Levels Of Workaholism Research Articles

Manifestations of Paranoid Personality in Workaholic Middle Managers.

The problem of paranoid disorders is widespread and difficult to diagnose due to the many mental symptoms that a person often perceives as character traits. Passion for work, the so-called pathological workaholism, harms not only the suffering person but also all the people around them, affecting their quality of life and disrupting social and family ties. The purpose of study was to determine the level of pathological workaholism and its main symptoms. The objectives of the study included interviewing respondents and identifying the correlation between the level of workaholism and mental manifestations, and finding differences in the manifestations of workaholism in men and women. For this purpose, 78 people were examined, including 38 women and 40 men. All participants worked as middle managers in multinational companies. The aim was to identify people with pathological workaholism among the participants using the "Work Addiction Risk Test" questionnaire. Among managers, a high degree of predisposition to workaholism was diagnosed. We found that women have a strong tendency to be fixated on work, and as a result, they have increased rumination anxiety. Regardless of gender, managers who took part in the study showed a pronounced manifestation of paranoid and obsessive-phobic disorders, depression, and asthenic manifestations. Regarding the relationship between neurotic symptoms and a tendency to workaholism, a high correlation was observed ( p < 0.05). The results of this study may be useful for specialists to develop means of preventing and effectively treating paranoid workaholism, as a disease that is increasingly having a negative impact on society.

The daily costs of workaholism: A within-individual investigation on blood pressure, emotional exhaustion, and sleep disturbances.

Workaholism literature has been so far focused on individual differences in workaholic tendencies, considering the construct as a stable individual trait and highlighting its health and well-being consequences. Only recently, research has started inspecting the daily dynamics and potential consequences of state workaholism. In this preregistered study, we aimed at systematically investigating the within-individual fluctuations in workaholism levels and their potential short-term and delayed psychophysiological responses as captured by ambulatory assessment integrating subjective and objective data. Using an intensive longitudinal design over 10 workdays with 114 workers from various occupations (2,534 measurement occasions), we found higher systolic and diastolic blood pressure, emotional exhaustion, and sleep disturbances in workdays characterized by higher-than-usual workaholism symptoms. Moreover, the reactivity to state workaholism, as indexed by afternoon blood pressure, was found as a mediator of the subsequent prolonged activation indexed by bedtime blood pressure. Finally, we found evidence of a buffering effect of evening psychological detachment on the relationship between state workaholism and sleep disturbances. Overall, our results support the conceptualization of workaholism as a multilevel phenomenon that acts as an internal job-related demand by showing the typical strain reactions triggered by well-characterized external demands. This study contributes to the literature by highlighting that transient workaholism symptoms can result in significant short-term stress responses at different levels, providing new, robust, and multisource evidence that underlies the importance of effectively preventing and managing dysfunctional work investment since its early manifestation. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

“No Days Off”: Using Self-Determination Theory to Better Understand Workaholism in National Collegiate Athletic Association Division I Coaches

Workaholism (i.e., working excessively and compulsively) is associated with negative physical, psychological, and social consequences. Researchers have previously examined antecedents of workaholism, but the experiences of sport coaches have not yet been investigated. This study explored (a) differences in National Collegiate Athletic Association Division I coaches’ workaholism, as well as need satisfaction and frustration based on gender, coaching role, gender of athletes coached, age, and years of coaching experience; and (b) how coaches’ perceptions of their three basic psychological needs are associated with tendencies to work excessively and compulsively. A total of 873 National Collegiate Athletic Association Division I coaches participated in the research. Data analyses revealed significant differences in participants’ workaholism as well as need satisfaction and frustration. Structural equation modeling indicated a significant relationship between reported levels of workaholism and perceptions of the three needs. Findings illustrate the importance of basic psychological needs in preventing coaches’ workaholism and maintain optimal functioning.

When business is personal: a mixed methods examination of workaholism in family business leaders

ABSTRACT Family business leaders are heavily devoted to their business, but to what degree does this manifest as workaholism? To examine this question, a mixed methods approach was used which included online survey of 265 family business leaders recruited from a family business center, followed by focus group interviews of a subsample of 36 of these family business leaders. Results of the quantitative survey shows a positive relationship between workaholism and work interference with family but not family interference with work. Workaholism was positively related to greater use of technology after work hours. We also examined whether results differed based on whether the family business leader was an owner (vs. non-owner) and a family member (vs. non-family member). Leaders who were owners and family members both reported significantly higher workaholism than non-owners/non-family members. Results from the focus groups further revealed leaders showed distinct patterns in the types of after-work activities, types of conflicts, as well as reasons for their heavy work investment based on leaders’ level of workaholism. Overall, this study demonstrates the important role of workaholism in work-family dynamics for family business leaders, as well as the unique struggles of family business leaders who are owners and family members.

Uncovering the main and interacting impact of workaholism on momentary hedonic tone at work: An experience sampling approach.

Workaholism is a current issue in modern organizations with well-characterized implications for individual health and well-being. Yet, the affective experience of workaholics at work and their emotional reactivity to job stressors have been poorly investigated, with the few available studies being cross-sectional or based on retrospective reports obtained outside the working time. Here, we conducted an experience sampling study to characterize workaholics' affective experience during work and their emotional reactivity to workday accumulation and momentary workload. A total of 139 full-time back-office workers participated in a 3-day protocol by reporting on their hedonic tone and momentary workload up to six times per workday. Multilevel modeling was used to investigate the relationship between trait workaholism and job-related hedonic tone as well as the cross-level interactions between workaholism and both workday accumulation and momentary workload. As expected, our results showed lower job-related hedonic tone for individuals with higher workaholic tendencies, with workaholism interacting with the two investigated job stressors. However, contrary to our hypotheses, we found that workaholism weakened, rather than strengthening, the negative trend of hedonic tone over the levels of both predictors, a result possibly explained by a blunted reactivity condition due to chronic job strain. Moreover, we corroborated previous findings suggesting worse outcomes in workaholic women compared to workaholic men. Organizations should consider taking action to monitor and manage the workaholism levels in the workforce and to create a psychosocial work environment that discourages the enactment of workaholic tendencies. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The Relationship between Workaholism and Personal Burnout in Dual-Earner Couples: An Analysis Using the Actor-Partner Interdependence Model

This study tested the workaholism–personal burnout relationship by using the Actor-Partner Interdependence Model in a sample of 138 Italian dual-career couples. Specifically, in line with previous literature, the presence of actor and partner ‘effects’ was hypothesized, whereby the level of workaholism of men and women influences their own level of personal burnout (actor effect) and that of their partners (partner effect). In addition, the moderating role of the presence and number of children in the relationship between workaholism and personal burnout was also analyzed. The results confirmed a significant actor effect. In contrast, the partner effect was partially confirmed (only for the pathway from female partner workaholism to male partner personal burnout). In addition, the presence of children played a key role. First, it strengthened the positive relationship between the female partner’s workaholism and the male partner’s personal burnout. Second, it attenuated the positive relationship between a female’s workaholism and her own personal burnout. The obtained results are discussed, and based on these, considerations are provided on possible interventions to decrease the potential impact of workaholism on couples’ well-being and the implications for a sustainable work and family life.

Self-Care Practices as a Mediator between Workaholism and Sleep–Wake Problems during COVID-19

Self-care practices are considered an important resource for workers’ psychophysical well-being. These resources were especially relevant during the COVID-19 outbreak, during which both workaholism and sleep–wake problems were documented. Our study aimed to examine whether workaholism could predict sleep–wake quality through the mediating effects of self-care practices. A convenient sample of 405 Italian workers (71.1% females; mean age = 42.58 ± 10.68 years) completed the Self-Care Practices Scale, Mini-Sleep Questionnaire, and Working Excessively and Working Compulsively Scale during the first lockdown in Italy in 2020. The main results showed that workaholism directly affected sleep–wake quality, suggesting that high levels of workaholism increased the likelihood of sleep–wake problems being reported. At the same time, people with high levels of workaholism reported scarce use of self-care practices and, in turn, lower sleep–wake quality. Our findings confirm the importance of monitoring the quality of life at work to protect workers’ sleep–wake cycle quality and investing in self-care. Both individual and organizational efforts can help break the vicious cycle of workaholism and sleep–wake disorders.

The level of workaholism and its relation to the positive and negative perfectionism

The level of workaholism and its relation to the positive and negative perfectionism

Association Between Low Back Pain, Workaholism, and Work Engagement in Japanese Hospital Workers: A Quantitative Cross-sectional Study.

This study aimed to examine the association between two types of heavy work investment, workaholism and work engagement, and low back pain prevalence. We conducted a paper-based survey of Japanese hospital workers. The Dutch Workaholism Scale (DUWAS) and the Utrecht Work Engagement Scale (UWES) were used to classify the participants into four groups and perform multiple logistic regression analyses. Among 699 participants, the group with low DUWAS and high UWES at 37.1% had the lowest low back pain prevalence. In order, the groups with low DUWAS and UWES were at 51.7%; those with high DUWAS and UWES, 58.5%; and those with high DUWAS and low UWES, 62.4%, with multivariate-adjusted odds ratios of 1.77, 2.01, and 2.33, respectively. Low back pain prevalence among Japanese hospital workers was reduced by high levels of work engagement, even at high levels of workaholism.

Relationship between ethical leadership and workaholism among nursing supervisors as perceived by staff nurses

Background Workaholism develops as a result of working long hours to reach mutually agreed-upon goals by ethical leaders who serve as role models and encourage ethical behavior. Aim To examine the relationship between nursing supervisors’ ethical leadership and their workaholism as perceived by staff nurses. Design A descriptive correlational research design was adopted to achieve the study. Setting The study was conducted at Sohag University Hospital. Patients As convenience samples, 25 nursing supervisors and 240 staff nurses were recruited. Tools Three tools were used for data collection as follows: demographic data forms and ethical leadership and workaholism analysis questionnaires. Results Overall, 53.3% of staff nurses reported leaders with low levels of ethical leadership, whereas 46.7% of them were led by ethical leaders. Moreover, 73.3% of leaders had low levels of workaholism, whereas 26.7% of leaders had high levels of workaholism. Conclusion There were statistically significant differences and positive relations between ethical leadership and workaholism among the recruited participants. Recommendations Training programs should be conducted to teach nursing supervisors about ethical leadership, as well as the dangers of workaholism and how to prevent them.

INVESTIGATION OF THE MEDIATING ROLE OF EMOTIONAL COMMITMENT IN THE EFFECT OF FLEXIBLE WORK ARRANGEMENTS ON WORKAHOLICS DURING THE PANDEMIC PERIOD

The purpose of this study is to investigate whether emotional attachment plays a mediating role in the effects of the airline workers' effects on their workaholics towards flexible working arrangements implemented by airline companies during the pandemic process. In this context, a questionnaire has been applied to 383 personnel working in aviation enterprises in Istanbul. Except for demographic questions, three separate scales were used in the questionnaire: the attitude scale towards flexible working arrangements, workaholic levels and emotional commitment scale. The research data were obtained through a questionnaire and the results were tested using the SPSS program. As a result of the research, it was found that the level of workaholism of aviation workers was affected due to flexible working arrangements, flexible working arrangement affected emotional commitment, emotional commitment affected workaholism and emotional commitment regulated the relationship between flexible working arrangement and workaholism.

Can remote work during COVID-19 pandemic strengthen the link between workload and workaholism?

The aim of the present study was to investigate the role of the way of doing work for the relationship between workload and workaholism during COVID-19 pandemic. A total of 668 employees working in different Lithuanian organizations participated in a study. A sample included employees who worked in the workplace (n = 331), as well as those who worked completely from home (n = 337). The levels of workaholism were measured using DUWAS-10 (Schaufeli et al., 2009). Workload was assessed with the help of the Quantitative Workload Inventory (QWI; Spector &amp; Jex, 1998). It was revealed in a study that the higher levels of workload experienced by employees were related to the increased workaholism. It was further found that the positive relationship between workload and worka­holism was stronger in the group of complete remote workers. Overall, the findings support the idea that remote work is an important variable increasing a risk for workaholism especially for those employees who experience a heavy workload. Therefore, the ways of doing work must be considered when addressing well-being of employees.

Workaholism and Work Addiction: The Differeces in Motivational factors

Over the past decades, workaholism has received increasing attention from researchers. Despite a growing interest, no single definition or conceptualization of workaholism has emerged. The meaning of workaholism is arguably ambiguous and many different researchers use different definitions of what it is to be a workaholic (Griffiths &amp; Karanika-Murray, 2012). Literature lacks consensus on how workaholism should be conceptualized and measured; the existing theoretical models offer conflicting ideas regarding the composition of the workaholism construct (Clark et al., 2020). Originally, the word “workaholism” was a take on working too hard in an alcoholic-like manner and was intended to connate all the problems that addiction brought (Oates, 1968). Thus, the primary discussion developes around two forms of excessive work (workaholism and work addiction). Both of them have often been used interchangeably in literature. However, more recently, part of the scientific debate has pointed up the opportunities to explore the differences between the two. In fact, even though workaholism and work addiction overlap at some point, some components of their meaning might differ (Griffiths et al., 2018). It was proposed by some authors that work addiction was a psychological construct, whereas workaholism was a more generic term indicating everyday work-related behavior rather than pathology (Clark et al., 2020; Griffiths et al., 2018).It is possible to disentangle the differences between workaholism and work addiction by paying attention not only to their composition but also to the factors determining them. Keeping in mind the proposed differences of workaholism and work addiction, each of these phenomena should be more or less predicted by different motivational aspects. However, conclusions about different motivational origins of workaholism and work addiction are currently impossible, as the existing studies do not differentiate between the correlates of both of these phenomena. Thus, the aim of the present study was to examine the differences in motivational factors predicting workaholism and work addiction.A total of 964 Lithuanian employees participated in a study. The levels of workaholism were measured using a short version of the scale proposed by Schaufeli et al. (2009) (DUWAS-10). Work addiction was assessed with the help of Bergen work addiction scale (Andreassen et al., 2012). Work motivation was measured using work extrinsic and intrinsic motivation scale (Tremblay et al., 2009). Both hypotheses that were tested in a study were partially supported. When conducting a regression analysis it was found that intrinsic work motivation, as well as one regulatory type of extrinsic work motivation (introjected regulation), were the factors predicting workaholism. Three regulatory types of extrinsic work motivation (external, introjected, integrated regulations) were the factors predicting work addiction. Intrinsic work motivation was not a significant factor predicting work addiction.Our results correspond to the idea that the etiologic pathway to work addiction may differ from that leading to workaholism and provides some support for viewing these constructs as separate ones.

The Link Between Personal Factors and Workaholism: The Role of Remote Working During the COVID-19 Pandemic

The aim of the present study was to investigate the role of the way of doing work for the relationship between employees’ perfectionism, type A personality and workaholism during COVID-19 pandemic. A total of 668 Lithuanian employees participated in a study. The sample included employees who worked in the workplace (n = 331), as well as those who worked completely from home (n = 337). The levels of workaholism were measured using DUWAS-10 (Schaufeli et al., 2009). A multidimensional perfectionism scale (Hewitt et al., 1991) was used for the measurement of perfectionism. Type A personality was assessed with the help of the Framingham type A personality scale (Haynes et al., 1980). It was revealed in a study that the positive relationship between perfectionism and workaholism was stronger in the group of complete remote workers. It was further found that the moderating role of the way of doing work was not significant for the relationship between type A personality and workaholism. Overall, the findings support the idea that remote work is an important variable determining the development of health-damaging working behaviors among those employees who excel perfectionistic attributes. Therefore, the way of doing work must be considered when addressing the well-being of employees.

Understanding the etiology of workaholism: The results of the systematic review and meta-analysis

The objective of the present study was to determine the antecedents of workaholism. To attain the main objective, a systematic review was conducted that was further supplemented with the meta-analytic data. Additionally, attempts were made to separate the precursors of both workaholism and work addiction in our study. Four online databases were used to search for articles. Thirty-three articles published during the period between 2008 and 2019 were included. The results of the systematic review revealed that perfectionism, extrinsic work motivation and job demands (workload, interpersonal conflicts and role conflict at work) were the most important factors leading to the increased levels of workaholism. When conducting meta-analytic calculations, variables of neuroticism, openness and conscientiousness gave significant effects. The results of both the systematic review and meta-analysis correspond to the idea that the etiologic pathway to work addiction may differ from that leading to workaholism on account of the role of certain personality traits (such as neuroticism).

To detach or not to detach? The role of psychological detachment on the relationship between heavy work investment and well-being: A latent profile analysis

This study focuses on two types of heavy work investment, namely workaholism and work engagement, and on psychological detachment from work. Both workaholism and work engagement refer to an intense work effort, yet with a different impact on work and personal life. Building on Stressor–Detachment Model (SDM), we examine how different levels of workaholism, work engagement, and psychological detachment influence different outcomes related to employees’ well-being (i.e., perceived health, negative affectivity, positive affectivity). Data were collected from 342 employees via online survey and analyzed by mean of latent profile analysis. Five employee profiles were identified: High-Detachment and Engaged, Heavy Work Investors, Mild-Detachment and Disengaged, Mild-Detachment and Engaged, and Pure Workaholics. The profiles showed different patterns of the outcomes under investigation. Our findings also indicate that psychological detachment is an important factor that alleviates the detrimental effects of heavy work investment on employees’ well-being and that work engagement can play an immediate protecting role for employees’ well-being even in absence of significant levels of psychological detachment.

Complementary variable‐ and person‐centred approaches to the dimensionality of workaholism

AbstractThis research relies on complementary variable‐ and person‐centred approaches to investigate the underlying dimensionality of the workaholism construct. In three studies (Study 1: N = 343 workers; Study 2: N = 654 firefighters in Sample 1 and N = 247 administrative and technical employees in Sample 2; and Study 3: N = 153 nurses in Sample 1 and N = 359 educators in Sample 2), the results showed that employees' workaholism ratings simultaneously reflected a global overarching workaholism construct, which co‐existed with two specific dimensions (working excessively and compulsively). In Study 1, global levels of self‐determined motivation were associated with higher global levels of workaholism, whereas perceived supervisor support was negatively related to global levels of workaholism. We then examined the distinct configurations, or profiles, taken by workaholism dimensions (global workaholism, and specific working excessively and compulsively; Studies 2 and 3) and psychological detachment (Study 3). Studies 2 and 3 also documented the associations between these workaholism profiles, and correlated predictor (e.g. supervisor support, workload) and outcome (e.g. emotional exhaustion, work performance) variables. Three of the four profiles identified were similar across studies (Low Global and Average Specific Workaholism,Average Global and Specific Workaholism and High Global and Average Specific Workaholism), whereas one profile was different across studies and samples. In both studies, the High Global and Average Specific Workaholism profile was associated with the worst correlated outcome variables (e.g. high levels of emotional exhaustion, low levels of job satisfaction).

Otel Çalışanlarının İşkoliklik ve Yenilikçi İş Anlayışı Düzeylerinin İş Tatminleri Üzerindeki Etkisinin İncelenmesi

The purpose of this study is to examine the effect of workaholic and innovative work behavior levels of hotel staff on job satisfaction. In addition, it has been tried to reveal whether there are differences between the socio-demographic characteristics of hotel employees and their workaholism, innovative work behavior and job satisfaction levels. For this purpose, a survey has been conducted for four- and five-star hotel employees operating in Konya. According to the results of the research, the general workaholism of the participants is 3.4900 ± 0.76751 (min: 1- max: 5), their level of innovative work behavior is 3.9652 ± 0.69410 (min: 1-max: 5), job satisfaction scale is 3.4544 ± 0.95408 (min: 1-max: 5). A similar and medium-level relationship has been found between hotel employees' workaholism and their innovative work behavior, between workaholism and their job satisfaction, and between their innovative business mentality and their job satisfaction. In addition, it is seen that the workaholism levels and innovative work behavior of hotel employees have a positive and significant effect on job satisfaction. 21.40% of the job satisfaction of the workaholism; it is seen that innovative work behavior explains 23.7% of job satisfaction.

Увлеченность работой и благополучие при работе в клинике тяжелых соматических заболеваний: роль личностных особенностей у врачей- клиницистов и сотрудников лабораторий

The contemporary stage of the organizational psychology development is characterized by the interest in differentiating different states at the workplace and in searching for the personal and organizational resources that contribute to a greater engagement in work and prevent the risk of the emotional burnout, the dependence upon work, the disbalance between work and life, etc. The present study aims at detecting personal predictors of ill-health in doctors at the workplace who personally work with patients with severe somatic diseases, and laboratory staff doctors who work with the same patients without any constant personal contact. 180 doctors working with patients with severe somatic diseases (94 clinicians and 86 laboratory employees) filled out the life satisfaction scale, the Utrecht work engagement scale, the emotional exhaustion subscale of the burnout scale, the Dutch scales of job boredom and work addiction, the big five personality test (the second version) and the Millon clinical multiaxial inventory (the third version). According to the results, the differences between the clinicians in the direct contact with patients and the laboratory employees are about a higher level of workaholism in the former, especially in fresh clinicians. That can be explained by both personal and organizational potentials that contribute to coping with stress in this sample. The personal features of the clinicians correspond to their professional choice and development including the propensity for a positive self-presentation, dominance, and the importance of attention and appreciation. The pedantry and thoroughness characteristic of the laboratory employees can contribute to their professional success, while the avoidant personal pattern and self-defense pattern are consistent with their preference for a laboratory work. The data are in favour of the functional opposite of workaholism and boredom, the former with a higher level of empathy and pedantry, and the latter — with that of a lower level. In the both groups, a depressive pattern of personality is associated with a greater boredom at the workplace, the emotional exhaustion and the general dissatisfaction with life; moreover, the risk of the emotional exhaustion is higher in case of unstable emotions and a low dynamism. Thus, a high level of workaholism in the group of the clinicians indicates the importance of the prevention of the dependence on work in the employees who directly contact patients with severe somatic diseases, especially in fresh clinicians with a high level of dominance, empathy and pedantry. In other words, it is important to those who are usually successful at work and do not seek any psychological help) as well as those who are prone to an avoidant or dependent pattern of personality which also leads to the work-life disbalance.

Psychometric properties of the Portuguese Dutch Work Addiction Scale.

To analyse the psychometric properties of the Dutch Work Addiction Scale in a sample of Portuguese nurses. A methodological study was conducted with 1,030 Portuguese nurses. A sociodemographic/professional questionnaire and the Dutch Work Addiction Scale applied between October and December 2019. The Confirmatory Factorial Analyses confirmed the factorial structure of two dimensions, namely Working Excessively (α = .730) and Working Compulsively (α = .752), grounded on the theoretical model of workaholism; the reliability values were considered adequate. Nurses presented a moderate level of workaholism, with a higher mean value for Working Excessively. The results raised the issue of workaholism and highlighted the need for further study. The Portuguese version of the DUWAS presented good psychometric characteristics and can be considered a valid and useful instrument to identify this problem.