Abstract
Although much research has been conducted on workaholism, its crossover effects remain uninvestigated, especially in the context of organizations. Based on the job demands-resources (JD-R) model of burnout and the conservation of resources (COR) theory, we established a dual-path structural model to examine the effects of supervisors’ workaholism on subordinates’ turnover intention through two types of job demands (perceived workload and interpersonal conflict) as well as subordinates’ emotional exhaustion. The results revealed that supervisors’ workaholism is positively related to subordinates’ emotional exhaustion through increased perceived workload and interpersonal conflict, which result in subordinates’ turnover intention. This study has made a contribution to the literature by extending the scope of workaholism research from self-perspective to other-perspective. The findings also have practical implications for organizations and their human resources (HR) practitioners.
Highlights
Since Oates [1] first defined the term workaholism as an uncontrollable need or compulsion to work, a number of studies have examined the negative consequences of the concept [2,3,4] and predictors thereof [5,6]
Our results revealed that the relationship between supervisors’ workaholism and subordinates’ turnover intention was fully mediated by two types of job demands, namely, perceived workload and interpersonal conflict as well as emotional exhaustion
We have attempted to broaden the literature on workaholism by examining the effects of supervisors’ workaholism on subordinates’ work attitudes and behaviors
Summary
Since Oates [1] first defined the term workaholism as an uncontrollable need or compulsion to work, a number of studies have examined the negative consequences of the concept [2,3,4] and predictors thereof [5,6]. These studies have contributed meaningfully to the literature, most have focused on the domain of self-perspective. By employing the job demands-resources (JD-R) model of burnout [9] and the conservation of resources (COR) theory [10], we hypothesized that supervisors’
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Environmental Research and Public Health
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
