We integrate research in work passion, social influence, and social networks to examine whether work passion can be contagious and “spread” to others, such that an employee's passion is influenced by the broader social milieu to become more similar to that of a social referent. We investigate formal (supervisory) and informal (trust-based) referents, and also consider direct and indirect (through common third-parties) avenues through which passion contagion may occur. Using data from 70 full-time employees (providing 4830 pairwise observations) in a non-profit organization, we found that respondents' harmonious passion was more similar to that of people they trusted, but their obsessive passion was less similar to that of the same referents. Respondents who had similar trust relationships to third parties also reported less similar harmonious passion. For both forms of passion, we did not find evidence that employees' passion was related to that of their supervisors, or of coworkers who shared the same supervisor. Overall, the findings provide nuanced insights into whether and which workplace relationships have a role in shaping one's harmonious and obsessive work passion. In doing so, this study contributes to the work passion literature by extending the limited body of works on passion antecedents and the social aspects of passion.

我们整合对工作热情、社会影响和社交网络的研究，以检验工作热情是否可以传染和“传播”给他人，从而使员工的热情受到更广泛的社会环境的影响，变得更接近于社会参照物的热情. 我们调查正式（监督）和非正式（基于信任的）参照物，并考虑可能发生激情传染的直接和间接（通过共同的第三方）途径。使用非营利组织 70 名全职员工的数据（提供 4830 个成对观察），我们发现受访者的和谐热情与他们信任的人更相似，但他们的迷恋热情与相同的人不太相似。参照物。与第三方具有相似信任关系的受访者也报告了不太相似的和谐热情。对于这两种形式的热情，我们没有发现证据表明员工的热情与他们的主管或与同一主管共享的同事的热情有关。总体而言，研究结果提供了细致入微的见解，了解工作场所关系是否以及哪些工作关系在塑造一个人的和谐和执着的工作热情方面发挥了作用。在这样做的过程中，本研究通过扩展关于激情前因和激情的社会方面的有限作品，为工作激情文学做出了贡献。研究结果提供了关于工作关系是否以及哪些工作关系在塑造一个人的和谐和痴迷的工作热情方面的作用的微妙见解。在这样做的过程中，本研究通过扩展关于激情前因和激情的社会方面的有限作品，为工作激情文学做出了贡献。研究结果提供了关于工作关系是否以及哪些工作关系在塑造一个人的和谐和痴迷的工作热情方面的作用的微妙见解。在这样做的过程中，本研究通过扩展关于激情前因和激情的社会方面的有限作品，为工作激情文学做出了贡献。