Transversal Analysis of Predictors, Moderators and Related Effects of HWI

Claudiu George Bocean,Anca Antoaneta Varzaru,Anca Bandoi,Catalina Soriana Sitnikov

doi:10.24818/ea/2020/s14/973

Abstract

In recent years, the significant and intensive change of working conditions necessitates employees to modify their work patterns to increase the number of working hours and work intensity by improving the efforts, which leads to the occurrence of the heavy work investment (HWI) phenomenon. Analyzing the models of HWI we can distinguish two types: workaholism (WH), considered being the negative form of the HWI, and working engagement (WE), considered to be the positive form of the HWI. This paper proposes a multidimensional model of HWI that is built on four main elements: HWI (with its two types: WH and WE), potential predictors, work outcomes and mediating factors between HWI and work outcomes. The model is empirically tested on a sample of 298 Romanian employees, using correlational study, confirmatory factorial analysis, and artificial neural networks analysis established between model variables. The results of the research are explained and discussed, recommendations are issued for the improvement of organizational practices and new research directions are proposed.

Highlights

The contemporary world is characterized by a large number of challenges for the individual engaged in a working relationship
In table no. 1 we presented the values of the correlation coefficients established between the two dimensions of heavy work investment (HWI) (WH and Work engagement (WE)) and the ten predictors selected for the multidimensional model of HWI
Based on the dual nature of HWI, we built a multidimensional model which includes, on the one hand, the potential predictors and on the other hand the outcomes of this phenomenon, as well as two indicators that mediate the relationship between HWI and its outcomes

Summary

Introduction

The contemporary world is characterized by a large number of challenges for the individual engaged in a working relationship. More and more employees fail to maintain the balance between their work-family lives, because they devote most of their time to their work, ignoring family relationships. This phenomenon, which has been defined as WH (Oates, 1971), affects the family life but, sometimes, their mental and physical health. WH represents excessive unsolicited efforts of an employee which affect their health (van Beek et al, 2012). Research on the relationship between WH and WE have traditionally focused on these constructs as two different forms of HWI. Questions about WH and WE have guided researchers' efforts to gain a more subtle understanding of the nature of these behaviors, first separately, in tandem

Objectives

Results

Conclusion