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Workaholic Tendencies and the High Potential for Stress Among Co-Workers
International Journal of Stress Management
Abstract
The dangers associated with excessive time at work do not apply equally to all people. Attempts to specify how much is too much have often referenced underlying motives as a factor in whether time at work is excessive and, therefore, likely to lead to undesirable outcomes. The literature on workaholism separates joy in work and perfectionism as two contrasting characteristics, either of which can lead to long hours at work. This study categorized subjects on those two characteristics to examine how the differences might relate to stress among coworkers. In line with suggestions of earlier studies, the joy/perfectionism difference was not linked to standard demographic breakdowns. However, tendencies toward one or the other did correspond to perceptions that may affect the quality of personal interaction in the workplace and, therefore, the level of stress among coworkers.
... Existing research has ignored that employees with different motivations for work may react differently to ATW. As suggested by the literature of workaholics, some employees may intrinsically value and enjoy work (Porter, 2001). These employees are willing to voluntarily extend their work hours and even sacrifice their nonwork time or activities for work (London, 1983). ...
... These employees feel compelled to work excessively and that their well-being is not the concern of their organization. Therefore, they usually experience negative feelings such as stress, anxiety, burnout (Korn et al., 1987;Porter, 2001) and low work and life satisfaction, which will arouse intent to leave (Scott et al., 1997;Spence and Robbins, 1992). Thus, whether ATW will make employees want to leave the organization may depend on employees' motivation for ATW. ...
... Contrarily, employees who enjoy ATW will experience low work-life conflict and turnover intention because they consider ATW as pleasant, satisfying, enjoyable and a viable way for selfachievement. This is consistent with the literature of workaholic, which contends that not everyone suffers from stress due to long work hours and that whether employees feel frustrated or fulfilled about long work hours may depend on why employees spend so much time on work (Porter, 2001). Therefore, we suggest managers to take measures to help employees develop more intrinsic motivation for ATW. ...
Purpose
As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.
Design/methodology/approach
A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.
Findings
The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.
Originality/value
By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.
... Unlike general job satisfaction or commitment to an organization, enjoying work is about the inherent pleasure and interest in the work itself. Researchers view this kind of enjoyment positively, linking it to passionate involvement and fulfilment (Buelens & Poelmans, 2004;Porter, 2001;Graves et al 2012). Studies have found that enjoying work can reduce stress, improve emotional well-being, and lead to more positive attitudes toward colleagues, the job, and one's career (Aziz & Zickar, 2006;Burke, 1999Burke, , 2001Burke et al., 2003Burke et al., , 2004Porter, 2001). ...
... Researchers view this kind of enjoyment positively, linking it to passionate involvement and fulfilment (Buelens & Poelmans, 2004;Porter, 2001;Graves et al 2012). Studies have found that enjoying work can reduce stress, improve emotional well-being, and lead to more positive attitudes toward colleagues, the job, and one's career (Aziz & Zickar, 2006;Burke, 1999Burke, , 2001Burke et al., 2003Burke et al., , 2004Porter, 2001). ...
Workplace spirituality and religious spirituality have their roots in the concept of religiosity, but the literatures evolved organically in their own directions. Workplace spirituality literature has mainly involved studies on organizations and employees, while religious spirituality literature has mainly studied spirituality practices by different religions. However, the question remains, what are the similarities and differences between these concepts? Through a qualitative comparison of the two literatures along with a phenomenological study of participants associated with religious spiritual organizations in India, this paper shows that although the two streams of literature developed independently, their fundamental concepts are the same. The same is reflected by a content analysis of the interviews conducted.
... According to Porter 15) , workaholic individuals feel that others do not work as hard because they work beyond what is reasonably expected from them to meet organizational or economic requirements. They also perceive their coworkers as being less valuable to the organization than themselves and their work to be of lower quality than their own 15) . These perceptions can create a negative atmosphere in the workplace, which makes it more difficult for laughter to occur naturally. ...
... To the best of our knowledge, this is the first study to examine the longitudinal relationship between laughter and workaholism. Workaholics work beyond what is reasonably expected from them to meet organizational requirements 15) . ...
Laughter is related to better well-being in daily life. Previous cross-sectional research among employees showed a positive relationship between laughter and work-related well-being (i.e., work engagement). However, longitudinal and even bidirectional relationships have not been yet explored. This study thus investigated the longitudinal and reciprocal relationships of laughter, with work engagement and workaholism as positive and negative aspects of work-related well-being. Specifically, we conducted two-wave web-based surveys among Japanese employees via an Internet survey company with a one-year interval, and 855 valid data were analyzed. The hypotheses were then tested using structural equation modeling. The results showed that increases in laughter during the previous year were positively and negatively related to future work engagement and workaholism, respectively. In addition, through changes in laughter, the initial work engagement led to future work engagement (gain cycle), whereas initial workaholism led to future workaholism (loss cycle). These findings suggest that laughter and work-related well-being influence each other reciprocally rather than unidirectionally. This underlines the importance of studying reversed as well as regular causal effects in the relationship between laughter and employee well-being.
... Workaholism is a state in which an individual limits their personal life for the sake of work (Porter, 2001). Workaholism is also defined as a state of being obsessed with work and the loss of balance between one's personal life and work, besides this state is characterized by the behavior of being too absorbed in work (Shin & Shin, 2020). ...
... I feel tense when I think about doing the tasks assigned to me Workaholism behavior is defined as the behavior of employees who want to constantly work at the expense of their health and social life (Shin & Shin, 2020). This variable is measured using 4 question items from Porter's research, (2001) and modified by (Kim et al., 2019) (Kim et al., 2019;Porter, 2001 Table 2 shows the results of all reliability and validity tests. The Cronbach's alpha and composite reliability values in this study are greater than 0.6 and 0.7, respectively, which means that the measurement tool is reliable to use. ...
... There is a lack of consensus on the definition of workaholism (Kim, 2019). However, workaholism is regarded as an addiction to work by most scholars (Clark et al., 2016) with many definitions proposed over the past fifty years (Oates, 1971;Machlowitz, 1980;Mosier, 1983;Spence & Robbins, 1992;Porter, 2001;McMillan & O'Driscoll, 2006;Andreassen et al., 2012). Kim (2019) proposed that the multitude of definitions that exist share a characteristic of excessive habitual working behaviour, and diverge into the traditional, positive, instrumental, and combined perspectives. ...
... The traditional perspective adopted by the Spence and Robbins model suggests an addicted condition whereby not working causes a dysphoric state only avoided by returning to work (Kim, 2019). Work is then accompanied by feelings of compulsion to work, lack of enjoyment of work, and excessive time allocation to work (Kim, 2019;Porter, 2001;Spence & Robbins, 1992). In contrast, the positive perspective sug-gests an intense passion driven by motivation to work manifesting itself in enthusiasm about rewards or accomplishment or self-driven ethics and values (Kim, 2019;Baruch, 2011;McMillan & O'Driscoll, 2006). ...
This psychometric study aims to contribute to the evolving cross-cultural definition of workaholism by exploring the reliability and validity of using the Workaholism Battery (WorkBAT; Spence & Robbins, 1992) in a sample of 183 full-time white-collar workers in Malaysia. Using data from online surveys, collected from full-time white-collar workers in the private and public sectors, factor analysis was used to indicate factor solutions contributing to the definition of workaholism based on the Spence and Robbins (1992) model of high work involvement, high work drive, and low work enjoyment. The study identified three factors and reassigned the items between them into work enjoyment, work drive, and work withdrawal. A 2-step cluster analysis identified four profiles of work adaptability as workaholics, enthusiastic workaholics, anxious workers, and moderate workers. Criterion validity with working hours was not established indicating workaholism as a distinct construct as suggested by previous studies. Our analysis produced a 3-factor solution suggesting a further syndromic view of the addiction to work. The addition of the third factor of work withdrawal indicates a further shift into looking at workaholism with a clinical lens.
... Although few studies highlighted the positive aspects of workaholism, such as passion (Afota et al., 2020;Burke & Fiksenbaum, 2009), job crafting; seeking challenges, seeking resources, structural resource seeking (Zeijen et al., 2018), and motivation for work (Scott et al., 1997). Previous studies also reported negative consequences like job burnout (Cheung & Lucas, 2014), stress , poor sleep quality (Cardoso et al., 2020), marital dissatisfaction (Robinson et al., 2001), exhaustion (Molino et al., 2018;Moyer et al., 2017), depression (Robinson & Kelley, 1998), anxiety (insomnia) (Serrano-Fernández et al., 2021), work-family conflict (Andreassen et al., 2013), aggressive behaviour (Porter, 2001), work-life imbalance (Clark et al., 2016a), job-related negative 'affect' (Balducci et al., 2018), poor wellbeing (Clark et al., 2016b), life satisfaction (Nes et al., 2013), psychological capital (Moyer et al., 2017). ...
... They do have alternatives unrelated to work, but they always prefer to work over such alternatives. The workaholic may achieve their objectives discreetly to enhance or maintain the need for further work (Porter, 2001). ...
Life satisfaction is of great significance to human beings. Based on the conservation of resource theory, the study investigates the direct and indirect impact of ebullient supervision on life satisfaction. This study investigated how ebullient supervision is related to teachers’ life satisfaction and how workaholism mediates this relation. It also investigates the moderating role of family motivation on the ebullient supervision and workaholism relationship. The data were collected using self-report survey questionnaires by utilizing a time-lagged cross-sectional study design. A moderated mediation model was tested on an actual sample of 401 using Process Macro by Hayes. The findings of our study show that ebullient supervision promotes workaholism and boost life satisfaction. It is found that workaholism enhances the life satisfaction of teachers. Finally, we also found that the relationship between ebullient supervision and workaholism is weaker when family motivation is high.
... Other researchers, in turn, present workaholics as unhappy people who perform their duties compulsively but not necessarily effectively, being unable to cooperate and confrontational (Naughton 1987;Oates 1971;Porter 1996). The negative effects of workaholism in one's professional life include frequent absences from work due to stress, anxiety and depression (Worrall, Cooper and Campbell 2000); decrease in work efficiency (Garson 2005;Vodanovich and Piotrowski 2006); fatigue (Rosa 1995), burnout (Barnett, Gareis and Brennan 1999); the inability to delegate tasks (Spence and Robbins 1992); setting unrealistic goals (Porter 2001); and reduced creativity (Fassel 1990). It was found that workaholics at managerial levels tend to constantly control their subordinates (Graves, Ruderman and Ohlott 2006). ...
... Workaholism also affects one's partner relationships: as indicated by Reeves (2005), the divorce rate among workaholics is about 40% higher than in the case of non-workaholics. Moreover, workaholics' spouses feel ignored, unloved, and emotionally or physically abandoned (Porter 2001). Harpaz and Snir (2003) showed that the major predictor of total paid work time per week is one's gender. ...
The term ‘workaholism’ was first coined by Wayne Oates (1971), and since then it has been conceptualized in
a variety of ways. Most researchers agree, however, that a defining feature of workaholism is that it involves an
inner compulsion to work, in which people constantly think about work (Beiler-May et al. 2017). Conclusions
on workaholism are often contradictory, which may reflect a shortage of research results (Burke 1999). This
also applies to research on gender differences regarding workaholism and work-related variables. The results
of several studies (e.g. Burgess, Burke and Oberklaid 2006; Burke 1999; Doerfler and Kammer 1986; Spence
and Robbins 1992) have been equivocal (some of them indicate that there is no relationship between gender
and workaholism, while others suggest that workaholism is related to gender). The purpose of this paper is to
examine gender differences in five workaholism factors and the work-related variables of perfectionism and
self-handicapping.
Three hundred and fourteen participants (Mean age = 29.29; SD = 12.02) took part in the study. Questionnaires
were administered in a paper version. Workaholism was measured using the 25-item Work Addiction Risk
Test (Robinson 1998) in Polish adaptation (Wojdyło 2005), which measures different facets of workaholism
(Obsession/Compulsion, Emotional Arousal/Perfectionism; Overdoing, Outcome Orientation and Self-Worth).
To test perfectionism The Polish Adaptive and Maladaptive Perfectionism Questionnaire (Szczucka 2010) was
used. Self-handicapping strategies were measured using the Anticipative Strategy of Self-Esteem Protection
Scale (Doliński and Szmajke 1994).
Females and males were found to differ on workaholism. Women were significantly higher on average in
workaholism than men (a significant difference appeared in two of the five components: Overdoing and
Emotional Arousal/Perfectionism). Females also reported higher levels of maladaptive perfectionism, which
is considered as a workaholic job behavior. Gender differences have also been observed in self-handicapping strategies. Women were characterized by a stronger tendency towards self-justification then men. Males, on
the other hand, declared stronger emotional resilience than women. These patterns of results are consistent
with the results obtained in a previous study regarding gender differences in using self-handicapping strategies
(Doliński and Szmajke 1994).
The obtained results can be interpreted through the prism of the roles and tasks currently given to women. On
the one hand, in light of social norms, a woman should take care of the household and family, while a man
is responsible for earning money to support the family (Blair-Loy 2003). On the other hand, participation of
women in the workforce is increasing (Peeters, Montgomery, Bakker and Schaufeli 2005), so they may find it
difficult to reconcile work and fulfilling the demands of the roles of spouses, mothers or caregivers. Our study
show that women may feel more overloaded with work and they have a higher level of emotional factors than
men regarding workaholism. However, one may wonder whether women’s workaholism is still underestimated.
Women may find it more difficult to admit that they feel an inner compulsion to work due to gender-differentiated societal norms and expectations (Beiler-May et al. 2017: 109).
... Achieving these rewards requires prolonged and persistent efforts. Moreover, individuals may not always have the option to change jobs whenever they want, so if an organization maintains harmful characteristics, such as destructive competition, excessive or conflicting expectations, or supervisors who promote a culture with a risk for WA (Ng et al., 2007;Porter, 2001), it can keep individuals trapped by WA over the long term. Lastly, it is essential to consider the context of the period under study, which coincided with the COVID-19 pandemic. ...
Background and aims
Conflicting findings have been reported for the longitudinal course of behavioral addictions, especially for social media addiction (SMA) and work addiction (WA). Therefore, evaluating whether these constructs are more trait-like or state-like might be informative. The aim of the present study was to examine the proportion of variance of SMA and WA symptoms (as defined by the components model of addiction) explained by trait and occasion-specific factors in addition to exploring cross-lagged relationships between SMA and WA.
Methods
Young adults from a representative sample who continuously used social media and worked at least 40 hours a week during the first three waves of the Budapest Longitudinal Study were included ( N = 1,551; Females: 50.6%; Age: M = 27.7 years [ SD = 4.40]). The Bergen Social Media Addiction Scale and the Bergen Work Addiction Scale were administered in all three waves.
Results
A latent state-trait model with a general trait factor was considered for both SMA and WA. Symptomatic variability in SMA was explained approximately equally by trait and state-like factors, while WA-related symptom variability was mostly attributed to state-like factors. SMA negatively predicted WA over time, while WA showed a positive cross-lagged effect on SMA.
Discussion and Conclusions
While the symptoms of WA were more state-like, the trait-like effects were stronger in SMA. Situational influences and previous symptom severities might have to be considered in the screening process.
... Locomotors are known to make rapid movements to regulate behavior and prioritize action over critical evaluation as they strive to reach their goals (Falvo et al., 2013;Kruglanski et al., 2000). Falvo and colleagues (2013) found that workaholics tend to work with a locomotion orientation, are inclined to work in a high pace and have difficulties leaving tasks to others (Porter, 2001). Students with a locomotion orientation may therefore perceive and create more study demands. ...
Using a 1-year longitudinal design, we examined the role of personal demands and personal resources in long-term health impairment and motivational processes among master students. Based on the job demands-resources theory and transactional model of stress, we hypothesized that students’ personal demands (i.e., irrational performance demands, awfulizing and irrational need for control) predict perceived study demands one year later, and indirectly relate to burnout. Furthermore, we predicted that personal resources indirectly associate with study engagement via students’ perceived study resources one year later. These hypotheses were tested in a sample of Dutch master students (N = 220 at T1 and T2) using structural equation modelling. As hypothesized, personal demands and personal resources at T1 predicted study demands and study resources one year later (T2, β = .25–.42, p <. 05), respectively. Study-home interference [study demand] mediated the association between personal demands and burnout (β = .08, p = .029), whereas opportunities for development [study resource] mediated the association between personal resources and study engagement (β = .08, p = .014). Hence, personal demands and personal resources relate indirectly to students’ burnout and engagement one year later via a heightened level of specific study demands and study resources. Accordingly, the present research expands the propositions of the JD-R Theory by proposing personal demands as a relevant factor for students’ long-term well-being.
... Over the past few decades, there has been a multiplication in the average weekly working hours of employees (Ng et al., 2007). Although technology permits much flexibility in scheduling the things, an increase in global race demands long working hours and more irregular hours from employees to preserve competitive edge (Porter, 2001). Thus, the dynamics of careers has changed. ...
... For companies, workaholism is not always a good thing. Porter (2001) found that workaholics could negatively affect the organization because they invested too much time and energy in their work, created excessive standards for team members, and did everything themselves due to distrust of and competition with their peers, sometimes even hindering the completion of team tasks. Therefore, companies should take some measures, such as regularly observing their behavior and organizing training to guide them in maintaining a work-family balance, to stop employees from becoming workaholics. ...
Thriving at work is a relatively new concept in the field of organizational behavior, and many scholars have emphasized the importance of its outcomes in the last decade or so, but we still know little about the possible dark side of thriving at work. In this study, based on the conservation of resources theory, we studied the effect of thriving at work on work-family conflict, the mediating effects of workaholism, and the moderating effects of work-family separation preference and trust climate. By analyzing 372 samples, we found that thriving at work was significantly and positively related to work-family conflict; workaholism partially mediated the relationship between thriving at work and work-family conflict; work-family separation preference negatively moderated the relationship between thriving at work and workaholism. The moderating role of the trust climate was not verified. This paper explores the internal mechanisms by which thriving at work negatively affects the family sphere and helps individuals avoid falling into the dark side of thriving at work.
... Bu özellikler, uzun çalışma saatleri ile ilişkilendirilen işe bağlılık, iç baskı altında çalışmak için bağımlılık yapan bir dürtü ve çalışırken keyif almama olarak ifade edilmiştir. İşkoliklik, bireyin bir iş uğruna özel yaşamını sınırlaması durumudur (Porter, 2001). İşkoliklik genellikle bireyin sağlığı ve sosyal yaşamı pahasına bile olsa sürekli çalışma isteği duyduğu obsesif bir zorlama olarak görülmektedir (Ng vd., 2007). ...
... Workaholics frequently work inefficiently (Porter, 2001), even though they devote a significant amount of time and effort to their jobs. Accordingly, they are likely to experience high levels of emotional exhaustion (Sonnentag et al., 2010). ...
This study aims to investigate the multiple effects of hotel employees’ workplace anxiety under COVID-19. By using time-lag data with 223 matched responses, we showed that workplace anxiety has a positive direct impact on workaholic behavior, emotional exhaustion, and work withdrawal behavior and that effort-reward balance (imbalance) would ameliorate (deteriorate) the negative effect of workaholic behavior on emotional exhaustion, implying that understanding of the adverse but reversible effects of workplace anxiety could help strengthen the
hotel industry’s development. This study may be the frst attempt to examine the moderation of ERI in the link between workaholic behavior and emotional exhaustion, as well as how to mitigate such negative consequences, thereby contributing to the existing hospitality literature. Moreover, we argue that exploring more new ways to deal with workplace anxiety among hotel employees while maintaining employee performance is worthwhile for future research, especially given the industry’s current competitive conditions.
... Drawing on self-determination theory (SDT) [46], we can suppose that in this case, employees high in trait workaholism should be motivated by a strong and uncontrollable need to work incessantly (controlled motivation) feeling aligned with high job demands; this can lead them to devote more and more time and resources to work. These workaholics' impulses have become easy to satisfy due to advances in technology [47,48], and in this light, technology becomes a resource that workaholic employees tend to use more frequently (compared to non-workaholic ones), allowing them to be more effective (e.g., timely checking their work emails or talking to their supervisor anytime, anywhere). Although state workaholism may be experienced by both workaholic and non-workaholic individuals, it is reasonable to expect that employees with workaholic traits are more likely to respond to work-related demands by exerting higher levels of effort at work. ...
During the pandemic, the occurrence of extreme working conditions (e.g., the sudden shift to remote work, isolation, and the slowdown of the work processes) exacerbated several phenomena, such as increased workaholism and stress due to technological devices; that is, technostress. Literature on the onset of these phenomena during the pandemic highlighted a possible interplay among them; however, there is still a dearth of knowledge about the direction of the relationship between workaholism and technostress. The present study assessed the relationship between workaholism and technostress through a two-wave cross-lagged study using path analysis in SEM (Structural Equation Modeling). The study was conducted in Italy during the pandemic, and a total of 113 Italian employees completed the online survey at each wave. Results showed that workaholism at Time 1 was a significant predictor of technostress at Time 2 (β = 0.25, p = 0.049), while the reversed causation was not supported (β = 0.08, p = 0.22). These findings may help employees and organizations to better understand the phenomena of technostress and workaholism and develop strategies to prevent the consequences of excessive and compulsive work and to improve the balanced use of technology for their daily activities.
... Workaholics limit their social lives by constantly working and exhibiting little interest in non-work activities (Matuska, 2010). They also receive praise from coworkers, salary increases, and even promotions, which can make them discount the negative influence of working excessively (Griffiths, 2005;Porter, 2001). Workaholism is positively correlated with work-life conflict, which can lead to a ripple effect in one's family life such as low family communication (Clark et al., 2016;Robinson & Post, 1997). ...
Background
Information and communication technology (ICT) in the work environment continues to change the landscape of the work-place. This technology allows employees to have greater flexibility when accessing information and communicating with those not physically present. The goal of the current study was to investigate the relationships between workplace telepres-sure, workaholism, and ICT boundary creation. The moderating role of ICT boundary creation in the relationship between workaholism and workplace telepressure was also examined.
Participants and procedure
The sample consisted of 317 full-time faculty and staff at a large Southeastern university. Participants were recruited through an email distribution service, LISTSERV, that contains potential respondents’ university email addresses. Prior to starting the Qualtrics survey, participants were shown an informed consent form indicating that their participation is volun-tary, and responses will be confidential and anonymous. When they completed the form, respondents were evaluated on measures of workplace telepressure, workaholism, and ICT boundary creation.
Results
Workplace telepressure was positively related to workaholism (and its subscales) and negatively related to ICT boundary creation. Furthermore, workaholism was negatively related to ICT boundary creation. Additionally, both workaholism and ICT boundary creation had significant partial effects for predicting workplace telepressure.
Conclusions
As ICTs become more popular in the workforce, organizations must be aware of how the additional ease of access that ICTs provide affects employees. Setting ICT boundaries serves as a way to reduce the negative influence that workaholism and workplace telepressure have on workers.
... İşkolikliği olumlu olarak değerlendiren araştırmacılara göre, işkolik çalışanlar işini severek yapmakta ve çalışmaktan mutlu olmaktadır (Machlowitz, 1980;Russo ve Waters, 2006). İşkolikliği kontrolsüz bir çalışma dürtüsü olarak nitelendiren araştırmacılar işkolikliği, bazı fiziksel ve psikolojik sorunlara neden olan bir hastalık olarak ele almaktadır (Oates, 1971;Killinger, 1991;Porter 1996;Burke, 2001;McMillan vd., 2001;Porter, 2001;Snir, vd., 2006;Douglas ve Morris, 2006;Bardakçı ve Baloğlu, 2012). İşkolik bireylerin yaşadığı duygusal boşluk, iletişim güçlüğü, aile ilişkilerini aksatma gibi sorunlar bireyin sağlığını, mutluluğunu, sosyal yaşamını olumsuz etkilemekte ve çalışma verimliliğini azaltmaktadır (Russo ve Waters 2006: 433). ...
... İşkolikliği olumlu olarak değerlendiren araştırmacılara göre, işkolik çalışanlar işini severek yapmakta ve çalışmaktan mutlu olmaktadır (Machlowitz, 1980;Russo ve Waters, 2006). İşkolikliği kontrolsüz bir çalışma dürtüsü olarak nitelendiren araştırmacılar işkolikliği, bazı fiziksel ve psikolojik sorunlara neden olan bir hastalık olarak ele almaktadır (Oates, 1971;Killinger, 1991;Porter 1996;Burke, 2001;McMillan vd., 2001;Porter, 2001;Snir, vd., 2006;Douglas ve Morris, 2006;Bardakçı ve Baloğlu, 2012). İşkolik bireylerin yaşadığı duygusal boşluk, iletişim güçlüğü, aile ilişkilerini aksatma gibi sorunlar bireyin sağlığını, mutluluğunu, sosyal yaşamını olumsuz etkilemekte ve çalışma verimliliğini azaltmaktadır (Russo ve Waters 2006: 433). ...
The aim of this study is to examine the relationship between job autonomy, workaholism and organizational identification and to analyze whether job autonomy and workaholism affect on organizational identification level of employees. The sample of this descriptive study comprises of 393 participants working in hotel businesses in Ayvalık and Edremit. To collect data for the study, the survey technique was used. Data were collected via a demographic data form, "Job Autonomy Scale", "Workaholism Scale" and "Organizational Identification Scale". Data were analysed using correlation, regression, independent samples t test and One Way ANOVA. Findings of the research indicate that employees' of job autonomy and organizational identification levels are above the average but workaholism level is below the average. The correlation analysis findings show that a positive and high level correlation between job autonomy and organizational identification and a positive and medium level correlation between workaholism and organizational identification. The findings obtained from the study show that work autonomy and workaholism positively affect the level of organizational identification and that work autonomy can be used as a tool for increasing the level of identification of employees.
... • They are not pleased with sharing their responsibilities related to work (Clark et al., 2020); • Their relationship with their friends, family and social surroundings is generally bad (Porter, 2001); • They are tough and energetic at work but they are indifferent and depressive outside work (Bakker et al., 2014); • They regard long and tiring working programs as usual (Buelens & Poelmans, 2004). • They believe that they will not lose their jobs and will become successful when they work more ); • They react harshly if kept busy while working (Clark et al., 2020); • They ignore the negative effects of long and intense work on their relationships (Buelens & Poelmans, 2004). ...
There exist some concepts such as workaholism, career satisfaction, work-life balance, work commitment and financial needs, which cause workers to put in more effort at the workplace and subsequently, an increase in their working hours. The main reason why these concepts are called premises is related to the fact that they are defined as factors leading heavy work investment (HWI) in the literature. Overworking has been a concept which could be measured only through time during work until recently, however, it is currently regarded as a concept which covers much more than heavy work as a result of HWI. The present study contributes to the literature by determining the interaction of HWI with its premises. In order to determine whether HWI is formed with effort or via time dimensions and which premises have been effective in its formation, 372 people working in Kars were surveyed 64 on HWI and its premises. The data collected were analysed through Statistical Package for the Social Sciences (SPSS) and Analysis of Moment Structures (AMOS). Due to the limited number of studies on HWI in the literature, the effect of premises on HWI was investigated by developing more than one model. In fact, HWI-Time Commitment (TC) had a negative mediation effect between career satisfaction and premises while HWI-Work Intensity (WI) did not have any effect.
... O workaholism é um fenómeno complexo e na perspetiva de vários teóricos, a sua causa não é somente uma, mas sim um conjunto de fatores que desencadeiam este comportamento aditivo. Ao longo do tempo, os autores foram identificando diversos antecedentes do workaholism, no entanto, a versão mais recente, no que respeita a esta matéria, é da autoria de Ng et al. (2007) A imposição, por parte dos superiores, de níveis de exigência, muitas vezes inalcançáveis, gera um clima de fracasso para os seus subordinados (Porter, 2001). Essa Assim, focando nos fatores organizacionais, nos dias de hoje, a principal preocupação das organizações é a competitividade e a obtenção de lucro, levando-as a valorizarem os trabalhadores workaholics. ...
Este trabalho tem como objetivo explorar o conceito de workaholism. Para isso, será utilizada uma metodologia com base na revisão da literatura nacional e internacional. Ao longo do estudo será abordada as diferentes noções de workaholism, as suas causas, consequências, a perspetiva da sociedade contemporânea em relação ao assunto em questão e a importância de ferramentas de promoção da qualidade do trabalho numa organização. É um fenómeno que tem vindo a ser pouco debatido na literatura e, por isso, carece de uma maior atenção, principalmente, pelas consequências que lhe estão subjacentes. Aos olhos da sociedade o vício do trabalho ainda é encarado como algo vantajoso e digno de enaltecimento, contudo, tem existido alguma conscientização, embora insuficiente, de que este comportamento aditivo pode ser bastante prejudicial não só para o indivíduo como também para a organização. A aposta das empresas em ferramentas e técnicas que promovam um estilo de vida saudável dos seus trabalhadores é essencial para controlar e dizimar este vício tão prejudicial para a saúde humana. Palavras-chave: workaholic, workaholism, trabalho, organização
... O workaholism é um fenómeno complexo e na perspetiva de vários teóricos, a sua causa não é somente uma, mas sim um conjunto de fatores que desencadeiam este comportamento aditivo. Ao longo do tempo, os autores foram identificando diversos antecedentes do workaholism, no entanto, a versão mais recente, no que respeita a esta matéria, é da autoria de Ng et al. (2007) A imposição, por parte dos superiores, de níveis de exigência, muitas vezes inalcançáveis, gera um clima de fracasso para os seus subordinados (Porter, 2001). Essa Assim, focando nos fatores organizacionais, nos dias de hoje, a principal preocupação das organizações é a competitividade e a obtenção de lucro, levando-as a valorizarem os trabalhadores workaholics. ...
... For this reason, extroverts are more satisfied with life and they have higher level of psychological well-being (Harris et al., 2017) and job satisfaction (Judge et al., 2002). However, work addicts continue to work obsessively and their interpersonal relationships are typically more conflicted (Porter, 2001). Therefore, work addiction has mainly been found to be negatively related to life satisfaction (Aziz & Zickar, 2006) and job satisfaction (Shimazu & Schaufeli, 2009). ...
Personality traits have been extensively studied to understand different behavioral addictions. However, less is known about the relationship of employees’ dark personality traits and work addiction. The purpose of the present study was to examine the associations between the Big Five personality traits (i.e., extroversion, neuroticism, agreeableness, openness, conscientiousness) and dark personality traits (i.e., narcissism, Machiavellianism, psychopathy, sadism, and spitefulness) with work addiction. A total of 514 private sector employees completed a survey that included psychometric assessment tools for the aforementioned variables. Hierarchical regression analysis indicated that lower extroversion, lower openness to experience, higher narcissism, and higher spitefulness were positively associated with work addiction among private sector employees. The findings of the present study suggest that dark personality traits should also be taken into account in order to better understand work addiction among employees.
... Porter [42], among many others, found that individuals affected in work addiction are willing to sacrifice their social relationships to gain satisfaction from work, while Robinson and Post [43] argue that they allow work to interfere with their relationships. Thus, it is not surprising that research suggests a predominantly negative correlation between work addiction and perceived quality of interpersonal relationships [3]. ...
(1) Background: Work addiction is a syndrome characterized by excessive and compulsive work disturbing one’s health and personal and social life. Several quantitative studies investigated the correlates of work addiction, but the personal experiences of workaholics remained hidden. Our qualitative research explores the perceived parental style and childhood family climate of individuals affected by work addiction. (2) Method: Based on our previous research, we invited 29 individuals (48,3% females) at risk for work addiction based on a work addiction scale. Semi-structured interviews have addressed topics of working habits, work addiction, social relationships, and their early family experiences. The texts were analyzed by qualitative thematic analysis using both deductive and inductive methods. (3) Results: The interviewees were affected by dysfunctional family mechanisms, i.e., lack of sense of security at home and addictions in the family. The participants reported that internalized parental values (transferred values and work attitudes, high expectations, and compulsion to conform) contributed to their later compulsive overwork. (4) Conclusions: Qualitative research can help to emphasize the individuals’ own experiences about the development of their work addiction. Dysfunctional family mechanisms and parental values might be significant risk factors for the work addiction of an offspring.
... These include work organisation, policies and processes such as workload, working time arrangements and the match/mismatch between an employee's skills and knowledge with the requirements of the job (Russ-Eft, 2001;Scholarios et al., 2017;De Clercq et al., 2019;Kim, 2019). Poor communication, such as when work expectations are not clearly communicated with employees (Lait & Wallace, 2002); specific working conditions and environment (Qureshi et al., 2013;Riyadi, 2019); and subjective factors such as a perceived lack of support from managers and/or co-workers (Spielberger et al., 2003) or a tendency to develop workaholic behaviours (Porter, 2001;Clark et al., 2016;Kim, 2019), can be further causes for work stress. These organisational factors are particularly pertinent within the events industry, where time pressures often mean that putting effective processes in place, or communicating with and supporting employees, are not high priorities, and where 'being busy' is viewed as a badge of honour (Stadler et al., 2021). ...
Most research into human resource management offers best practice strategies but often assumes that employees and organisations are homogenous. The events industry is fundamentally different: it is a stressful, fast-paced, competitive, deadline-driven industry with unsociable working hours. HRM in events currently adopts a short-term and operational approach, which has led to the industry having high staff turnover, and employees suffering from high levels of stress, poor mental health and professional burnout. Using an online survey and in depth semi-structured interviews with event industry employees, this paper critically examines sustainable HRM principles with the aim of understanding if, and how, they could be implemented in the events industry as an alternative to reduce employee stress and to achieve longer term wellbeing – a state which is beneficial not just to the individual, but to organisations and the industry as a whole. A framework for future research is presented and practical implications discussed.
... Although the development of communication opportunities is thought to facilitate work, people try to fit everything into a single day due to the ease of communication. This behavior leads to overwork and becomes a precondition for success; as a result, individuals are thought to be unable to remove themselves from work (Porter, 2001). Apart from economic concerns, work also motivates people for various reasons such as social dignity, survival drive, and sanctity of work. ...
This study has been designed to explore the direct and indirect relationships among work enjoyment, being compelled to work (work driven), ethical values, and psychological contract breach (PCB). The research was carried out using 357 questionnaire data obtained from academic staff working at a state university in Turkey. The obtained findings show the work enjoyment dimension of workaholism to increase ethical values while the work-driven dimension decreases ethical values. Meanwhile, the work driven dimension negatively mediates the positive effect from the work enjoyment dimension on ethical values. Moreover, the organizational ethics sub-dimension of academic ethical values negatively affects the perception of PCB. Therefore, although the study provides significant contributions to the extant literature on business ethics, workaholism, and PCB, the findings also have significant implications for researchers and practitioners. The theoretical and practical implications of all the findings have been discussed and evaluated in the context of the literature.
... Schaufeli, Taris, & Van Rhenen (2008) argued that this subdivision of the three indicators, namely involvement, drive and work enjoyment, does not help to define burnout, work engagement and workaholism, because the conceptualization of these constructs becomes less clear when common elements are used in their definitions. Another approach to conceptualize work engagement and workaholism with regard to hard work was given by Porter (2001), trying to distinguish them: 'Joy in work is not a part of workaholism viewed as an addiction' (p. 151). ...
The aim of this two-wave study is to investigate whether burnout, work engagement and workaholism can be empirically distinguished in one model and whether this model shows structural stability over a period of 2 years (i.e. whether the distinguishability between the constructs holds across time). The study was conducted among 118 judges in the Netherlands who completed questionnaires measuring burnout, work engagement and workaholism. The results showed that these are relatively distinguishable constructs, despite a considerable overlap of professional efficacy loading on work engagement (instead of burnout; as hypothesized), absorption loading on workaholism (in addition to work engagement; as hypothesized) and exhaustion loading on workaholism (in addition to burnout), which represents a new finding. These extra loadings led to model modifications, which were found at both time points. As hypothesized, this model appeared to be stable over time. Nevertheless, further clarification and conceptualization of these constructs are undoubtedly needed.
... Ese refuerzo social no hace sino incrementar la compulsión del adicto o adicta por trabajar más y más. La presencia de esta vitalidad y energía es la responsable de que en algunas investigaciones se haya confundido la adicción al trabajo con otros conceptos positivos como el engagement o con el compromiso organizacional (Salanova et al., 2013); Manipulación de la información, es frecuente que manipule situaciones o a sus compañeros para asegurarse una necesidad continua de trabajo (Porter, 2001). ...
... Örneğin, işe bağımlılık ile eğitim seviyesi arasındaki ilişkiyi inceleyen bir araştırmada eğitim seviyesinin yükselmesi ile işe bağımlılığın artması arasında pozitif bir ilişki tespit edilmiştir (Chamberlin vd., 2009). Diğer çalışmalarda ise, işe bağımlılık ile depresyon, yöneticilik, örgütsel bağlılık, tükenmişlik, yaşam dengesi, obsesif düşünce, aile çatışması gibi ilişkiler incelenmiştir (Metin, 2010;Porter, 2001;Koçak, Recep, 2009;Apaydın, 2010;Emhan vd.., 2012;Zincirkıran, Mustafa, 2013). Ancak işe bağımlılığın din, inanç veya din kültürü öğretmenliği gibi değişkenlerle ilişkisine yönelik ülkemizde herhangi bir çalışma yapılmamıştır. ...
... Thus, according to LMX theory, engaged leaders become reluctant to send other role requirements to those disengaged followers and may evaluate the performance of their followers more negatively (Bauer and Green, 1996). Moreover, less engaged followers may feel stressed when working with leaders who have high levels of work engagement (Porter, 2001). Thus, they are prone to alienate and avoid more social interactions with their leaders (Westman and Chen, 2017). ...
Extant research has investigated the relationship between work engagement and various outcomes, such as job performance and organizational commitment, neglecting the effect of work engagement on social relationships at work. Drawing upon person-environment fit theory and LMX theory, the present study aims to examine the effect of (in)congruence between leader and follower work engagement on leader–member exchange (LMX) and the moderating effect of conscientiousness. About 273 employees and 72 leaders participated in this study and completed the measurements of work engagement, conscientiousness, and LMX at two time points. Using cross-level polynomial regressions, we found that, compared with incongruent work engagement, employees perceived high levels of LMX quality when their work engagement was aligned with that of their leaders. Regarding the congruence, the employees reported higher levels of LMX when congruence in work engagement was at higher rather than lower levels. Regarding the incongruence, when the employees engaged less in their work tasks than their leaders, they were more likely to experience lower LMX. Moreover, the negative relationship between incongruence in leader and follower work engagement and LMX was mitigated when followers were more conscientious. All our hypotheses were supported. Both theoretical and practical implications for work engagement as well as future directions are discussed.
... İşkolikliği olumlu olarak değerlendiren araştırmacılara göre, işkolik çalışanlar işini severek yapmakta ve çalışmaktan mutlu olmaktadır (Machlowitz, 1980;Russo ve Waters, 2006). İşkolikliği kontrolsüz bir çalışma dürtüsü olarak nitelendiren araştırmacılar işkolikliği, bazı fiziksel ve psikolojik sorunlara neden olan bir hastalık olarak ele almaktadır (Oates, 1971;Killinger, 1991;Porter 1996;Burke, 2001;McMillan vd., 2001;Porter, 2001;Snir, vd., 2006;Douglas ve Morris, 2006;Bardakçı ve Baloğlu, 2012). İşkolik bireylerin yaşadığı duygusal boşluk, iletişim güçlüğü, aile ilişkilerini aksatma gibi sorunlar bireyin sağlığını, mutluluğunu, sosyal yaşamını olumsuz etkilemekte ve çalışma verimliliğini azaltmaktadır (Russo ve Waters 2006: 433). ...
The aim of this study is to examine the relationship between job autonomy, workaholism and organizational identification and to analyze whether job autonomy and workaholism affect on organizational identification level of employees. The sample of this descriptive study comprises of 393 participants working in hotel businesses in Ayvalık and Edremit. To collect data for the study, the survey technique was used. Data were collected via a demographic data form, "Job Autonomy Scale", "Workaholism Scale" and "Organizational Identification Scale". Data were analysed using correlation, regression, independent samples t test and One Way ANOVA. Findings of the research indicate that employees' of job autonomy and organizational identification levels are above the average but workaholism level is below the average. The correlation analysis findings show that a positive and high level correlation between job autonomy and organizational identification and a positive and medium level correlation between workaholism and organizational identification. The findings obtained from the study show that work autonomy and workaholism positively affect the level of organizational identification and that work autonomy can be used as a tool for increasing the level of identification of employees.
... Örneğin, işe bağımlılık ile eğitim seviyesi arasındaki ilişkiyi inceleyen bir araştırmada eğitim seviyesinin yükselmesi ile işe bağımlılığın artması arasında pozitif bir ilişki tespit edilmiştir (Chamberlin vd., 2009). Diğer çalışmalarda ise, işe bağımlılık ile depresyon, yöneticilik, örgütsel bağlılık, tükenmişlik, yaşam dengesi, obsesif düşünce, aile çatışması gibi ilişkiler incelenmiştir (Metin, 2010;Porter, 2001;Koçak, Recep, 2009;Apaydın, 2010;Emhan vd.., 2012;Zincirkıran, Mustafa, 2013). Ancak işe bağımlılığın din, inanç veya din kültürü öğretmenliği gibi değişkenlerle ilişkisine yönelik ülkemizde herhangi bir çalışma yapılmamıştır. ...
... İş n, hayatımızdak yer tar h boyunca değ şm şt r. B r güne her şey sığdırma çabasının günümüzde yaşam felsefes ne dönüştüğünü bel rten Porter (2001), aşırı çalışmanın başarı ç n ön koşul olarak görüldüğünü, bunun sonucunda b reyler n kend ler n şten alamadıklarını bel rtmekted r. O, ş yer nde çok zaman geç rmen n her b reyde aynı sonucu doğurmayacağını, " ş'te çok zaman" fades n n aşırı çalışma ve buna bağlı stenmeyen sonuçlar doğurması anlamına geld ğ n bel rtmekted r. ...
Çalışma süresinden daha çok, bireyin, aşırı çalışma, sürekli işi düşünme ve kontrol edilemeyen çalışma güdüsü şeklinde çalışmaya yönelik yaklaşımları olarak tanımlanabilen işkoliklik kavramının, ne anlam ifade ettiği ve diğer kavram-larla ilişkisi bu bölümde tartışılmıştır. Bireyler, çalışmak, başarmak ve bu gayretlerinin karşılığı olarak ekonomik ve sosyal getiriler elde etmek isterler. Buna kültürümüzdeki çalışmanın kutsallığı anlayışı da eklendiğinde, bazı bireyler, daha çok başarı için daha fazla çalışmayı bir tutku haline getirebilmektedir. İşkoliklik olarak da tanımlanan bu tutku, bireyin işini sevmesi ile sınırlı kaldığı sürece olumsuz sonuçlar doğurmayacaktır. Ancak, bireyin işini sevmenin ötesine geçerek (Machlowitz, 1978, s. 17), sürekli işi düşünme veya işte olmadığı zamanlarda kendisini suçlu hissetme gibi, işe güdülenme olarak da tanımlanan, saplantılı davranışlara (Burke, 1999, s. 225) dönüşürse bireyin yaşamında sorunlar kendini göstermeye başlayacaktır. İletişim olanaklarının gelişmesinin işlerimizi kolaylaştırdığı düşünülmekle birlikte, Porter (2001, s. 148) iletişim olanakları sayesinde insanların bir güne her şeyi sığdırmaya çalıştıklarını, aşırı çalışmaya yönlendiren bu davranışın, başarının ön koşulu haline geldiğini, neticede bireylerin kendilerini işten alamadıklarını düşünmektedir. İş, ekonomik kaygının ötesinde sosyal saygınlık, hayatta kalma dürtüsü ve çalışmanın kutsallığı gibi farklı nedenlerle insanları güdülemektedir. Bazı insanlar bu güdüler sonucu yapmak zorunda hissettikleri işi zevk alarak ye-rine getirirken, bazıları zevk almasalar dahi kendilerini işe bağlama ve sürekli işi düşünme eğilimindedirler. Bu yönüyle, işkoliklik Spence ve Robbins (1992:168) tarafından, işe güdülenme, iş bağımlılığı ve işten zevk alma olarak üç boyutta incelense de kültürümüzdeki yansıması işten zevk alma ve işe güdülenme (Er-soy-Kart, 2005, s. 615) şeklinde iki boyutta kendini göstermektedir. İşkolikliğin bu iki boyutundan, işten zevk alma boyutunun, işkolikliğin olumsuz sonuçlarını azalttığı, işe güdülenme boyutunun ise artırdığı ifade edilmektedir (Burke, 1999, s. 238).
... The motives of compulsive dependency underlying workaholism are, de facto, multidimensional: lack of self-esteem, inferiority feeling, repeated experiences of traumatic incidents, fear of failure, desire for achievement, organizational pressure, and performanceoriented society (Killinger, 1991;Burke, 2000;Carroll and Robinson, 2000;Porter, 2001;Mudrack, 2006;Griffiths, 2011;Andreassen, 2014). Therefore, it is reasonable to regard workaholism as driven by internalized norms of self-worth as well as social approval (Ryan and Deci, 2000;Van Beek et al., 2012;Stoeber et al., 2013;Quinones and Griffiths, 2015). ...
This study has two objectives – to provide a Korean form of the workaholism analysis questionnaire, and to analyze workaholic tendencies in South Korea by using a nationally representative data. Using 4,242 samples (2,497 men and 1,745 women), exploratory and confirmatory factor analyses were conducted to develop a Korean form (K-WAQ). The four-factor structure of K-WAQ in this study seemed to adequately represent the underlying dimensions of work addiction in Korea. The study also analyzed the prevalence of workaholism among Koreans and its differences according to socio-demographic variables. Both mean difference analyses and logistic regressions were conducted. The overall result indicated that the prevalence of workaholism in Korea can be estimated to be 39.7% of the employees. The workaholic tendencies in Korea differ significantly according to gender, age, work hours, and voluntariness of choosing employment type. Practical as well as theoretical implications and future research directions are discussed.
... Örneğin, işe bağımlılık ile eğitim seviyesi arasındaki ilişkiyi inceleyen bir araştırmada eğitim seviyesinin yükselmesi ile işe bağımlılığın artması arasında pozitif bir ilişki tespit edilmiştir (Chamberlin vd., 2009). Diğer çalışmalarda ise, işe bağımlılık ile depresyon, yöneticilik, örgütsel bağlılık, tükenmişlik, yaşam dengesi, obsesif düşünce, aile çatışması gibi ilişkiler incelenmiştir (Metin, 2010;Porter, 2001;Koçak, Recep, 2009;Apaydın, 2010;Emhan vd.., 2012;Zincirkıran, Mustafa, 2013). Ancak işe bağımlılığın din, inanç veya din kültürü öğretmenliği gibi değişkenlerle ilişkisine yönelik ülkemizde herhangi bir çalışma yapılmamıştır. ...
Günümüz dünyasında bağımlılık; madde, alkol, sigara, teknoloji gibi türevleriyle nice genç dimağları körelten, nice sağlıklı bedenleri zehirleyen, ülkelerin en önemli zenginliği olan insan gücünü esir alan, toplumların geleceğini sinsice çalan devasa bir düşmandır. Bu eser, bağımlılıkla mücadele alanında daha profesyonel bir anlayışla, etkin ve verimli bir manevi danışmanlık hizmetine katkı sunma düşüncesiyle hazırlanmıştır.
Previous research has shown that both receiving support and providing support enhance employee well‐being and work engagement. In the current study, we integrate social exchange theory (SET) and conservation of resources (COR) theory to investigate under which conditions receiving and providing daily support are most likely to occur. Specifically, we test the hypotheses that receiving requested support and reciprocating received support are more likely when the support is requested or received from a co‐worker who perceives the quality of the exchange relationship as high (vs. low), and less likely when the support is requested or received from a co‐worker high (vs. low) on workaholism. To test these hypotheses, we collected data among 45 employees and their co‐workers during two moments per day for five consecutive working days (N = 90 participants; N = 614 work episodes). Multilevel analyses supported all hypotheses, except for the moderating effect of partner's workaholism on the link between receiving and providing support. These findings imply that receiving and providing support do not occur automatically but are dependent on characteristics of the exchange relationship and the exchange partner. We discuss the implications for SET and COR theories, as well as practical implications.
The article reviews the theoretical concepts of workaholism as well as some empirical studies. It presents two approaches: workaholism as an addiction and workaholism as a fixed habit. The author discusses the consequences of a parent’s workaholism for family, relatives and children. The last part of the article presents the autor’s model of the personality and temperament correlates of workaholism: obsessive-compulsive tendencies, some features of narcissistic personality as well as high demand for stimulation.
L’être humain est fragile. Ce mot polysémique paraît si simple à comprendre, toutefois il englobe des notions complexes et parfois contradictoires. La fragilité dans sa définition simple reflète le caractère précaire, vulnérable, faible et instable (Larousse) et ne s’oppose forcément pas à la solidité et la force (Luttway, 2020). Une personne fragile peut être stressée, handicapée, vivant difficilement une réorganisation de travail, atteinte d’une maladie grave ou même divorcée et sans que ça soit nécessairement visible par les autres. De son côté, un étudiant, en formation initiale ou en alternance, peut être fragile. Plusieurs variables peuvent aboutir à cet état de fragilité, ce qui remet en question la capacité de l’étudiant à réussir son parcours et à valider son diplôme dans les meilleures conditions. Notre enquête quantitative menée au sein d’une école de management à Paris, nous a permis l’identification des facteurs de fragilité de ses étudiants parmi lesquelles les difficultés financières ainsi que le mal-être mental ont été observés. Nos résultats ont montré que les femmes, les étudiants de nationalité étrangère et les alternants sont plus fragiles en comparaison à leur pair. Nous avons proposé des solutions concrètes à mettre en place par la direction pour réduire les risques de fragilité, parmi lesquelles nous citons la mise en place d’un dispositif d’accompagnement, l’encouragement à exercer une activité sportive ou encore la création d’un espace détente dédié aux étudiants.
Amaç –Bu araştırmada yiyecek içecek işletmesi çalışanlarının işkoliklik ve stres düzeyleri ile iş performansı arasındaki ilişkinin incelenmesi amaçlanmaktadır.Yöntem –Araştırmada nicel araştırma yöntemi kullanılmıştır. Araştırma amacı doğrultusunda Eskişehir ilinde faaliyet gösteren yiyecek içecek işletmesi çalışanları üzerinde bir araştırma yapılmıştır. Uygulama aşamasında veri toplama yöntemi olarak anket tekniği kullanılmıştır. Kolayda örnekleme yöntemi ile 410 yiyecek içecek işletmesi çalışanına ulaşılmıştır. Hipotezler açıklayıcı faktör analizi ve doğrulayıcı faktör analizi uygulandıktan sonra yapısal eşitlik modellemesi (YEM) aracılığıyla test edilmiştir.Bulgular –Araştırma sonucunda elde edilen bulgular doğrultusunda işkolikliğin alt boyutu olan aşırı çalışmanın iş stresini istatistiksel olarak anlamlı bir şekilde etkilediği görülürken iş performansını istatistiksel olarak anlamlı bir şekilde etkilemediği sonucu elde edilmiştir. Bununla beraber işkolikliğin alt boyutu olan kompulsif (takıntılı) çalışma hem iş stresini hem de iş performansını anlamlı bir şekilde etkilemektedir.Tartışma –Stres azaltıcı önlemlerin ve uygulamaların hayata geçirilmesinin işletmeler açısından performans arttırıcı bir etkiye sahip olabileceği düşünülmektedir. İşletmeler çalışanlarını çalışmaya motive etmek amaçlı ödül sistemi çerçevesinde ayın elemanı seçme, alışveriş çekleri, fazla izin, hediye tatil ve terapi seansları gibi ödüller ile çalışmaya teşvik etmesinin hem stresi azaltabileceği hem de çalışanın performansının arttırılmasında fayda sağlayabileceği düşünülmektedir.
Bu çalışmanın amacı, günümüz şartlarında örgütler için tehlike oluşturan ve bir iş gören davranış bozukluğu olarak görülen işkoliklik davranışının kuramsal açıdan incelenmesidir. Böylece işkoliklik ile ilgili ileride araştırma yapmayı düşünen araştırmacılara kuramsal açıdan destek olması beklenmektedir.
Online health communities (OHCs) often struggle to retain active users because they endow users with both a positive and a stigmatized social identity that respectively encourages and discourages their engagement. We integrate social identity theory with the concepts of social stigma, psychological capital, and digital divide to investigate this phenomenon. We collected survey data from 221 users from one large online lymphoma community in November, 2017. We find that users’ positive social identity had a positive influence on how they perceived the effectiveness of OHCs and this influence was stronger for the high socio-economic status (SES) group; at the same time, a stigmatized social identity had a negative influence on perceived effectiveness of OHCs and this influence was stronger for the low SES group. Moreover, users’ perceived effectiveness of OHCs had positive influences on their participation and recommendation intentions, and the influences on participation and recommendation intentions were stronger for the high and the low SES group, respectively. Our study highlights the dual influences of valenced social identities on user engagement with OHCs through their effectiveness perceptions and interprets these influences through the lens of digital divide. The findings also offer practical insights for the effective management of OHCs.
Genel anlamda zarar vermekten kaçınma, vicdanlı ve adil davranış olarak tanımlanan etiğin, iş yaşamına yansıması iş etiği, bilime yansıması ise bilim etiğidir. Yükseköğretim kurumları olan üniversitelerde çalışan akademik personel açısından ise iş etiği ve bilim etiğinin bileşimi, akademik etik değerler ortaya çıkmaktadır. Günümüz rekabet ortamı, iletişim ve ulaşım imkânları, kültürümüzden gelen çalışmanın kutsallığı ile birleştiğinde, bireyleri çok çalışmaya yönlendirebilmektedir. Çalışmak ve etik değerler bir erdem olarak kabul edilirse, Aristoteles, kaliteli ve iyi bir yaşamın çeşitli erdemlerin dengelenmesi ile mümkün olabileceğini belirtmektedir. Çalışmak ve etik değerler arasında kalan günümüz bireylerinin, çalışmaya ve başarıya odaklanarak, etik değerleri ikinci planda bırakmaları olası görünmektedir. Akademik çevrelerde, son zamanlarda sıklıkla dile getirilen etik ihlallerin yanı sıra, bir diğer sorun akademik personelin kurumundan ve yöneticilerinden beklentileri ve bu beklentilerin karşılanmadığını düşündüklerinde ortaya çıkan küskünlükleridir. Psikolojik sözleşme olarak ifade edilebilecek bu beklentilerin karşılanmaması durumunda ortaya çıkan ihlal algısının, etik değerler ile ilişkisi, ihlalin önlenmesi için önemlidir.
Bu araştırmada, temel olarak akademik etik değerlerin, işkoliklik ve psikolojik sözleşme ihlali ile ilişkisinin belirlenmesi amaçlanmıştır. Literatürden faydalanılarak akademik etik değerler, işkoliklik ve psikolojik sözleşme ihlali ölçekleri kullanılmış ve bir devlet üniversitesinde uygulanmıştır. Yüz yüze ve çevrimiçi ortamda toplam 389 anket verisi elde edilmiş, bunlardan 357’si değerlendirmeye alınmıştır. Yapılan güvenilirlik ve geçerlilik analizlerini müteakiben, araştırma modeli Yapısal Eşitlik Modeli ile test edilmiştir. Yapılan analizler sonucunda, işkolikliğin işten zevk alma boyutunun, akademik etik değerlerin boyutlarını pozitif yönde yordadığı, işkolikliğin işe güdülenme boyutunun ise, akademik etik değerlerin boyutlarını negatif yönde yordadığı istatistiksel olarak tespit edilmiştir. Bununla birlikte, akademik etik değerlerin çalışılan kuruma yönelik boyutunun, psikolojik sözleşme ihlalini negatif yönde yordadığı tespit edilmiş, ancak akademik etik değerlerin diğer boyutlarının psikolojik sözleşme ihlaline etkisi tespit edilememiştir. Akademik etik değerlerin işkoliklik ve psikolojik sözleşme ihlali ile ilişkisi bu çalışma ile literatüre kazandırılmıştır.
İşkoliklik ile ilgili Türkiye’de toplam 23 tez çalışması yapılmıştır. Bunun 5’i doktora, 18’i ise yüksek lisans tezidir. Google akademik arama motorunda Aralık 2019 itibariyle işkoliklik konusu aratıldığında toplam 19.050 çalışma görülmekte-dir. Türkçe çalışmaların sayısı (550) ise oldukça düşüktür ve söz konusu çalışmala-rın yarısından fazlası (254) 2015 yılından sonra çalışılmıştır.
İşkoliklik ölçeği ile ilgili literatürde genel olarak iki ölçeğin kullanıldığı gö-rülmektedir. İlki Spence ve Robbins (1992) tarafından oluşturulan WorkBat (Wor-king Battery), ikincisi ise Schaufeli, Taris ve Bakker (2006) tarafından oluşturulan DUWAS ölçeğidir. Bu bölümde ölçekler tarih sırasına göre açıklanacaktır.
Workaholism has been a growing issue among the labour force worldwide. However, there is no consensus between scholars about its definition yet. It might be described as “being overly concerned about work, driven by a strong and uncontrollable desire to work, and spending so much energy and effort on work that it impairs private relationships, personal hobbies/activities, and/or health”. Generally, people with specific personality traits may have an increased chance of developing workaholism. In addition, there are other factors, such as sociocultural characteristics, relationships with colleagues and significant others, and organizational culture might also play an important influence on developing workaholism. It causes many physical and psychological health problems, such as high blood pressure, anxiety, depression, and family and lifestyle dissatisfaction, and a reduction in job satisfaction, presenteeism, and motivation. Putting all of this together, it is clear that workaholism has a negative influence on employees’ quality of life and overall well-being. Therefore, this study aimed at examining a variety of approaches to define “workaholism” in related literature, defining its etiology, related factors, outcomes, prevention, and treatment. The PubMed/Medline database was also used for related studies that were published in English. “Workaholism”, “obsessive–compulsive behavior”, and “quality of health” were used as keywords. It is crucial to take action to prevent people from becoming workaholics. Early diagnoses of workaholism, using predictive factors by occupational healthcare professionals in the workplace, would help decrease its impact on workers’ health, and an effective treatment of workaholism should be applied.
Although much has been written about "workaholism," rigorous research and theoretical development on the topic is in its infancy. We integrate literature from. multiple disciplines and offer a definition of workaholic behavior. We identify three types of workaholic behavior patterns: compulsive-dependent, perfectionist, and achievement-oriented workaholism. A preliminary model is proposed; it identifies potential linkages between each type of workaholism pattern and important outcomes such as performance, job and life satisfaction, and turnover. Specific propositions for future research are articulated. We conclude that, depending on the type of workaholic behavior pattern, workaholism can be good or bad, and its consequences may be experienced or evaluated differently by individuals, organizations, and society at large. Researchers and managers should avoid making judgments about the positive or negative effects of workaholism until more carefully controlled research has been published.
Excessive work can be viewed as an addictive behavior, and, as such, it will have a negative impact on the setting in which it occurs, as well as on the individual. This change in perspective is needed to address dysfunctional behavior patterns that interfere with organizational operations. Similarities with other addictions include identity issues, rigid thinking, withdrawal, progressive involvement, and denial. These factors influence decision making and goals of the workaholic. They also interfere with effectiveness by distorting interpersonal relations. Suggestions for further research build on established organizational topics that coincide with characteristics of an addictive pattern.
Why do so many executives thrive in stressful situations while others break down? Why are some so adept at coping with the complex and dynamic ambiguity, accountabilities, politics, and interpersonal dimensions of executives' jobs? Executives face numerous work stressors and job demands that can lead to stress. We suggest that succeeding in and managing stressful organizational environments is at least partially due to the exceptionally good political skills possessed by many executives. Political skill is an interpersonal style that manifests itself in social astuteness and the ability to engage in behaviors that give impetus to feelings of confidence, trust, and sincerity. Executives high in political skill are better able to cope with the chronic workplace stressors they encounter. Specifically, political skill represents a type of interpersonal control that allows people to differentially interpret workplace stressors in less aversive ways, and thus cope more effectively, which reduces strain. We believe political skill can be shaped, and thus represents a productive new area for management development programs.
This paper presents a model of trust and its interaction with information flow, influence, and control, and reports on an experiment based on the model to test several hypotheses about problem-solving effectiveness. The subjects were managers and the independent variable was the individual manager's initial level of trust. Groups of business executives were given identical factual information about a difficult manufacturing-marketing policy problem; half the groups were briefed to expect trusting behavior, the other half to expect untrusting behavior. There were highly significant differences in effectiveness between the high-trust groups and the low-trust groups in the clarification of goals, the reality of information exchanged, the scope of search for solutions, and the commitment of managers to implement solutions. The findings indicate that shared trust or lack of trust apparently are a significant determinant of managerial problem-solving effectiveness.
Overwork, ie, working beyond one's endurance and recuperative capacities, may be a hazard in certain personality types engaged in open-ended occupations. Some persons appear to lack an inner "governor" and for various reasons ignore the commonplace signs that inform one of the need for rest or recreation. If they are engaged in occupations that do not have a finite workday, they may at times exceed their bodies' ability to recover. Clusters of symptoms may then develop, some of which may mimic serious physical ailments. Treatment depends on diagnosing the extent of illness and eliciting the underlying causes. Correction involves enforced rest, therapy that may vary from counseling to hospitalization and specialized treatment, but that must include the reeducation of the person to be aware of and make provision for his physical and emotional needs.
Questionnaires were developed to assess the concept of workaholism, defined in terms of high scores on measures of work involvement and driveness and low scores on a measure of enjoyment of work, and to contrast this profile with work enthusiasm, defined as high work involvement and enjoyment and low driveness. Additional scales were devised to test several predictions about the correlates of workaholism. A test battery including these scales was given in a mail survey to a national sample of male (n = 134) and female (n = 157) social workers with academic positions. The psychometric properties of the scales are described. Cluster analyses for each sex revealed groups who corresponded to the workaholic and work enthusiast profiles as well as several other profiles. As predicted, workaholics were higher than work enthusiasts (among other groups) on measures of perfectionism, nondelegation of responsibility, and job stress. They were also higher on a measure of health complaints. Investigations are being initiated to determine the association of workaholism and other score profiles with objectively diagnosed cardiac disorders and with measures of occupational performance.
The truth about burnout: How organizations cause personal stress and what to do about it
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The workaholic generation
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The overworked American: The unexpected decline of leisure An exploration of the meaning and consequences of workaholism
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Managing Generation X
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Should I have left an hour earlier? The New York Times
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Some companies derail the 'burnout' track. The New York Times
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Determining the effects of workaholism. Unpublished doctoral disserta-tion
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Corporate abuse: How " lean and mean " robs people and profits
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Rejecting hard labor. The Age
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Working ourselves to death
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Can you trust a workaholic? How work addiction erodes trust throughout the organization
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