Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors

PurposeThis study unpacks the relationship between employees' perceptions of organizational politics and their helping behavior, by explicating a mediating role of employees' affective commitment and moderating roles of their tenacity and passion for work.Design/methodology/approachQuantitative survey data were collected from 476 employees, through Amazon Mechanical Turk.FindingsBeliefs that the organizational climate is predicated on self-serving behaviors diminish helping behaviors, and this effect arises because employees become less emotionally attached to their organization. This mediating role of affective commitment is less salient to the extent that employees persevere in the face of challenges and feel passionate about working hard.Practical implicationsFor human resource managers, this study pinpoints a lack of positive organization-oriented energy as a key mechanism by which perceptions about a negative political climate steer employees away from assisting organizational colleagues on a voluntary basis. They can contain this mechanism by ensuring that employees are equipped with energy-boosting personal resources.Originality/valueThis study addresses employees' highly salient emotional reactions to organizational politics and pinpoints the critical function of affective commitment for explaining the escalation of perceived organizational politics into diminished helping behavior. It also identifies buffering effects linked to two pertinent personal resources.

Let's work together, especially in the pandemic: finding ways to encourage problem-focused voice behavior among passionate employees

PurposeThis study seeks to unravel the relationship between employees' passion for work and their engagement in problem-focused voice behavior by identifying a mediating role of their efforts to promote work-related goal congruence and a moderating role of their perceptions of pandemic threats to the organization.Design/methodology/approachThe research hypotheses were tested with quantitative data collected through a survey instrument administered among 158 employees in a large Portuguese-based organization that operates in the food sector, in the midst of the coronavirus disease 2019 (COVID-19) pandemic. The Process macro was applied to assess the moderated mediation dynamic that underpins the proposed theoretical framework.FindingsEmployees' positive work-related energy enhances their propensity to speak up about organizational failures because they seek to find common ground with their colleagues with respect to the organization's goals and future. The mediating role of such congruence-promoting efforts is particularly prominent to the extent that employees dwell on the threats that a pandemic holds for their organization.Practical implicationsThe study pinpoints how HR managers can leverage a negative situation—employees who cannot keep the harmful organizational impact of a life-threatening virus out of their minds—into productive outcomes, by channeling positive work energy, derived from their passion for work, toward activities that bring organizational problems into the open.Originality/valueThis study adds to HR management research by unveiling how employees' attempts to gather their coworkers around a shared work-related mindset can explain how their passion might spur reports of problem areas, as well as explicating how perceived pandemic-related threats activate this process.

Influence of Person-environment Fit on Work Passion of University Graduates

At present, low passion for work is a difficult problem in human resource management. This paper breaks the research inertia of scholars in dissecting the relationship between fit and passion for work from the perspective of multiple conflicts, and explores the relationship between person-environment fit and the influence of different fit on passion for work. Through the investigation of 402 university graduates of different levels, the results show that: person-organizational fit, person-job fit, person-leader fit and harmonious work passion, obsessive work passion are positively correlated. The results of this paper provide a new explanation for the generation of work enthusiasm and provide practical guidance for solving the management problem of low work enthusiasm.

Explaining the entrepreneurial intentions of employees: The roles of societal norms, work-related creativity and personal resources

This article addresses the important question of why those in paid employment might be hesitant to start their own businesses. In particular, we predict how diminished work-related creativity of employees might mediate the relationship between their perceptions that societal norms do not support initiative taking and their own entrepreneurial intentions. In addition, we consider how risk tolerance and passion for work might buffer this process. Survey data, collected among public-sector employees in the United Arabic Emirates, confirm these predictions with the exception of indications for a buffering role of passion for work. For entrepreneurship stakeholders, this research reveals a critical factor – a diminished propensity to generate new ideas at work – by which employee beliefs about limited normative support for enterprising efforts may escalate into a reluctance to consider an entrepreneurial career. It also identifies how this process can be muted when employees are willing to take risks.

Effects of Entrepreneurial Orientation and Passion for Work on Performance Variables in Sports Clubs

Entrepreneurial orientation and passion for work have been widely studied due to their effects on the behaviour and attitude of management teams in the short- and long-term. However, despite the influences of these variables on the sustainability and survival of an entity, there is a gap when considering the effects of these two performance variables in sports organisations. Therefore, the main objectives of this study were to understand the influences of entrepreneurial orientation and passion for work on service quality and sporting performance. To this end, 199 Spanish non-profit sports clubs were analysed using instruments with good psychometric properties. Data analysis was carried out using two complementary methodologies: hierarchical regression models and fuzzy-set qualitative comparative analysis. The findings show that innovation and risk-taking influence performance variables and that the inclusion of passion for work significantly increases the explanatory capacity of the model. On the other hand, it was also observed that entrepreneurial orientation dimensions and passion for work are part of the combination that allows the expected result to be explored to a greater extent. Theoretical and practical implications were drawn from these findings, which can be used to improve the economic and social sustainability of sport organisations. The study also provides useful information for managers and directors of sport organisations.

PENGARUH MOTIVASI TERHADAP GAIRAH KARJA GURU PADA SMP NEGERI 2 BELITANG OKUTIMUR

Teachers are learning agents who have a very important role in educating the nation to achieve educational goals. As a learning agent, teachers must have a passion for work in carrying out their duties. If they do not have a passion for work, how can they guide their students to achieve the specified minimum learning competencies? Therefore, work passion is a problem that needs to be given a solution through motivation. This study aims to determine whether motivation has an effect on work passion, with the object of research being the teachers at SMP Negeri 2 Belitang OKU Timur. The hypothesis proposed is that "There is a significant influence between motivation on the morale of teachers at SMP Negeri 2 Belitang OKU Timur". Data collection techniques by means of library research, field, and questionnaires. While the analytical tools used are qualitative analysis and quantitative analysis. Based on the calculation, it turns out that r = 0.797 after being consulted with a conservative standard, it turns out that 0.797 lies between 0.600 - 0.799 which mean it belongs to a strong correlation or influence. Then to answer the hypothesis proposed in the previous chapter has a relationship or not, then tested by testing the hypothesis and obtained t = 3.6393 and "t" table obtained 1.860. It can be concluded that the "t" count is greater than the "t" table, namely 3.6393> 1.860. Thus the hypothesis can be accepted (Ha is accepted and Ho is rejected). As for the suggestions that can be given to achieve optimal goals from the agency, it is better if a leader gives encouragement or motivation to teachers in the agency environment so that teachers can work in accordance with what is expected by the agency.

Specific, situated, intra-individual, dialectical, and open: New avenues to integrate and advance the research on passion for work

In almost two decades, the research on passion for work has produced a variety of definitions, measures, and models specifying components, predictors, and outcomes the construct. A challenge for the next generation of research studies will be the integration of these diverse theoretical and methodological approaches with each other and with other fields related to the study of motivation and emotion. This article proposes approaches that shall help to integrate and advance the research on passion for work by implementing recent innovations and insights from the research on related motivational and emotional constructs. The following solutions are proposed: (1) specifying the exact facets of passion for work in theoretical models and measures, (2) using psychometric network models to examine the relationships among the facets and the facets’ relationships with relevant predictors and outcomes, (3) formulating and testing process models that distinguish between state- and trait development and include recursive feedback loops, (4) examining the ambivalent motivation and mixed emotions accompanying passion for work with intra-individual methods, (5) working towards cumulative scientific insights by adopting multi-lab collaborations and other open science practices, and (6) distinguishing between the facets that drive affective thriving and those driving perseverance in the face of obstacles.

SUBJECTIVE PROFESSIONAL WELL-BEING OF RAIL TRANSPORT SPECIALISTS (ON THE EXAMPLE OF MACHINISTS AND ASSISTANTS OF THE LOCOMOTIVE MACHINERY)

Представлены результаты изучения структуры субъективного благополучия специалистов сферы железнодорожного транспорта. Показано, что субъективное профессиональное благополучие указанных специалистов включает четыре компонента: социально-профессиональная востребованность, стремление к профессиональному развитию, доминирующее эмоциональное состояние личности, увлечённость работой/скука от работы. Каждый компонент имеет свою сложную структуру, отражающую особенности отношения специалистов железнодорожного транспорта к профессиональной деятельности, общее отношение к сложившейся жизненной ситуации и особенности профессионального менталитета. Определено, что наиболее сильные взаимосвязи наблюдаются внутри двух пар компонентов: социально-профессиональная востребованность и доминирующее эмоциональное состояние; стремление к профессиональному развитию и увлечённость работой/скука от работы. The results of studying the structure of subjective well-being of railway specialists are presented. It is shown that the subjective professional well-being of these specialists includes four components (social and professional demand, desire for professional development, dominant emotional state, passion for work / boredom from work). Each component has its own complex structure, which reflects the peculiarities of the attitude of railway transport specialists to professional activities, the general attitude to the current life situation and the peculiarities of the professional mentality. It was determined that the strongest relationships are observed within two pairs of components: socio-professional demand and the dominant emotional state; desire for professional development and passion for work / boredom from work.