Passion in corporate cultures?! A qualitative analysis of the influence and role of passion in the organisational culture of a D

Romy Steinhaeuser is a former master student in the field of Human Resource Development at University of Twente. Her master thesis project focused on the concept of passion in corporate cultures.

Romy says about her research:

"I have discovered my passion for passion about three years ago. Ever since, I am hooked and I feel drawn to the idea that passion can and maybe even should play a major role in organisational businesses and particularly those considering themselves being knowledge productive. For, passion can be seen as a source for energy, innovation, learning, development, et cetera.

As part of my research, I therefore investigated the concept of passion by exploring the following four questions:

1. What is the concept of passion?
2. What does the concept of passion relate to in corporate cultures?
3. What factors nurture passion in corporate cultures?
4. What factors inhibit passion in corporate cultures?

The actual research process consisted of four main phases. Firstly, literature on passion and (passionate) corporate cultures was consulted to gain a more theory-based understanding of the concepts and to establish some primary linkages between them. In addition, a model was developed that was based on the idea that people are four dimensional and that it could thus be argued that also corporate cultures are four-dimensional.

This theoretical framework was subsequently translated into a qualitative research design. That is, 25 interviews and 21 observations sessions were held in two organisations in the Netherlands as well as Germany. They all focused on finding strong and valid answers to the four research questions.

Thirdly, the results from the data collection process were summarised and analysed. Here, a unique method was used. Since, the data was not – as commonly known – transcribed in an interview format but put into little stories. This way not only the original dialogue could be kept but also elements such as the atmosphere during the interview, emotions of the interviewee or interviewer or other important aspects of the conversation could be accounted for.

Finally, with the help of several categories, the data was analysed further and transformed into various models regarding the concept and processes of passion and corporate passion.

Overall, several strong conclusions could be drawn that clearly answered all of the four research questions. One of the key findings however was that it should no longer be asked whether there is passion in corporate cultures but how businesses can move forward and make it a reality in their everyday working life.

For me personally, my passion for passion has only grown through this research. Surprisingly, it even led me to (re-)discover another passion of mine, namely story telling. In that respect, my research of passion in corporate cultures was a total success to me – on a personal and professional level.

For further questions, please do not hesitate to contact me. My email address is: Romy.Steinhaeuser(at)web.de".