Workaholic Behaviors Research Articles

Daily Effects of Challenge and Hindrance Stressors on Work-to-Family Spillover: The Moderating Effects of Engaging in Workaholic Behaviors

This study seeks to investigate the effects of challenge and hindrance stressors, and the moderating role of workaholic behaviors in predicting work-to-family positive and negative spillover. Non-instructional personnel at a public university completed measures of stressors and workaholic behaviors during the workday and work-to-family spillover before going to bed over a period of five weekdays (Level-1 N = 386; Level-2 N = 106). Results from multilevel regression indicated that challenge stressors exhibited no relationship with work-to-family positive or negative spillover, while hindrance stressors were positively related to negative work-to-family spillover. Additionally, workday hindrance, but not challenge, stressors interacted with workaholic behaviors to predict nightly work-to-family positive and negative spillover. Our findings highlight the detrimental effects of hindrance stressors on days when employees engage in workaholic behaviors and offer insights regarding reducing such stressors in the workplace.

Navigating the Professional Journey for Adults with Attention Deficit/Hyperactivity Disorder: Challenges and Strategies

IntroductionAttention deficit/hyperactivity disorder (ADHD) is a neurodevelopmental disorder that affects approximately 5% of adults. Individuals with ADHD often display symptoms of inattention, including poor time management and difficulty concentrating and completing tasks. Hyperactivity frequently attenuates over time and transforms into inner restlessness, leading to workaholic behaviors. Impulsive symptoms, on the other hand, may manifest as irritability and low frustration tolerance.Objectives To describe the workplace challenges that adults with ADHD face and to explore strategies to improve their occupational outcomes.MethodsA non-systematic review of the clinical literature available in PubMed was conducted using the keywords: “employment” and “attention deficit hyperactivity disorder”.ResultsIndividuals diagnosed with ADHD, in contrast to those without the condition, statistically exhibit poorer job performance and increased lateness, job instability, workplace injuries, particularly traffic accidents, comorbid diseases, and financial problems. Therefore, they often work harder to compensate for their limitations however the findings regarding the health impact of such high job demands are inconsistent. Stimulant therapy during childhood is the main predictor of successful adult employment. Contrarily, risk factors for workplace impairment in ADHD include female gender, executive deficits, lower IQ, less education, combined/inattentive subtype, and history of substance abuse, depression, or anxiety. It was also demonstrated that ADHD individuals may thrive in manual and creative roles and hyperactivity can benefit self-employment. Psychiatrists should offer psychoeducation, along with psychostimulants if necessary, as it is the first-line treatment. Nonetheless, the long-term impact of pharmacological treatment on professional outcomes remains unclear. Although most employers lack ADHD knowledge, workplace strategies including well-defined duties, feedback, job control, and flexibility have been shown to effectively mitigate ADHD symptoms.Conclusions Evidence suggests that a significant amount of employees with ADHD face challenges in finding and keeping a job. Thus, identifying and treating ADHD in adulthood is imperative to help them selecting careers that align with their strengths and weaknesses, which are partially influenced by ADHD, and to promote optimal occupational health. This effort requires collaboration between psychiatry and occupational health professionals. Additionally, it is necessary to start implementing educational campaigns among workforce teams to effectively accommodate workers with ADHD. Further studies are needed to develop occupational programs and rehabilitating interventions tailored to this population.Disclosure of InterestNone Declared

The Mediating Effect of Thriving at Work Between Workaholic Behaviors, Perceived Contribution and Life Satisfaction

Bu çalışmanın amacı, işkolik davranışların hem kişinin yaşam doyumu hem de kendi çevrelerine ne derece katkı yaptıklarına dair inançları arasındaki ilişkilerde, işte kendini yetiştirmenin aracı rolünü inceleyerek, işkolik davranışların bireyin kimliği ve iş dışı hayatına nasıl etki edebileceğine ışık tutmaktır. Kolayda örnekleme yöntemi kullanılarak ulaşılan 259 (n=189) kişiden toplanan verilerle analizler gerçekleştirilmiştir. Analizler için yapısal eşitlik modellemesi kullanılmış, aracı değişken etkisi için bootstrap yöntemi kullanılmıştır. Çalışmada elde edilen sonuçlara göre, işte kendini yetiştirme değişkeni algılanan katkı ve yaşam doyumu değişkenleri için aracı değişken etkisi göstermektedir. Bulguların daha önce elde edilmemiş sonuçlar ortaya koymasının literatüre katkı sağlayacağı düşünülmektedir.

Can Tournaments Induce Workaholic Behaviors? Theory and Experimental Evidence

We attempt to determine if tournaments create an intrinsic desire of agents to work long and hard even after all prizes are paid out by developing a theory of workaholic behavior. We base this theory on a model for asymmetric belief updating. In this model, agents infer their productivity from their performance rank in a tournament. To maximize their psychic incomes, the agents likely attribute their performance rank to their productivity if they win and to luck if they lose. Possessing this self-serving belief, everyone overworks in a subsequent piece-rate stage. We conduct an experimental test to pinpoint the role of tournament in shaping the bias. Our data strongly support our hypothesis that revealing performance rank to subjects induces workaholism.

Yöneticilerin İşkolik Davranışlarının Yaşam Doyumlarına Etkisi: Konaklama İşletmeleri Örneği

In today's world, increasing competition and technological developments have caused some changes in working conditions, employees are now able to carry out their jobs, irrespective of their place of work wherever and whenever they want. This change has pushed employees to work outside working hours and has caused employees to limit their time to work and turn them into a workaholic. Workaholicism, burn out on individuals, the tendency to escape from work, the decrease of efficiency from organizational goals, the balance between work life and private life and cause a decrease in life satisfaction. It is more common in sectors such as tourism sector where working hours are high. For this purpose, the effect of the workaholic behaviors of 400 managers working in the accommodation establishments in the province of Istanbul on life satisfaction was investigated. As a result of the research, it was determined that the gender variable made a significant difference in terms of workaholicity and life satisfaction and it was determined that the workaholic tendencies and life satisfaction of female managers were higher. In addition, a significant and positive relationship was found between workaholics and life satisfaction.

Work hard, play hard…or maybe not: A look at the relationships between workaholism, work-leisure conflict, and work stress

Relationships between workaholism, work-leisure conflict, and work stress were examined. The sample consisted of 339 working adults in the United States. Workaholism was positively correlated with work stress. Additionally, work leisure conflict was positively related to both workaholism and work stress. Moreover, though not a significant moderator, work-leisure conflict was a significant mediator between workaholism and work stress such that workaholism leads to increased work-leisure conflict, which in turn leads to heightened work stress. The results establish workaholism’s wide reach as it can also affect work stress through other variables, such as work-leisure conflict. Developing interventions for work-leisure conflict can especially help workaholics reduce their work stress, as they might find it easier than lowering their workaholic behaviors.

Working Conditions and Individual Differences Are Weakly Associated with Workaholism: A 2-3-Year Prospective Study of Shift-Working Nurses

This study focuses on individual differences and the demand-support-control model in relation to workaholism. We hypothesized that unfavorable working conditions (high job demands, low job control/decision latitude, and low social support at work) and individual differences concerning sleep/wake-related variables (high flexibility, high morningness, and low languidity) would be related to workaholism measured 2–3 years later. Survey data stemmed from a prospective cohort of shift-working nurses (N = 1,308). The results showed that social support at work was negatively related to workaholism, whereas job demands were positively related to workaholism. Flexibility in terms of time for working/sleeping was also positively related to workaholism. The analyses further revealed that workaholism was inversely associated with age as well as having a child or having a child move in. Conjointly, the independent variables explained 6.4% of the variance in workaholism, while their relative importance was small overall. After controlling for all other independent variables, high job demands had the strongest relationship (small-to-medium) with workaholism. This implies that less pressure from the external environment to work excessively hard may prevent an increase in workaholic behaviors. Overall, the study adds to our understanding of the relationships between working conditions, individual differences, and workaholism.

Workaholism and Marital Satisfaction Among Female Professionals

Workaholism is a modern construct pertaining to how one relates to work pursuits. It has been commonly operationalized as excessive work involvement, driven by internal compulsions, and accompanied by low professional enjoyment. This study evaluated the effect of Spence and Robbins’ workaholism triad on marital satisfaction among professional women. Self-report measures were collected online from 266 married alumnae from top graduate schools of business currently in the U.S. labor force. Workaholism components were found to explain a significant amount of variance in marital satisfaction with lack of work enjoyment and high work involvement related to low marital satisfaction. Drive did not exert a significant effect. Results demonstrate that workaholic behaviors and attitudes are associated with poorer marital functioning in this population.

Work engagement among managers and professionals in Egypt

PurposeThe purpose of this paper is to examine potential antecedents and consequences of work engagement in a sample of male and female managers and professionals employed in various organizations and industries in Egypt.Design/methodology/approachData were collected from 242 respondents, a 48 percent response rate, using anonymously completed questionnaires. Engagement was assessed by three scales developed by Schaufeliet al.; vigor, dedication, and absorption. Antecedents included personal demographic and work situation characteristics as well as measures of need for achievement and workaholic behaviors; consequences included measures of work satisfaction and psychological well‐being.FindingsThe following results are observed. First, both need for achievement and one workaholic job behavior are found to predict all three engagement measures. Second, engagement, particularly dedication, predict various work outcomes (e.g. job satisfaction, intent to quit). Third, engagement, again, particularly dedication, predicted various psychological well‐being outcomes but less strongly than these predicted work outcomes.Research limitations/implicationsQuestions of causality cannot be addressed since data were collected at only one‐point in time. Longitudinal studies are needed to determine the effects of work life experiences on engagement.Practical implicationsOrganizations can increase levels of work engagement by creating supportive work experiences (e.g. control, rewards, and recognition) consistent with effective human resource management (HRM) practices. But caution must be exercised before employing North American practices in the Egyptian context.Originality/valueThis paper contributes to the understanding of work engagement among managers and professionals and HRM more broadly in a large Muslim country.

Workaholic behaviors: Do colleagues agree?

Workaholic behaviors: Do colleagues agree?

Work experience and satisfaction of male and female professors in Turkey: signs of progress?

PurposeThis research aims to investigate gender differences among professors in Turkey.Design/methodology/approachData were collected from 243 male and 165 female professors using an anonymously completed internet based questionnaire. Measures included personal demographic and work situation characteristics, workaholism components and validating job behaviors (e.g. perfectionism) workaholism antecedents (e.g. beliefs and fears, organizational values), work and extra‐work satisfactions, and psychological well‐being.FindingsThere were considerable differences in personal demographic and work situation characteristics. Female professor were younger, more likely to be single, more likely to have fewer children, had less job and university tenure, were at lower ranks and earned less income. Female and male professors were similar on workaholic behaviors, work and extra‐work satisfaction and psychological well‐being, with one exceptions: female professors reported more psychosomatic symptoms.Practical implicationsDespite considerable demographic and work situation differences, female and male professors in Turkey report similar job behaviors, satisfactions and psychological well‐being.Originality/valueProvides information on personal demographic and work situation characteristics among male and female academic staff in Turkey.

Predictors of workaholic behaviors among Australian psychologists

This study tested a model predicting workaholic job behaviors among Australian psychologists. The model and measures had been used in a previous study of Canadian business school graduates. Four blocks of predictors were examined using hierarchical regression analyses: personal demographics; work situation characteristics; workaholism antecedents (personal beliefs and fears, workplace values supporting work‐personal life imbalance); and workaholism components. Data were collected using anonymous self‐report questionnaires. Findings replicated previous work; both workaholism antecedents and workaholism components generally accounted for significant increments in variance on the validating job behaviors controlling for personal demographics and work situation characteristics.

Predictors of Workaholism Components and Behaviors

This study examined the relationship of three types of predictors of self-reported workaholism components and workaholic job behaviors: individual demographics, work situation characteristics, and two substantive workaholism antecedents (personal beliefs and fears, perceptions of organizational support of work-personal life imbalance). Data were collected from 530 women and men managers and professionals using anonymous questionnaires. The three blocks of predictors explained statistically significant but moderate levels of variance in workaholism components and workaholic job behaviors. The two substantive workaholism antecedents showed somewhat consistent relationships with the criterion measures. Participants more strongly endorsing the beliefs and fears and participants perceiving greater organizational support of work-personal life imbalance generally indicated higher levels of workaholism components and workaholic job behaviors.

Workaholism and divorce.

This study compared workaholism components and workaholic behaviors of managers currently divorced or currently married. Data were collected using anonymous questionnaires from 530 women and men. 44 divorced and 415 still-married managers indicated similar workaholism and workaholic behaviors.

WORKAHOLISM AND EXTRA‐WORK SATISFACTIONS

The topic of workaholism in organizations has received considerable attention in the popular media although our understanding of it is still quite limited. Most definitions of workaholism convey the notion of singular commitment to work to the detriment of extra‐work activities. This study, using measures developed by Spence and Robbins (1992), examines the relationship of workaholism type to measures of extra‐work satisfactions (family, friends, community). Data were collected from 530 women and men managers and professionals using anonymous questionnaires. The results showed the hypothesized negative relationship between workaholism and extra‐work satisfactions. Implications for reducing workaholic behaviors are offered.

Workaholism in Organizations: Gender Differences

Although the concept of workaholism inorganizations has received considerable attention, ourunderstanding of it based on research evidence islimited. This results from the absence of both suitabledefinitions and measures of the concept. This study, usingmeasures developed by Spence and Robbins (1992),examines gender differences in a predominantly whitemanagerial sample-in three workaholism components and workaholic job behaviors among managers andprofessionals. Although females and males were found todiffer on many personal and situational demographiccharacters, they were similar on the three workaholism components: work involvement, feeling driven towork, and work enjoyment. Females reported higher levelsof particular workaholic job behaviors (e.g.,perfectionism, job stress) likely to be associated with lower levels of satisfaction andwell-being.