediated by harmonious work passion; core self-evaluation positively adjusts the relationship between paradoxical leadership and harmonious work passion. In addition, core self-evaluation also regulates the intermediary role of harmonious work passion—that is to say, the higher core self-evaluation of new-generation employees is, the stronger the intermediary role of harmonious work passion. The research results explain the connotation of how paradoxical leadership improves adaptive performance of new-generation employees, reveal the medium of the relationship between the two, and find both the role boundary of paradoxical leadership and the strategy to improve adaptive performance. Full article

Stay-at-home mandates and quarantines related to the coronavirus disease of 2019 (COVID-19) pandemic have led to significantly increased participation in online gaming. However, as players continue to participate in online games, it may also trigger online game addiction. This study aimed to explore the relationship between players’ flow experience and online game addiction, and to verify whether differences in the type of passion lead to online game addiction. This study used the structural equation model (SEM) to verify the causal relationship between the constructs and then considered model implications with the fit index measurement standard. After investigating 232 players who are passionate about online games, the analysis results show that the higher the flow experience experienced by online game players, the more likely it is to lead to online gaming addiction. Further verification results show that players’ activity passion significantly moderates the relationship between flow experience and online game addiction, and players with obsessive passion are more likely to experience online game addiction than players with harmonious passion. Future work will explore the causes of online game addiction from different perspectives. Full article

The significant need to achieve business sustainability calls for a new business perspective grounded on leaders’ abilities and the effective execution of green human resource management (GHRM). This study aims to emphasize the role of ethical leadership and GHRM in moving organizations toward sustainability. GHRM supports companies to match their corporate strategies to the environment mainly in the presence of ethical leaders who can walk the talk and the provision of adequate practices and training by HRM to foster a working environment, where employees can exhibit creativity, passion, and positive behaviors towards sustainability. Specifically, this research studies the impact of ethical leaders via GHRM and harmonious environmental passion on employees’ green behaviors using a quantitative method in which a dyadic approach (supervisor–employee) was employed to collect data from two sources through a structured questionnaire from non-profit organizations in Lebanon. The research hypotheses were tested using Partial Least-Squares–Structural Equation Modeling (PLS-SEM). The results showed a significant impact of ethical leadership on employees’ green behaviors. In addition, GHRM and harmonious environmental passion mediated the relationship between ethical leadership and employees’ green behaviors. Besides, it was noticed that green creativity strengthened the association between ethical leadership and GHRM, while a psychological green climate strengthened the association between GHRM and employees’ green behaviors. The study has practical implications for leaders and policymakers who are apprehensive about business sustainability. Full article

The extant literature lacks evidence concerning the effects of qualitative and quantitative job insecurity (JIS) on service workers’ performance outcomes. This is also true for their effects on green work outcomes. To fill in this void, drawing on social information processing, threat-rigidity, and the reformulation of attitude theories as well as the model of attitude–behavior relation, this paper proposes and tests a research model that investigates the effects of both qualitative and quantitative JIS simultaneously on green work outcomes. Data gathered from hotel employees during the COVID-19 pandemic in Turkey were utilized to gauge the hypothesized associations through structural equation modeling. The findings suggest that quantitative JIS weakens harmonious environmental passion, green recovery performance, and proactive pro-environmental behavior. In addition, harmonious environmental passion mediates the impact of quantitative JIS on the aforementioned green work consequences. Contrary to the predictions, the findings lend no credence to the negative impact of qualitative JIS on harmonious environmental passion, green recovery performance, and proactive pro-environmental behavior. Full article

In this era of globalization, preventing organizations from undermining and degrading the environment has become a great challenge, especially when considering that organizations are among the major contributors to environmental deterioration. As a result, scholars have recently begun to focus on understanding the key determinants of employee green behavior (EGB), a nascent field within the area of sustainable development and organizational behavior. This study extends the emerging discussion over EGB by investigating how green behavior can be inculcated into employees’ mindsets and under what conditions this can best be accomplished. The present research examines the relationship between ethical leadership and EGB by the mediating mechanisms of green psychological climate, employees’ harmonious environmental passion, and employees’ environmental commitment, through the underpinnings of social learning theory. Further, the study examines the contingency effects of leaders’ pro-environmental attitudes to determine how leaders with ethical attributes and pro-environmental attitudes can create a green psychological climate that ultimately leads to EGB through employees’ harmonious environmental passion and employees’ environmental commitment. The approach to implementing theory development is deductive as the research employed a quantitative research design and survey administration with a time-lagged approach. Multi-level data were collected from 400 respondents working in public and private sector hospitals and universities in Pakistan. The analysis was conducted in MPlus. The results show positive and statistically significant effects of ethical leadership on EGB through the serial mediations of a green psychological climate and employees’ harmonious environmental passion, and a green psychological climate and employees’ environmental commitment. Moreover, the leaders’ pro-environmental attitude contingency strengthens the indirect impact of ethical leadership on EGB. This research provides several managerial implications through which organizations can strategically concentrate on EGB, including saving energy by turning off unused lights, reducing waste, and recycling. Full article