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Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well-Being?
Abstract
The present study investigated in a sample of 587 telecom managers whether workaholism, burnout, and work engagement - the supposed antipode of burnout - can be distinguished empirically. These three concepts were measured with existing, validated multi-dimensional questionnaires. Structural equation modeling revealed that a slightly modified version of the hypothesised model that assumed three distinct yet correlated constructs - burnout, engagement, and workaholism - fitted the data best. Multiple regression analyses revealed that these three concepts retained unique hypothesised patterns of relationships with variables from five clusters representing (1) long working hours, (2) job characteristics, (3) work outcomes, (4) quality of social relationships, and (5) perceived health, respectively. In sum, our analyses provided converging evidence that workaholism, burnout, and engagement are three different kinds of employee well-being rather than three of a kind.
... When employees are enthusiastic, mentally strong, persistent, and willing to put forth effort in their jobs, they are exhibiting vigour (Johnson & Jiang, 2017). Besides that, dedication refers to devotion and a sense of inspiration, pride, and challenge (Schaufeli, et al., 2008). When employees are engaged, enthusiastic, motivated, and proud of their work, they exhibit a sense of dedication. ...
... Thus, this study uses a commonly cited definition following Schaufeli et al. (2002), that states work engagement is a "positive, fulfilling, work-related state of mind that is characterised by vigour, dedication, and absorption". The concept of engagement by Schaufeli et al., (2002Schaufeli et al., ( , 2008 and Shimazu et al., (2015) has shown significant validity and appears to include the missing elements in the other definitions. Previous studies have shown that work engagement contributes to positive outcomes at the individual and organisational levels (Alzyoud, 2016;Hanaysha, 2016). ...
... In the same vein, according to Robertson & Cooper (2010), achieving successful outcomes for an effective organization and becoming a high-performing organization depend heavily on high levels of well-being and work engagement. Following Schaufeli et al., (2002;2008), work engagement can be characterized by vigour, dedication and absorption. This study was conducted during the lockdown period of COVID-19 in 2021. ...
The 2019 coronavirus disease (COVID-19) is a public health emergency of international concern and poses a challenge to psychological resilience. Thus, it results in substantial challenges to mental health, and improving employee well-being (EWB) becomes an important human resource management issue. Research data are needed to develop evidence-driven strategies to reduce psychological impacts. This study aimed to examine how vigour, dedication, and absorption affect employee well-being among employee working from home (WFH) in the service sector context during the COVID-19 pandemic. A snowball sampling was used by drawing responses from 152 executives and higher-level positions working in the Malaysian service sector through an online survey questionnaire. The data were then analyzed using structural equation modelling. The findings indicate that vigour and absorption have a significant positive effect on employee well-being while dedication was found to be no direct effect on employee well-being. Our results suggest that work engagement is an important work behaviour, not only promotes effective work outcomes but also has a positive impact on an individual's well-being. The data for the study were collected from the employees working in the service industry during COVID-19 pandemic situation. Future research could evaluate other factors as potential moderators or mediators, such as employee resilience and risk behaviour, to further evaluate the employee's well-being and further establish its validity. The study contributes by integrating the conservation of resources theory (COR) in the pandemic situation. In the previous COVID-19 pandemic circumstance, the results showed evidence that answered the question of how work engagement played a role in promoting employee well-being in a Malaysian service sector setting.
... Workaholism is when an individual tends to work hard and consumes his resources at work to meet the organisational, economic, or internalised requirements, even though there are limited resources to an individual (Schaufeli et al., 2008). These requirements are also self-created by an individual (Guglielmi et al., 2012), Schaufeli et al. (2009) states there are two core components to workaholism, working excessively and working compulsively. ...
... Other researchers asserted that the workaholism and work-family conflict do not have any relationship (Bakker et al., 2009). In spite of these previous studies, we assume that workaholism will affect work-family conflict because workaholism is spending one's resources (Schaufeli et al., 2008), which means there will be less resources to spend for the family-domain (Bonebright et al., 2000;Carroll and Robinson, 2000). ...
... As a key to solve work-family conflict, appropriate social support to an individual who is experiencing workaholism will be able to enhance one's personal resources. Especially considering previous researches that state workaholism is likely to be experienced when there is poor quality of relationships, whether at work or family, social support will be necessary to resolve conflicts that may be faced by those with workaholism (Robinson et al., 2001;Schaufeli et al., 2008). ...
The coexistence of work and family is one of the most important settings that must be set for everyone during adulthood. As an extension of the efforts made from the Korean Government and local corporations to find its balance, this study explores how workaholism and long working hours influence work-life conflict, and tries to find countermeasures as a corporation using conservation of resource theory and W-HR model. Authors conducted regression analysis by using survey data collected from Korean employees. Results show that when workaholism level increases, work-family conflict level also increases. Working excessively, as a dimension of workaholism, significantly affects one's work-family conflict. Moreover, social support from supervisors significantly moderated the effect. Results imply that workaholism increases work-family conflict and may negatively relate to employees' health and job performance, but may be managed with the help of social support. Finally, specific strategies are discussed to manage the level of conflict.
... They proposed a definition that attributed three specific types of behavior to workaholism: compulsive dependence, perfectionism and achievement orientation. This tendency to isolate the manifestations of workaholism that are considered positive from its overall definition continues in subsequent works [10,[46][47][48][49][50]. As also noted by Di Stefano & Gaudiino [9] in their systematic review and meta-analysis, definitions in recent years increasingly emphasize the pathological aspects of workaholism and refer to addiction as its key feature. ...
... As also noted by Di Stefano & Gaudiino [9] in their systematic review and meta-analysis, definitions in recent years increasingly emphasize the pathological aspects of workaholism and refer to addiction as its key feature. Authors have pointed to individual and sociocultural risk factors while emphasizing the negative consequences of workaholism, including depression, burnout, poor health, life dissatisfaction, and family/relationship problems [10,48,89]. More recent research has linked workaholism to impaired health and well-being as well as work-life conflicts [51][52][53]90]. ...
... In a highly cited article by Spence and Robbins [44]; the positive dimension of working hard already began to be decoupled from the definition of workaholism. The latest influential works on workaholism [10,47,48,50,53,57,69] point to its negative aspects, for example, psychological distress, imbalance between different spheres of life and physical health problems. By decoupling workaholism's positive attributes from its negative effects, people who meet the expectations of the new work organizations can more easily identify with conceptual categories such as heavy work investment, work devotion or work engagement. ...
Workaholism, a term borrowed from the language around alcoholism, first appeared in academic writing in the late 1960s. This article addresses the following questions: How has the concept of workaholism evolved in scientific literature and in society? How do people who identify as workaholics represent and communicate work addiction, and how do they identify it as their lived reality? Drawing on the concept of naturalization as a process of social representation, we argue that workaholism has been constituted as a naturalized object, and we consider the ways in which it is reproduced in everyday life through communication and experience. We situated the definition of workaholism within the scholarly literature. We then conducted semi-structured interviews with eleven individuals who self-identify or have been diagnosed as work addicts. Our research shows that representational naturalization began when workaholism first became a recognizable reality as a result of changes in the world of work. Naturalization was then achieved by eliminating contradictions through the process of decoupling the positive features of workaholism from the overall concept. Our results demonstrate how this naturalized representation of workaholism is reproduced through the communication and lived experience of “workaholics.”
... Estimates of WA prevalence in the literature are in the range of 8.3 ~ 10.0% (Dutheil et al., 2020;. A multitude of negative effects of WA have been acknowledged in the literature, including elevated job stress, impaired job performance, depression, sleep disorders, and increased work-family conflicts (Schaufeli et al., 2008;Andreassen, 2014;Quinones and Griffiths, 2015;Andreassen et al., 2017). Indeed, initiatives aimed at WA prevention would be timely given that WA is increasingly being recognized as a significant contributor to pathologies that constitute major components of the global burden of disease (Schaufeli et al., 2008;Andreassen et al., 2013Andreassen et al., , 2017Andreassen, 2014;Quinones and Griffiths, 2015;Dutheil et al., 2020;. ...
... A multitude of negative effects of WA have been acknowledged in the literature, including elevated job stress, impaired job performance, depression, sleep disorders, and increased work-family conflicts (Schaufeli et al., 2008;Andreassen, 2014;Quinones and Griffiths, 2015;Andreassen et al., 2017). Indeed, initiatives aimed at WA prevention would be timely given that WA is increasingly being recognized as a significant contributor to pathologies that constitute major components of the global burden of disease (Schaufeli et al., 2008;Andreassen et al., 2013Andreassen et al., , 2017Andreassen, 2014;Quinones and Griffiths, 2015;Dutheil et al., 2020;. To protect their workers, employers should be aware of WA risk factors, such as high job demands (Schaufeli et al., 2008;Andreassen et al., 2013Andreassen et al., , 2017Andreassen, 2014;Quinones and Griffiths, 2015;Dutheil et al., 2020;. ...
... Indeed, initiatives aimed at WA prevention would be timely given that WA is increasingly being recognized as a significant contributor to pathologies that constitute major components of the global burden of disease (Schaufeli et al., 2008;Andreassen et al., 2013Andreassen et al., , 2017Andreassen, 2014;Quinones and Griffiths, 2015;Dutheil et al., 2020;. To protect their workers, employers should be aware of WA risk factors, such as high job demands (Schaufeli et al., 2008;Andreassen et al., 2013Andreassen et al., , 2017Andreassen, 2014;Quinones and Griffiths, 2015;Dutheil et al., 2020;. Other preventive strategies, such as social support programs, may benefit workers at risk of WA. ...
Background:
Work addiction (WA), which can impair personal relationships, engagement in recreational activities, and/or health, is a behavioral addiction. A tool for the early detection of WA in China is needed.
Objective:
The aim of this study was to develop and determine the validity and reliability of a Chinese version of the Bergen Work Addiction Scale (C-BWAS).
Methods:
Two hundred social workers who provided post-discharge services for adolescents with non-suicidal self-injury (NSSI) were enrolled in this study. The construct validity of the C-BWAS was assessed by confirmatory factor analysis (CFA). Criterion validity was assessed by conducting Pearson correlation analyses of C-CWAS scores with Hamilton Depression Scale (HAM-D) and Hamilton Anxiety Scale (HAM-A) scores. Cronbach's α and the intra-class correlation coefficient (ICC) were used to evaluate the reliability of the C-BWAS.
Results:
CFA confirmed a one-dimensional structure of the C-BWAS with good construct validity indices [comparative fit index (CFI) = 0.964, Tucker-Lewis index (TLI) = 0.951, root-mean-square error of approximation (RMSEA) = 0.079, and minimum discrepancy Ĉ/degrees of freedom (Cmin/DF) = 0.362]. The standardized regression weights ranged from 0.523 to 0.753. All C-BWAS items loaded on one major factor (loading weights, 0.646-0.943). Coefficients of correlation between C-BWAS scores and HAM-D and HAM-A scores were 0.889 and 0.933, respectively. The Cronbach's α coefficient and ICC for the instrument was 0.837 and 0.905, respectively.
Conclusion:
The presently developed C-BWAS showed very good reliability and acceptably validity. It can be employed as a useful tool for assessing WA severity in social workers who provide post-discharge services for adolescents with NSSI.
... In fact, they are two independent states of mind which are negatively correlated. Likewise, Schaufeli, Taris, & Van Rhenen (2008) demonstrated that work a holism, burnout, and engagement are correlated constructs but three different types of workers' well-being. While burnout and engagement act as direct opposites, workaholism rather shares some characteristics with both. ...
... Nevertheless, the main difference between them lies in the source of motivation. Workaholics are generally motivated by the unhealthy necessity to meet external ideals of self-worth and social consent and this becomes an internal drive that they cannot resist (Schaufeli et al., 2008;Schaufeli, 2012). Contrary, engaged employees work hard because they consider their job as interesting, inspiring, and exciting; they are authentically intrinsic motivated (Schaufeli et al., 2008;Schaufeli, 2012). ...
... Workaholics are generally motivated by the unhealthy necessity to meet external ideals of self-worth and social consent and this becomes an internal drive that they cannot resist (Schaufeli et al., 2008;Schaufeli, 2012). Contrary, engaged employees work hard because they consider their job as interesting, inspiring, and exciting; they are authentically intrinsic motivated (Schaufeli et al., 2008;Schaufeli, 2012). Bakker & Demerouti (2007) developed a model of work engagement, where this variable is considered as an in-between factor among job and personal resources, on one hand, and job performance, on the other hand. ...
... According to Kahn (1990), work engagement is a person's expressive behavior for his work by showing sincerity. Schaufeli et al. (2008) define work engagement as a positive attitude towards work characterized by passion and dedication. ...
... Based on the JD-R model, good sleep quality can restore the impact of the exploitation of work resources, which is the impact of job demands and workload (Bakker & Demerouti 2007), Based on this, the researcher proposes a hypothesis, H5: There is a negative effect between burnout and sleep quality. Schaufeli et al. (2008) define work engagement as positive thoughts related to work characterized by enthusiasm, dedication, and appreciation. Work engagement is permanent and comprehensive in the affective-cognitive aspect. ...
... Research by Slåtten et al. (2022) found that work engagement in nurses, in addition to impacting job satisfaction, also impacts the quality of patient care. According to Aryatno (2019), Hakanen et al. (2006), Klein et al. (2020), Salmela-Aro et al. (2019), and Schaufeli et al. (2008), this is in contrast and contradiction to burnout where the variable shows how a person dislikes and is less passionate about their work. Klein et al. (2020), show that burnout is associated negatively with work engagement. ...
Objective: This study examines the interrelationship among job stress, work engagement, sleep quality, and burnout on JD-R Model. Moreover, this study also analyzes the mediating effect of sleep quality and burnout, which is usually a dependent variable.
Methods: This study was conducted on 236 healthcare workers from various hospitals in Indonesia. The data were collected from an online survey using a 4-Point Likert scale, which was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM).
Findings: The results show that job stress is positively associated with work engagement and burnout. Sleep quality mediates job stress toward work engagement and burnout. Burnout mediates the relationship between job stress and sleep quality. This study also found that job stress was not associated with sleep quality.
Originality/Value: Many studies are competing to understand the emergence and process of burnout and work engagement. This research is heading in a different direction and focuses on exploring and analyzing the variables of burnout, job stress, sleep quality, and work engagement and their interrelationship.
Practical/Policy implication: Given the results, this study recommends that healthcare workers be aware of their oath and live a healthy lifestyle. In addition, health institutions could conduct a job analysis and create HR policies that imply productivity and fairness.
... Among them, job burnout and work engagement are two critical indicators representing IJMHP, 2023 the two obvious opposite affects. Job burnout characterized by exhaustion and cynicism, means a state of mental weariness, which represents the negative affect of well-being [12]. Work engagement characterized by vigor, dedication and absorption, means a fulfilling work-related state of mind, which represents the positive affect of well-being [12]. ...
... Job burnout characterized by exhaustion and cynicism, means a state of mental weariness, which represents the negative affect of well-being [12]. Work engagement characterized by vigor, dedication and absorption, means a fulfilling work-related state of mind, which represents the positive affect of well-being [12]. However, to date, there is no research that combines job burnout and work engagement to examine the promotion of employees' well-being. ...
... They constantly think about work and worry about their job even if they are not working, ultimately overworking [6]. Consistent with these workaholic tendencies, Schaufeli et al. [7] suggested two elements when defining workaholics: compulsive working, representing the cognitive dimension of workaholism, and excessive working, reflecting the behavioural aspects of workaholism [8]. Although the definitions of workaholism may vary among different theoretical backgrounds, it is possible to find a consensus among some characteristics [9]. ...
... This moderating analysis could integrate the results of our study as we controlled for gender in our mediation analysis. Although we used a definition of workaholism that is consistent with other studies in the literature [1][2][3][4][5][6][7][8][10][11][12][13][14]16,17], there are multiple definitions of workaholism in the literature, and different measurement scales for workaholism could be used. Therefore, future studies should explore the relationship between the variables used in the present study and a different definition of workaholism in order to arrive at a more general definition and measurement of the phenomenon. ...
Self-care practices are considered an important resource for workers’ psychophysical well-being. These resources were especially relevant during the COVID-19 outbreak, during which both workaholism and sleep–wake problems were documented. Our study aimed to examine whether workaholism could predict sleep–wake quality through the mediating effects of self-care practices. A convenient sample of 405 Italian workers (71.1% females; mean age = 42.58 ± 10.68 years) completed the Self-Care Practices Scale, Mini-Sleep Questionnaire, and Working Excessively and Working Compulsively Scale during the first lockdown in Italy in 2020. The main results showed that workaholism directly affected sleep–wake quality, suggesting that high levels of workaholism increased the likelihood of sleep–wake problems being reported. At the same time, people with high levels of workaholism reported scarce use of self-care practices and, in turn, lower sleep–wake quality. Our findings confirm the importance of monitoring the quality of life at work to protect workers’ sleep–wake cycle quality and investing in self-care. Both individual and organizational efforts can help break the vicious cycle of workaholism and sleep–wake disorders.
... Emerging body of research has indicated that POP is negatively associated to individual as well as organizational outcomes (Malik et al., 2018). Work engagement is reported to have influence of job and personal resources, which are positive in nature (Schaufeli et al., 2008). Job resources are referred to as physical, or organizational work aspects that may help in reducing relevant physiological as well as psychological costs, achieving organizational goals, igniting personal growth and development (Baker & Demerouti, 2008). ...
... Job resources are referred to as physical, or organizational work aspects that may help in reducing relevant physiological as well as psychological costs, achieving organizational goals, igniting personal growth and development (Baker & Demerouti, 2008). Some important job resources are social support and autonomy (Schaufeli et al., 2008). Whereas, personal resources are self-related aspects that are related to resilience, and abilities to control and influence their environments (Hobfoll, 2003). ...
Around 88 percent of the managers across the globe reported that politics, an endemic phenomenon exists in their organizations and around 87 percent employees are not completely engaged at work. Considering these emergent issues, the purpose of this paper is to examine the effect of ethical leadership on work engagement through perceived organizational politics, while considering locus of control as moderator in the association between perceived organizational politics and work engagement. This paper utilized a cross-sectional survey research design from 500 supervisor-supervisee dyads in both private and public service sectors of Lahore. Confirmatory factor analysis validated the dimensionality as well as reliability of the measurement model. Furthermore, the hypothesized associations were analyzed through two-staged structural equation modeling. Results revealed that perceived organizational politics mediates the association between ethical leadership and work engagement. In addition, locus of control was found to moderate the association between perceived organizational politics and work engagement. This paper did not establish any causal inferences between the constructs, therefore explanation pertinent to findings must be provided with great caution. This paper suggests practical inferences through mitigation of damaging effects of perceived organizational politics, a prevailing issue with deleterious outcomes and yet not addressed in Asian societies organizations. It emphasizes on organizations to recruit and train individuals with ethical behaviors that may help avoid employees’ negative perceptions, resulting in increased employees’ work engagement. This study extends the existent literature through examining perceived organizational politics (POP) as a mediating mechanism between ethical leadership and work engagement. It sheds light on the personality, politics as a psychological state with its outcomes, along with the cultural dimension for the first time in literature and explains the phenomena through which negative effects of (POP) are buffered by ethical leadership while in presence of individual differences that ameliorate or deteriorate the organizational outcomes. The theoretical framework is progressed through social learning theory and COR theory.
... Still others introduce a different set of engagement that also share similar characteristics to the concepts of Kahn (1990;1992) , such as efficacy (cognitive component), involvement (emotion) and energy (physical) (Maslach, Schaufeli & The 3rd Greater Mekong Subregion International Conference (GMSIC) 2016| 12 Leiter, 2001. The use of "efficacy" in the study of employee engagement, nevertheless, has the advantage to allow researchers to study "burnout" (Maslach & Jackson, 1981) that constraints the performance (Schaufeli, Taris, & Van Rhenen, 2008). ...
... In addition, the significant roles of the horizontal job demandrelatedness and the vertical job resourcessupportiveness provide a strong validation to the "Job Demands-Resources Model" of employee engagement (see Bakker & Demerouti, 2008;Schaufeli, Bakker & Van Rhenen, 2008). For instance, in Schaufeli et al., (2008), increases in job resources predicted work engagement in a Dutch management case. ...
Employee engagement is a new construct that is recently being recognized as crucial predictor to work performance and organizational success. Nevertheless, the construct itself is still problematic, for instance, in MacLeod & Clarke (2009), as many as fifty different versions of engagement are presented. In this research, the psychological state of attitude known as "dedication" and emotional state known as absorption, and behavioral vigor, are employed. This study is based on a research objective that aims to study the ability of both horizontal job-relatedness, i.e., job competency, supervisory relationship and relationship activeness with customers and service quality, and the vertically supportive factors which include ethical treatment and policy, and management listening, encouragement and motivation, to explain the variance of employee engagement. While 300 questionnaire sets were distributed, only 152 valid participation had achieved and thus yielded 50.6 per cent of valid response rate. Reliability coefficients are robustly trustable, and multivariate regression analyses explain the percentage of the predictive factors to employee engagement and job satisfaction at more than 50. The structure of the theoretical model provides an alternative concept to the extant literature on employee engagement that has been preoccupied with the "Job Demands-Resources Model" and "The Affective Shift Model".
... The JD-R model is used as a basis to justify that both job and personal resources are proposed as important predictors of work engagement outcomes (Halbesleben, 2010). The JD-R model assumes a motivational process in which job resources, such as job autonomy, influence work engagement and are its antecedent (Airila et al., 2014;Bakker, Tims, et al., 2012;Schaufeli et al., 2008;Xanthopoulou et al., 2009b). In addition to the JD-R model, the model we propose is based on the COR theory (Hobfoll, 2011), which postulates that work resources (job autonomy) foster the creation of personal resources (psychological capital) that lead to higher levels of work engagement over time (Xanthopoulou et al., 2009a). ...
... The results confirmed the multiple serial mediation hypothesis. These findings are in line with the JD-R model , which assumes a motivational process in which job resources (job autonomy) and personal resources (psychological capital) are antecedents of work engagement (Airila et al., 2014;Bakker, Tims, et al., 2012;Schaufeli et al., 2008;Xanthopoulou et al., 2009a). The JD-R model also explains job crafting as being mediating, along with psychological capital. ...
Work engagement is a scientifically consolidated variable, due to its fundamental role in business practice. To increase work engagement in companies, it is necessary to know which variables are antecedents and how they relate to each other. These variables include job autonomy, job crafting, and psychological capital. This research evaluates the relationships between job autonomy, job crafting, psychological capital, and work engagement. Specifically, based on the job demands and resources model and the conservation of resources theory, the study examines these relationships in a sample of 483 employees, through a serial mediation model. The results show that job crafting, and psychological capital mediates the relationship between job autonomy and work engagement. These results have practical implications for interventions to promote employee work engagement.
... Authentic leadership as antecedent to leaders' well-being. In order to examine whether authentic leadership can serve as a resource supporting leaders' well-being, this study used emotional exhaustion, which presents a critical dimension of burnout (Schaufeli et al., 2008). Burnout generally describes a state of mental weariness (Schaufeli et al., 2008), and emotional exhaustion is defined as fatigue and the draining of emotional resources (Schaufeli et al., 2002). ...
... In order to examine whether authentic leadership can serve as a resource supporting leaders' well-being, this study used emotional exhaustion, which presents a critical dimension of burnout (Schaufeli et al., 2008). Burnout generally describes a state of mental weariness (Schaufeli et al., 2008), and emotional exhaustion is defined as fatigue and the draining of emotional resources (Schaufeli et al., 2002). Building on the theoretical assumptions regarding authentic leadership outlined above, we propose that authentic leaders report less emotional exhaustion because they are able to express their true selves at work. ...
Purpose
The benefits of authentic leadership for followers have been thoroughly researched, but the effects on leaders’ well-being remain unclear. To address this research gap, the authors hypothesized reciprocal relationships between authentic leadership and work engagement as well as emotional exhaustion.
Design/methodology/approach
The hypotheses were tested in a German sample with leaders from different work sectors using a cross-lagged panel design with a time lag of 14 months ( N = 137 at T1; N = 217 at T2).
Findings
Well-being significantly predicted leaders’ engagement in authentic leadership at the second measurement point, whereas the reciprocal relationships were not significant.
Research limitations/implications
Drawing on the Conservation of Resources Theory, possible processes underlying the observed impact of leaders’ well-being on their leadership behavior are discussed. The present research provides evidence that well-being constitutes a crucial basic resource for leaders to engage in constructive leadership behaviors such as authentic leadership.
Originality/value
This study contributes to the literature by uncovering the causal order linking authentic leadership and leaders’ health.
... El Engagement parece estar positivamente asociado con características del puesto que pueden considerarse como recursos motivadores o vigorizantes del trabajo. Tales recursos son por ejemplo el apoyo social por parte de compañeros y superiores, el feedback recibido sobre el desempeño laboral, la autonomía laboral, la variedad de las tareas y las facilidades de formación (DEMEROUTI et al., 2001;SALANOVA et al., 2000;SALANOVA, CARRERO, PINAZO y SCHAUFELI, 2002; SCHAUFELI, TARIS y VAN RHENEN, 2003;SCHAUFELI y BAKKER, 2003). La investigación viene a demostrar que cuantos más recursos disponibles en el trabajo aumenta la probabilidad de tener más empleados engaged. ...
... Finalmente, existe también evidencia empírica de que el Engagement tiene como consecuencia el aumento de los niveles de salud, esto es, bajos niveles de depresión y tensión nerviosa (SCHAUFELI, TARIS y VAN RHENEN, 2003) y menores quejas psicosomáticas (DEMEROUTI et al., 2001). ...
Este trabajo ha sido seleccionado y ha obtenido el accésit Premio Estudios Financieros 2004 en la modalidad de Recursos Humanos. En este trabajo de investigación introducimos un nuevo concepto (Engagement) para poder explicar el funcionamiento óptimo de las personas en las Organizaciones. El Engagement es un estado psicológico positivo caracterizado por altos niveles de energía y vigor, dedicación y entusiasmo por el trabajo, así como total absorción y concentración en la actividad laboral. Es un concepto «nuclear» del nuevo movimiento científico de la Psicología Positiva que: (1) a pesar de su «corta vida» ha demostrado tener una base empírica y contrastada a través de la investigación científica, y que (2) es valioso para la Dirección de Recursos Humanos (DRH), debido a que puede optimizarse. Demostraremos su fiabilidad y validez, así como su utilidad para la DRH en las organizaciones modernas. El objetivo de este trabajo es conocer qué podemos hacer desde la DRH para optimizar el Engagement entre los empleados. Desde el fenómeno de la creación de espirales de sinergias positivas, nos centraremos en analizar su optimización mediante el uso apropiado y aportando una visión nueva de las principales estrategias de DRH de las Organizaciones de hoy día: la selección y evaluación del personal, el (re/) diseño de puestos, el liderazgo, la formación y el desarrollo de los empleados.
... Work engagement has been reported to be positively related to several organizational consequences such as positive attitudes toward work and the organization 39) , job performance, and job satisfaction 40,41) . In addition, work engagement has been known to have a beneficial impact on well-being and show a negative correlation with psychological distress and physical complaints [42][43][44] . ...
This study aimed to demonstrate the empirical distinctiveness of boredom at work and work engagement in relation to their potential antecedents (job demands and job resources) and consequences (psychological distress and turnover intention) based on the Job Demands-Resources model. A three-wave longitudinal survey was conducted among registered monitors of an Internet survey company in Japan. The questionnaire included scales for boredom at work, work engagement, psychological distress, and turnover intention as well as participants’ job characteristics and demographic variables. The hypothesized model was evaluated via structural equation modeling with 1,019 participants who were employed full-time. As expected, boredom at work was negatively associated with quantitative job demands and job resources and positively associated with psychological distress and turnover intention. In contrast, work engagement was positively associated with job resources and negatively associated with turnover intention. Thus, boredom at work and work engagement had different potential antecedents and were inversely related to employee well-being and organizational outcomes. However, contrary to expectations, qualitative job demands were not significantly associated with boredom at work. Further investigation is needed to understand the relationship between boredom and qualitative job demands, which require sustained cognitive load and the use of higher skills.
... Burnout is a critical state for both employees and organizations due to its relations with deteriorating employee well-being (e.g., Schaufeli et al., 2008), physical health (e.g., Clark et al., 2016) and declines in commitment to the organization, job performance and job satisfaction (Halbesleben & Buckley, 2004). Burnout is often defined as emotional exhaustion, cynicism, and a feeling of inefficacy (Maslach et al., 2001). ...
... In its response, ChatGPT correctly reported that working under high pressure can be both motivating or harmful based on some specific circumstances, which, however, were not detailed except for a reference to one's limits and to the importance of taking breaks when needed. This response has its merits in recognizing that time pressure at work can be positively related to strain as well as motivational states, which is aligned with the literature on the topic (Baethge et al., 2018;Prem et al., 2017;Schaufeli et al., 2008;Schilbach et al., 2022;Widmer et al., 2012), and the importance of taking breaks to avoid burnout given that this comes from chronic workplace stress at work that has not been successfully managed (World Health Organization, 2019). Moreover, research also acknowledges that unrecognized misfit between personal and environmental characteristics can lead to psychological erosion and ultimately burnout (Etzion, 1987;Chen et al., 2012), so the reference to the importance of being aware of one's limits is valuable. ...
ChatGPT is a highly advanced AI language model that has gained widespread popularity. It is trained to understand and generate human language and is used in various applications, including automated customer service, chatbots, and content generation. While it has the potential to offer many benefits, there are also concerns about its potential for misuse, particularly in relation to providing inappropriate or harmful safety-related information. To explore ChatGPT's (specifically version 3.5) capabilities in providing safety-related advice, a multidisciplinary consortium of experts was formed to analyse nine cases across different safety domains: using mobile phones while driving, supervising children around water, crowd management guidelines, precautions to prevent falls in older people, air pollution when exercising, intervening when a colleague is distressed, managing job demands to prevent burnout, protecting personal data in fitness apps, and fatigue when operating heavy machinery. The experts concluded that there is potential for significant risks when using ChatGPT as a source of information and advice for safety-related issues. ChatGPT provided incorrect or potentially harmful statements and emphasised individual responsibility, potentially leading to ecological fallacy. The study highlights the need for caution when using ChatGPT for safety-related information and expert verification, as well as the need for ethical considerations and safeguards to ensure users understand the limitations and receive appropriate advice, especially in low- and middle-income countries. The results of this investigation serve as a reminder that while AI technology continues to advance, caution must be exercised to ensure that its applications do not pose a threat to public safety.
... Work-life imbalance affects both professional and personal life [36], and the predisposition to work certainly affects family time [16] while fostering interpersonal conflicts at work [37], worsening marital problems [38], and establishing a weak social relationship outside of working hours [39]. Such a situation can lead to burnout, mental stress, and health problems [40,41]. ...
The concept of work–life balance derives from the vision that professional life and personal life are two elements that balance each other synergistically in the development of an individual. Work–life balance can positively and negatively influence employees’ performance through employee satisfaction. Using the structural equation modeling (SEM) method (partial least squares), we empirically analyzed the work–life balance of a sample of 452 employees in Romania. The study highlights that work–life equilibrium or disequilibrium significantly affects professional and personal satisfaction, influencing employee motivation and turnover intention. Following the empirical study, we found that a state of balance between professional and personal life generates satisfaction, a higher degree of motivation, increased performance, and reduced employee turnover.
... [15][16][17] Women are more likely to experience chronic stress reactions 32,33 and more susceptible to major depression than men. 34,35 In the present study, lower stress reactions among women workers contributed to their higher job performance, as WE, which was associated with psychological stress response or somatic complaint, 36,37 had similar levels between men and women. In addition, job demands or resources also had similar tendencies. ...
Background Achieving gender equality is an important goal in Japan. Consequently, this study aimed to examine gender differences in a series of associations between job demands or resources and job performance mediated by work engagement (WE) in the motivational process of the job demands-resources model.
Methods This study recruited 671 non-manual workers (260 men and 411 women) through an online survey. The measured variables were demographic information, job demands or resources, WE, and job performance. Multiple-group structural equation modeling was used to analyze the data.
Results Regarding the level of job demands or resources and WE, no significant difference was observed between men and women. Whereas, job performance was significantly higher in women than in men. Additionally, multiple-group structural equation modeling indicated that the model that imposed on all path coefficients for equality constraints had a better fit, and consequently, no gender differences.
Conclusion Although the motivational process indicated no gender differences, job performance was higher in women than in men due to the management of a gender-equal and friendly work environment. Further comprehensive examinations, that use other variables not included in the present study, are required to understand women’s high job performance.
... This comprises three dimensions "vigor, dedication, and absorption". The complete nine-item scale encompassing these three dimensions has been authenticated by numerous researchers (Schaufeli and Taris, 2014;Schaufeli et al., 2008). Sample items include "I feel strong and vigorous in my work". ...
Purpose
Taking job demand-resource (JD-R) and self-determination perspective, the current study focused to see how basic need satisfaction (BNS) – as a personal demand – impacts work engagement directly and indirectly through personal resource (i.e. self-efficacy). Moreover, the aim was to test the dimension-wise impact of BNS, i.e. the need for autonomy, need for belongingness and need for competence in the aforementioned relationship.
Design/methodology/approach
This research is a time-lagged survey in which three-wave data of 398 white-collar employees were collected from the service and manufacturing sector of Pakistan through convenience sampling. Each wave of data collection was two months apart. The matched responses yielded an overall response rate of 66.33%. The collected responses were duly analysed using partial least squares structural equation modeling (PLS-SEM).
Findings
Results of the study confirmed all direct and indirect hypotheses encompassing the impact of the combined BNS construct on work engagement via self-efficacy. Nonetheless, in the dimension-wise analysis, the indirect impact of the need for job autonomy on work engagement was not validated. This depicted that the need for competence and relatedness are more important predictors of work engagement through the self-efficacy path.
Originality/value
It has been observed that prior research on work engagement was mainly focused on the role of job demands (JDs) and personal resources; however, the role of personal demands along with personal resources has little been discussed. The authors tested the total as well as the specific impact of each component of basic need on work engagement making it possible to examine the total predicting role of basic need satisfaction and the specific contribution of satisfaction of each need on work engagement.
... Ojo et al. (2021) believe that effective technology use in accessing information or for other pedagogical purposes reduces stress which results in psychological adaptability and, in turn, will have an impact on work engagement. Schaufeli et al. (2002Schaufeli et al. ( , 2008) revealed that employees with higher self-efficacy had high scores on the Utrecht Work Engagement Scale; that is, the employees who had a sense of belief in their competencies had a strong inner drive to rapidly engage in work activities. Salanova and Schaufeli (2008) also found an association between the psychological state (adaptability) of employees and work engagement and a relationship between self-efficacy and work engagement. ...
Introduction
Integrating the Internet and traditional teaching has enriched teaching resources and methods and introduced many advanced digital media. The smart teaching process is influenced by teachers' psychological adaptability, which can be affected by teachers' work engagement. However, the relationship between the two has not received sufficient attention in the literature. This study aims to analyze the relationship between college teachers' psychological adaptability and work engagement in a smart teaching environment.
Methods
Applying structural equation modeling (SEM) to a sample of 373 front-line teachers, this study focuses on the mediating effect of digital information literacy self-efficacy on the relationship between teachers' psychological adaptability and work engagement.
Results
The results show that the four dimensions of college teachers' psychological adaptability strongly influence work engagement and digital information literacy self-efficacy. In particular, teachers' psychological adaptability and work engagement are positively correlated; teachers' self-efficacy can positively affect the three dimensions of their work engagement, and teachers' psychological adaptability can positively affect their digital information literacy self-efficacy.
Conclusion
The above results can serve as a basis for the development and improvement of the training of college teachers and the implementation of smart teaching. The study findings highlight the importance of training teachers on information technology teaching and implementing measures to enhance teachers' digital information literacy self-efficacy. Training should focus on the knowledge and skills of teachers using information technology teaching and increase the practical links of teachers using information technology teaching.
... (iv) One or more measures of job performance (e.g., self/other-rated in-role performance or extra-role performance), positive job attitudes (e.g., job satisfaction, job commitment), psychological well-being (e.g., engagement, happiness), and job strain (e.g., burnout, emotional exhaustion). We distinguished between well-being and job strain, as they can relate differently to job demands (Schaufeli et al., 2008). ...
Job crafting refers to the self-initiated work behaviours employees use to change their job characteristics. According to job design theory, these crafting-induced changes in job characteristics should impact employee outcomes. Job characteristics can therefore be proposed as a key mechanism through which job crafting affects employee outcomes and we present cross-sectional meta-analytic structural equation modelling of this key mechanism (K = 58 independent samples, N = 20,347 employees). Results show significant indirect effects between task resource crafting and employee outcomes (well-being and positive job attitudes) via task resources, and significant indirect effects between social job crafting and employee outcomes (well-being and positive job attitudes) via social resources. Results also indicated that challenge and hindrance demand crafting increase job strain via increases in job demand. Overall, our findings indicate that job characteristics are an important job crafting mechanism, that employees may have difficulty in crafting job demands in ways that produce beneficial outcomes, and that future research needs to consider simultaneously the range of mechanisms through which job crafting affects outcomes. © 2023 The Authors. Journal of Occupational and Organizational Psychology published by John Wiley & Sons Ltd on behalf of The British Psychological Society.
... They found that employee engagement though shared some conceptual space with those attitudes, its incremental criterion-related validity over them proved that it had a different conceptual space. In a similar vein, several other studies have also shown that employee engagement is different from job involvement, organizational commitment, job satisfaction, intrinsic motivation, workaholism, and personal initiative (Hallberg & Schaufeli 2006;Rich et al. 2010;Salanova & Schaufeli 2008;Schaufeli & Bakker 2010;Schaufeli, Taris, & Van Rhenen 2008;Sonnentag 2003). ...
This study reviews the human resource management practices of food and beverage services. The performance is measured by the turnover rate for managerial and non-managerial employees, labor productivity, and its return on assets. This paper aims to review existing literature on HRM practices in the F&B departments of hotels, analyze the impacts of the framework FOR HRM practices. This study discusses the HRM practices model, and its application to hotel industry. The conceptual model suggests applications of the HRM practices in the F&B department and encourages hotels to improve its management to better satisfy their employees.
... Work-related stressors are widely known as major risk factors for physical and mental health problems among workers. For instance, burnout 1) is a well-known syndrome of exhaustion and disinterest typically in the work context, which can result in various negative effects such as anxiety, depression, and increased health problems 2) . In the meta-analysis by Alarcon 3) , several studies have showed an association between workload and negative physical and psychological health outcomes. ...
Background
Occupational stressors cause physiological stress responses representing somatic symptoms and psychological stress responses such as a depressive mood and anxiety. However, few studies have investigated factors related to workers’ physiological stress responses. Thus, this study examined the factors associated with stress-related somatic symptoms among Japanese workers.
Methods
Data were collected from 18513 Japanese public servants through the Brief Job Stress Questionnaire (BJSQ) in 2017, which was developed based on the National Institute for Occupational Safety and Health (NIOSH) stress model. Factors predicting higher physiological stress responses among demographic variables (sex and age), work-related variables (job title and job category), psychological stress responses, and two BJSQ factors (occupational stressors and social support) were
identified using multiple linear regression analysis.
Results
After adjusting for demographic and work-related variables, higher psychological stress responses, being female, and being older were associated with having higher physiological stress responses. A higher score on psychological stress responses was the most potent factor. Neither greater occupational stressor nor lower social support was associated with a higher score of physiological stress responses when confounding was reduced.
Conclusions
Efforts should be made to identify employees’ psychological stress responses in order to reduce workers’ stress-related somatic symptoms.
... Within the framework of SE, an insufficient capability set can result in emergency nurses' burnout. The capability set for work has been found to positively affect work engagement (Gürbüz et al., 2022), an antipode of burnout (Schaufeli et al., 2008;Wickramasinghe et al., 2021). Subsequently, emergency nurses' capabilities can potentially impact their burnout. ...
Emergency nurses are prone to burnout due to the nature of their profession and working environment, potentially putting their sustainable employability at risk and so too the care provided by and success of emergency departments. Psychological research has predominantly focused on samples drawn from western, educated, industrialized, rich, and democratic (WEIRD) societies, concerning a small part of the world population. Consequently, this study investigated emergency nurses' burnout in a non-WEIRD society and assessed the role of job demands-resources and work capabilities on their burnout levels. A total of 204 emergency nurses in a South African context participated in a cross-sectional survey. The Job Demands-Resources Scale, the Capability Set for Work Questionnaire, and the Burnout Assessment Tool—Short Form were administered. Using and developing knowledge and skills and building and maintaining meaningful relationships were the strongest work capabilities of emergency nurses. In contrast, earning a good income, involvement in important decisions, and contributing to something valuable were the weakest capabilities. Latent class analysis resulted in three capability sets: a robust capability set, an inadequate capability set, and a weak capability set. Regarding job resources, emergency nurses with a robust capability set reported better relationships with their supervisors and higher job autonomy than the inadequate and weak capability sets. In addition, emergency nurses with a robust capability set reported better co-worker relationships and better access to good equipment than those with a weak capability set. Nurses with an inadequate capability set experienced significantly more challenging job demands than the other two sets. Finally, nurses with a weak capability set (compared to the robust capability set) experienced significantly higher levels of exhaustion and mental distance. Improving emergency nurses' job resources (especially relationships with co-workers and supervisors, job autonomy, and equipment sufficiency) would increase their capabilities, decreasing their burnout levels, especially exhaustion and mental distance.
... Although generally, the two concepts are inversely related, both have different predictors and consequences. Work Engagement is more related to motivational states, while burnout relates to emotional load, dysfunction and health problems (Schaufeli and Bakker, 2004;Schaufeli et al., 2002;Schaufeli et al., 2008). ...
Purpose
The growing attention to business ethics, integrity and respect for human rights at work has become increasingly relevant. Decent work is an important concept representing the promotion of human rights at work and business, the fulfilling and productive work maintained with social dialogue. This study aims to present the adaptation and validation of the Spanish version of the Decent Work Questionnaire (DWQ), allowing the decent work assessment in Spanish. Initially developed and validated for Portuguese-speaking countries, the DWQ’s Italian version was also recently adapted and validated.
Design/methodology/approach
The 31-item scale was applied to a sample of 1,528 Spanish high-skilled workers. Confirmatory factor analysis (CFA) was performed. Convergent and discriminant validity was tested, examining the links of the DWQ to Work Engagement and Burnout measures.
Findings
CFA confirmed the original higher-order model with seven factors, a very good model fit and good internal consistency reliability (α = 0.94). Statistical analyzes also supported its convergent and discriminant validity.
Originality/value
The results confirmed the DWQ’s Spanish version as a reliable and valid multidimensional measurement tool and strengthened it as a good cross-cultural measure of decent work.
... High-level stress workplaces impact the workers' psychological processes and conditions, such as burnout, a chronic stress syndrome that affects both the psychophysical and behavioral aspects [14][15]. The pandemic has also highlighted the increase of other psychological impacts for the workers, including a compulsion to work excessively -workaholism - [16], compassion fatigue [17], and bore out [18], which are manifested through exhaustion such as burnout and have effects on physical and psychological health, and workers' attitudes and behaviors as well. Having workers with symptoms of exhaustion within a group can lead to further deterioration of the working context, increasing the risk of stress as well, which can favor, in turn, the emergence of behavioral phenomena, such as episodes of violence at work, harassment, and mobbing in the workplace. ...
Increased attention to psychosocial risks and their potential impacts on workers' mental and physical health has flourished due to the changes taking place in the world of work. The changes in the world of work and the recent worldwide events have exacerbated the existing psychosocial risks and brought out new psychosocial risks to be considered for protecting workers' health. This favors the opening up of national and international debate on prioritizing psychosocial risks at work at the policies, strategies, and actions level. This contribution highlights the critical issues to be addressed, the needs to be covered, and the opportunities for better and more effective OSH protection in the workplace. Starting from a definition of psychosocial risks and their potential impacts, we offer an overview of the most recent developments in policies and strategies and the contribution of research in this field over time. A critical reflection on emerging topics, main needs, and challenges for organizations and stakeholders is offered. This time of change poses great concerns but also offers a great opportunity of moving from a culture of assessment to a culture of psychosocial risk management for improving workers' well-being, productivity, and health, where the risk assessment is an important step but not a point of arrival.
... Ethical leadership may be discussed in terms of the proper manner to execute their course of action with keeping best interests of their particular workforce in mind (Yeşiltaş & Tuna, 2018). The higher levels of employee work engagement can result in valued outcomes, including higher job satisfaction, enhanced physical and mental health, lower levels of employee turnover, and higher levels of performance (Schaufeli et al., 2008;Halbesleben, 2010;Saks, 2006;RICH et al., 2010). Chughtai et al. (2015) engagement at work, citizenship behavior, deviant workplace conduct, and emotional weariness are all psychological factors might have impact on employee performance. ...
Based on social exchange theory, the current study aims to evaluate impact of ethical leadership and psychological empowerment on job engagement, with self-efficiency serving as a mediating role. Sampling data was collected by using the convenient sampling from middle-tier personnel of banking sector in Pakistan. A sample of 221 bank officers has been chosen. For testing model, SPSS 21 version has been used for data analysis. Study results showed strong correlation between ethical leadership, psychological empowerment, and job engagement. Accordingly, the recommendations and implications are provided to banking sector. Outcomes of this study show that banking officers should be more sensitive while interacting with employees, because it would promote the pleasant work atmosphere, strengthen interpersonal connections, and minimize workplace stress. Moreover, the future scholars can get practical guidelines about the methods and procedures necessary for conducting the research on diverse issues to produce desired information in different contexts. Thus, this research is likely to pay the ways toward new windows for researchers.
Although extant research shows detrimental consequences of workaholism, well‐known workaholism scales have been commented on for the lack of construct clarity and validity. The Multidimensional Workaholism Scale (MWS), a new measure developed in the United States, offers both conceptual and psychometric advantages over previous workaholism scales, yet it has not been fully validated in different countries. This study aimed to adapt the MWS to a Northern European context (i.e., the Netherlands) and examine its factorial, convergent, discriminant, and incremental validity. To evaluate the psychometric properties and validity of the Dutch version of MWS, a sample of 366 Dutch employees was surveyed. The analyses showed that the subdimensions of the Dutch MWS had internal consistency and convergent validity with obsessive passion, workload, and the Dutch Work Addiction Scale. Moreover, the Dutch MWS showed good discriminant validity and modest incremental validity. Researchers in Dutch‐speaking nations can use the Dutch version to learn more about workaholism.
Background
The current global outbreak caused by COVID-19 has produced a unique situation with severe health and financial consequences. The fast and quick global impact called for an immediate response. A key public health action was the decision to amend the law to allow employees to work from home (WFH) whenever it was possible. In response to public health restrictions to stop the spread of COVID-19, organizations quickly switched to WFH without fully comprehending the effects of continued WFH on mental and physical health. Working from anywhere and at any time has made the separation between business and personal life more difficult. These modifications may cause employees’ workdays to be longer and to experience greater work-life conflict. Overwork and work addiction provide a greater risk to the public’s health and can harm various facets of mental and physical health, such as depression, anxiety, and sleep difficulties. There hasn’t been much research on the underlying processes that link workaholism to poor mental health, especially among Indian academics.
Purpose
There is a rise in the number of people who are worried about their mental health in academic settings. The primary purpose of this study is to determine whether academicians in India can potentially have a healthy work-family balance, which may mitigate the negative impacts of workaholism and poor mental health especially due to the Work from Home system.
Methodology
A population-based study was conducted on academicians ( n = 456) at private and public universities in Delhi NCR, India. Workaholism, work-family balance, and mental health difficulties were all measured using self-reported scales in the study. By using path analysis, the proposed mediation model was evaluated. The survey responses had an accuracy rate of 80%. Based on the conceptual research framework, PLS-SEM path modeling is used to find the causal connection between the indicators and latent components.
Findings
The findings indicated that workaholism has been associated with mental health in two different ways: directly and through work-family balance. The path analysis found a statistically significant relationship between work from home and mental health through workaholism and work-family balance. Increased levels of anxiety, depression, stress, headaches, exhaustion, and reduced job satisfaction were some of the mental health consequences of Work from Home.
Practical implication
This study provides real-world guidance to human resource managers on how to prioritize composite-level interventions at all levels of the university to create highly satisfied employees, provide a good working environment, and improve employees’ mental health.
Originality/value
Many researches have been done on the relationship between work-from-home and employee mental health, but relatively few have looked at how work-life balance and workaholism play a role in how work-from-home affects employees’ mental health. This study fills a need in the academic and practitioner literature by investigating the relationship between work-from-home from home and employee mental health as well as the mediating function of work-family balance and workaholism with regard to Indian higher education institutions.
Orientation: There is a growing concern about the dark side of work engagement. Recent research has shown that employees who are highly engaged at work are more likely to suffer from high work–family conflict. As employees’ engagement is highly valuable to organisations, it would be useful to identify variables that mitigate this negative impact so that both employees and the organisation can benefit from this positive work behaviour.Research purpose: The study examined the moderating roles of work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict among female nurses in Nigeria.Motivation for the study: While prior research has established that work engagement is associated with higher work-family conflict, less research attention has been paid on the factors that can moderate or buffer this relationship. This study was therefore conducted in response to calls for empirical research on the potential moderators between engagement and work-family conflict.Research approach/design and method: The study used a cross-sectional survey approach to gather data from a sample comprising 233 female nurses in four public hospitals in Ondo State, Nigeria. They responded to measures of work-family conflict, work engagement, work-family conflict self-efficacy and resilience. The study hypotheses were tested using moderated regression statistics.Main findings: Findings indicated that work engagement positively predicted work-family conflict. Work–family conflict self-efficacy and resilience buffer the positive relationship between work engagement and work-family conflict.Practical/managerial implications: These findings implicate the need for intervention programmes that would enhance self-efficacy and resilience among female nurses in Nigeria.Contribution/value-add: This study is one of the first to examine the moderating roles of personal resources such as work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict within the framework of conservation of resources theory.
After the COVID-19 pandemic, the world economy is in a depression and has a high inflation rate, as the unemployment rate gets higher and higher, employment gets lower and lower, young people are very pessimistic about their prospects. Therefore, the employment has become a serious problem in society, which has also caused strong social discontent. Also, all of these factors may lead to a sense of anxiety among today's workers, and it's also accompanied by fatigue, pessimism and insecurity. The status quo of “the rat race” in all fields has become more and more intense under such social conditions. The word “quiet quitting” is widely used by people. The paper will analyze the impact of “quiet quitting” on individuals and organizations and come up with some solutions to reduce “quiet quitting” for organizations, such as job satisfaction and motivation, stress and strains, etc. In addition, this paper will adopt the form of a questionnaire to investigate the data and uses these data to help analyze people's attitudes and idea of the impact of “quiet quitting”.
Purpose
Many Japanese women continue to work during pregnancy, but half of them quit work. Several symptoms and discomfort during pregnancy are known to interfere with daily life and to be a reason for taking sick leaves or retiring during pregnancy. However, little is known about the factors behind their motivation to continue working throughout pregnancy. Work engagement is a concept defined as “a positive, fulfilling, work-related state of mind characterized by vigor, dedication, and absorption of workers”, and can predict positive work outcomes, such as job performance, job satisfaction and motivation. This study has two hypotheses: (1) job resources would be positively associated with work engagement, and (2) the perceived symptoms during pregnancy would be negatively associated with work engagement. Then, this study aimed to explore the factors associated with work engagement among Japanese pregnant women.
Methods
Between July and November 2019, a cross-sectional study was conducted at two general hospitals in the urban area of Tokyo. Pregnant women were recruited during antenatal health check-ups and asked to answer self-administered questionnaires after obtaining written informed consent. The eligibility criteria were having a single pregnancy, being at ≥16 weeks of gestation, and being able to read and write Japanese. The outcome variable was work engagement using the 3-item version of the Utrecht Work Engagement Scale. Furthermore, work-related variables, such as job demands and job resources, perceived physical and mental symptoms, and demographic characteristics were obtained. To examine the relationships between the independent variables and work engagement, a bivariate analysis was conducted. Then, multivariate regression analysis was performed on the variables that were significantly associated with work engagement in the bivariate analysis.
Results
Of 252 participants at ≥16 weeks' gestation who agreed to participate, 226 completed the questionnaires. After excluding 86 women who were not working at the time of recruitment, the data of 140 working pregnant women were included in the analyses. Participants' age (mean ± standard deviation) was 33.1 ± 4.3 years, and the mean score of work engagement was 3.6 ± 1.3. The results of the multivariate analysis showed that the factors associated with a higher level of work engagement were higher supervisor support (β = 0.259, p = 0.008), higher job demands (β = 0.267, p = 0.006), higher sense of coherence (β = 0.276, p = 0.001), and higher age (β = 0.188, p = 0.024). As for the hypotheses, this study revealed that (1) job resources were positively associated with work engagement, and (2) the perceived symptoms during pregnancy were not associated with work engagement.
Conclusion
Higher supervisor support was significantly associated with a higher level of work engagement. The finding demonstrates the importance of social support in the workplace in promoting work engagement among pregnant women.
Though the positive association between well-being and professional identity among employees is well-document, the internal mechanism underlying this association is known little. Guided by self-determination theory (SDT) and the job demands-resources (JD-R) model, this study examined the roles of job crafting and work engagement in mediating the association between professional identity and workplace well-being. We surveyed 2090 teachers (including Primary, Middle, and High School teachers) ( M age = 39.42 years; SD = 8.72). Teachers completed a series of questionnaires, such as the Teachers’ Professional Identity Scale, Employee’s Workplace Well-being Scale, Job Crafting Scale, and Utrecht Work Engagement Scale. We controlled age, teaching age, and gender covariates to get conservative predictions. Multiple mediation analyses were utilized in this study to prove that: (a) professional identity was positively linked to workplace well-being; (b) both job crafting and work engagement take mediator roles in associating the relationships between professional identity and workplace well-being; and (c) a serial indirect pathway (professional identity → job crafting → work engagement → workplace well-being) emerged. These findings explore the factors that affect well-being and point to potential ways in enhancing teachers’ workplace well-being even when the task is severe.
Background
A previous study has shown that Japanese individuals generally exhibit behavior that suppresses the expression of positive emotions, which are strongly affected by affectivity traits. In the present study, to clarify the relationship between affectivity traits and work engagement (WE) or work-related psychosocial factors among Japanese workers, we compared it to the association between psychological distress and these same factors.
Methods
A total of 1,000 full-time Japanese regular workers responded to an online survey that measured demographic variables, negative and positive affectivity, job demands and resources, WE, and psychological distress. A hierarchical multiple regression analysis was conducted separately, which used WE and psychological distress as dependent variables.
Results
The proportion of variance explained by negative and positive affectivity was lower for WE than for psychological distress. However, the proportion of variance defined by job demands and resources was higher for WE than for psychological distress. The proportion of variance explained by all variables for negative and positive affectivity and job demands and resources, and their interactions was approximately equal for WE and psychological distress.
Conclusion
These results emphasize when researchers aim to evaluate the change of psychosocial factors in the workplace, such as improving the workplace environment among Japanese workers, it might be beneficial to measure positive indicators in addition to negative indicators. Furthermore, enriching job resources would be effective in improving WE and alleviating psychological distress.
The present study explores the role of employees' self-efficacy and person-environment fit in determining their work-related performance. The data was collected from 296 respondents from Pakistani organizations. The collected data was analyzed to determine the effects of employee self-efficacy and person-environment fit on employee job performance. The findings suggested an affirmative and robust association of the two with job performance. Self-efficacy along-with person-environment fit is an essential factor in determining the increased performance of employees concerning their job responsibilities. Managers are suggested to provide employees with a work environment that could foster self-efficacy and person-environment fit among them. The higher level of employees' self-efficacy and personal environment fit will result in the greater performance of employees that eventually contribute to the firm's overall performance.
The present work examines the current situation of volunteering in Italy and the European Union, along with the main theories and popular psychological models associated with volunteering. Furthermore, it presents an empirical study that aims to analyze the role of organizational support and engagement in non-profit organizations, focusing on a case study of Erasmus Student Network (ESN) Italy.
Conditions of rapid change force businesses to increase their competitiveness. To increase their competitiveness, businesses are trying to make human resources more effective and efficient as well as harmonizing their improved physical and financial opportunities. The fact that the employee is committed to the job with vigorous energy and dedication from the very first day is an indicator of the high level of work engagement. It is considered that a high level of engagement will increase the competitiveness of the enterprise by positively affecting the business’s overall performance. The purpose of this study is to determine whether the level of job engagement of employees in the manufacturing or service sector differs according to gender, age and seniority.. Within the scope of the study, a survey was conducted among employees in various companies, both located in the service and manufacturing sectors, to investigate the effect of the level of job engagement on the perceived business performance. As the results of the survey were analyzed positive relation was found between work engagement and business performance perceived by the employees but no significant difference between the manufacturing and service sectors. The research has been expanded to obtain whether there is a relationship between age, gender, and seniority, as well as the perceived business performance of the sectors employed and the level of work engagement. According to the results obtained, and the relationship between the level of work engagement and performance, it has been determined that the younger have higher work engagement and perceived business performance levels.
The oil palm plantation industry has been competitive in the face of the global economy. Competitive advantage can be created through employees and organizations. Work engagement is the primary antecedent of a successful organization. This study is to investigate work-family conflict, and personality traits that determine work engagement among oil palm plantation officers. Participants were 782 executive officers from 36 oil palm plantation estates. The Hierarchical regression analysis showed that work-family conflict and personality traits are predictors of work engagement. Work family conflict and neuroticism traits are associated with a low level of work engagement. Meanwhile, extraversion trait, agreeableness trait, openness to experience trait, and conscientiousness trait are
associated with a high level of work engagement. The demands of work, job resources, and personal resources contribute to work engagement. These findings could be a policy in balancing work family and training programs to develop employment opportunities.
The authors review the marketing practices likely to make customers feel excluded (ignored or rejected) and analyze the potency of retail exclusion in the transforming service encounters due to the infusion of artificial intelligence (AI), robots, and other new technologies. Synthesizing the findings of prior studies, the authors propose an integrative theoretical framework for understanding different perspectives, psychological mechanisms, and outcomes of retail exclusion, and highlight research opportunities for retail exclusion in two contexts of service encounters: interpersonal and technology‐powered. The review aims to provide implications on proactive strategies to minimize the adverse effects of retail exclusions and promote inclusive customer experiences.
Pro‐customer rule breaking refers to employees' breaking of organizational rules with the primary intention of helping customers or providing better customer service. In spite of its prosocial nature, it is unclear whether and how pro‐customer rule breaking also benefits employees who engage in this behavior. Drawing on self‐determination theory, we examine employees' well‐being and voice at work as outcomes of pro‐customer rule breaking. Across a simulation study and a critical incident‐based survey study, we found that pro‐customer rule breaking was positively related to employee psychological need fulfillment, which, in turn, was associated with lower emotional exhaustion, higher job satisfaction, and increased voice. Furthermore, normative conflict with organizational rule moderated the positive relationship between pro‐customer rule breaking and psychological need fulfillment such that employees with high normative conflict with organizational rule (i.e., employee perception that their existing organizational rule results in inefficiency and that their organization could be much better if it changed its practices) benefited more from their pro‐customer rule breaking. We discuss the theoretical and practical implications of these findings and offer directions for future research.
This article analyses workaholism in Portuguese corporate law firms, seeking to measure this phenomenon through the Work Addiction Risk Test (WART) - a self-assessment tool on dimensions related to compulsive tendencies, lack of control, impaired communication and self-absorption, inability to delegate and self-esteem. It is based on a survey applied to a convenience sample of corporate lawyers. The study shows the lack of control and compulsive tendencies contribute to explaining the phenomenon under discussion. It can be concluded through regression analysis that the position held, time at the office and working hours contribute as predictors for workaholism.
Purpose
This paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this relationship. Work extension is reflected in two employee behaviours: working in free time and presentism.
Design/methodology/approach
The proposed model has been estimated using the Preacher and Hayes bootstrap method for multiple mediation analysis, with 1,000 repetitions. The data used come from the sixth European Working Conditions Survey.
Findings
The analysis indicates that HBT does not pose an inherent risk for job stress but causes a change in the employees' behaviour, increasing working in free time and presenteeism and thus job stress. The mediation model indicates that once these behaviours are controlled, the effect of HBT is to reduce stress.
Research limitations/implications
The authors argue that companies should focus on human resource practices to control workers' behaviours that have a detrimental effect on job stress while institutions should regulate HBT.
Originality/value
The analysis deepens the unclear relationship between HBT and job stress by introducing employees' behaviours concerning work extension into the equation.
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.
This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates than to the resource correlates, suggesting that workers might have been sensitive to the possibility of resource loss. The 3 burnout dimensions were differentially related to turnover intentions, organizational commitment, and control coping. Implications for research and the amelioration of burnout are discussed.
It has been almost twenty years since the term "burnout" first appeared in the psychological literature. The phenomenon that was portrayed in those early articles had not been entirely unknown, but had been rarely acknowledged or even openly discussed. In some occupations, it was almost a taboo topic, because it was considered tantamount to admitting that at times professionals can (and do) act "unprofessionally." The reaction of many people was to deny that such a phenomenon existed, or, if it did exist, to attribute it to a very small (but clearly mentally disturbed) minority. This response made it difficult, at first, for any work on burnout to be taken seriously. However, after the initial articles were published, there was a major shift in opinion. Professionals in the human services gave substantial support to both the validity of the phenomenon and its significance as an occupational hazard. Once burnout was acknowledged as a legitimate issue, it began to attract the attention of various researchers. Our knowledge and understanding of burnout have grown dramatically since that shaky beginning. Burnout is now recognized as an important social problem. There has been much discussion and debate about the phenomenon, its causes and consequences. As these ideas about burnout have proliferated, so have the number of empirical research studies to test these ideas. We can now begin to speak of a "body of work" about burnout, much of which is reviewed and cited within the current volume. This work is now viewed as a legitimate and worthy enterprise that has the potential to yield both scholarly gains and practical solutions. What I would like to do in this chapter is give a personal perspective on the concept of burnout. Having been one of the early "pioneers" in this field, I have the advantage of a long-term viewpoint that covers the twenty years from the birth of burnout to its present proliferation. Furthermore, because my research was among the earliest, it has had an impact on the development of the field. In particular, my definition of burnout, and my measure to assess it (Maslach Burnout Inventory; MBI) have been adopted by many researchers and have thus influenced subsequent theorizing and research. My work has also been the point of departure for various critiques. Thus, for better or for worse, my perspective on burnout has played a part in framing the field, and so it seemed appropriate to articulate that viewpoint within this volume. In presenting this perspective, however, I do not intend to simply give a summary statement of ideas that I have discussed elsewhere. Rather, I want to provide a retrospective review and analysis of why those ideas developed in the ways that they did. Looking back on my work, with the hindsight of twenty years, I can see more clearly how my research path was shaped by both choice and chance. The shape of that path has had some impact on what questions have been asked about burnout (and what have not), as well as on the manner in which 2 answers have been sought. A better understanding of the characteristics of that path will, I think, provide some insights into our current state of knowledge and debate about burnout. In some sense, this retrospective review marks a return to my research roots. The reexamination of my initial thinking about burnout, and an analysis of how that has developed and changed over the years, has led me to renew my focus on the core concept of social relationships. I find it appropriately symbolic that this return to my research roots occurred within the context of a return to my ancestral roots. The 1990 burnout conference that inspired this rethinking took place in southern Poland, from which each of my paternal grandparents, Michael Maslach and Anna Pszczolkowska, emigrated to the United States in the early 1900s. Thus, my travel to Krakow had great significance for me, at both personal and professional levels.
This third version of the MBI was developed across several occupations and countries, in order to assess burnout in all occupations. It was originally published in 1996 by CPP, but is now published and distributed online by Mind Garden (www.mindgarden.com/products/mbi.htm)
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.
Workaholism involves a personal reluctance to disengage from work, which is evidenced by the tendency to work irrespective of external demands. While the term workaholism has been widely used by the public for over 30 years, scientists are only beginning to explore the behavior in depth. To date, most research has occurred on an ad hoc basis, emerging from a wide variety of paradigms without being explicitly linked to theory. The current article presents three methods for defining workaholism and a précis of relevant measures, then provides an integrated overview of research relating workaholism to individual well-being. Three models implicit in existing workaholism research (addiction, learning, and trait theory) are expounded and critiqued, and four new procedures for researching workaholism are suggested. Finally, an integrated, multidisciplinary approach is proposed as an essential element in encouraging rigorous debate and continued development of workaholism theory.
Burnout is a common metaphor for a state of extreme psychophysical exhaustion, usually work-related. This book provides an overview of the burnout syndrome from its earliest recorded occurrences to current empirical studies. It reviews perceptions that burnout is particularly prevalent among certain professional groups - police officers, social workers, teachers, financial traders - and introduces individual inter- personal, workload, occupational, organizational, social and cultural factors. Burnout deals with occurrence, measurement, assessment as well as intervention and treatment programmes.; This textbook should prove useful to occupational and organizational health and safety researchers and practitioners around the world. It should also be a valuable resource for human resources professional and related management professionals.
The key features which influence mental health both in jobs and unemployment are brought together within a single perspective. Three principal axes of affective well-being are identified as warranting investigation, and it is suggested that nine environmental features are of primary importance. The impact of these features on mental health is viewed as analogous to the influence of vitamins on physical health, with an explicit non-linearity in the relationship. This ‘vitamin model’ is extended to permit examination of individual differences (for example, in terms of baseline values and specific matching characteristics), and empirical evidence is summarized. It is concluded from previous research that job features do not interact synergistically in relation to employee well-being, although this possibility may not yet have been adequately tested. The framework is suggested to be adequately comprehensive, but, as is the case with other models, it requires development in respect of the specific mechanisms operating between environmental features and mental health.
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.
This study contributes to the literature on workaholism by testing the Spence and Robbins workaholic triad; 5,853 full time workers participated in a national survey on working hours, covering a broad range of economic sectors and employment categories. Respondents were grouped eight clusters. Results show a strong similarity with those of other studies about the validity of the Spence and Robbins' typology. The same basic dimensions and the same types are identified, and similar relationships with extra-work activities are found. In addition, a wide range of biographical, motivational and organizational data are included. One new type of workaholic was identified: the reluctant hard worker reports relatively long working hours, at a relatively low hierarchical level, with a strong perception of external pressure and a low perception of growth culture and a strong intention to leave the organization.
It is generally believed that workaholics tend to deny the existence of fatigue and push themselves beyond reason before physical complaints stop them working and lead them to seek help. However, while self-neglect is believed to be a hallmark of workaholism, empirical data are both scant and contradictory. This study explores whether workaholics experience poorer health status than other (non-workaholic) employees. Two groups of respondents (46 workaholics, 42 non-workaholics) completed the workaholism battery-revised and the rand SF-36 at two measurement points across six months. While workaholics reported slightly poorer social functioning, role functioning and more frequent pain, they reported similar vitality, general health and psychological health to non-workaholics. Importantly, differences between groups were small and failed to reach statistical significance. Given the substantial body of data supporting the SF-36 and the present six-month replication, it appears that workaholism may be less toxic to personal health and well-being than at first thought. Implications for organisational and human resource management, including equal employment opportunities for workaholics, are discussed.
Managers are increasingly concerned about managing the conflicts experienced in fulfilling the responsibilities of work and family. The problem of balancing these domains arises from work to home interference, which reflects a mutual incompatibility between the demands of the work role and the demands of the home life. The central idea underlying the theoretical model of this study, is that work and home demands lead to work strain and decreased feelings of engagement, while work and home resources lead to increased feelings of engagement and reduced burnout. Work to home interference mediates these relationships. An innovation of the present study was to assess both home demands and positive aspects of work to home interference. Data were collected from 69 newspaper managers. Results indicated that negative interference mediated between demands and outcomes, and positive interference mediated between resources and outcomes. This study highlights the importance of measuring positive concepts in terms of constructing a more balanced picture of work and home interference.
In this edition of Work & Stress, Kristensen and his colleagues critically discuss the Maslach Burnout Inventory (MBI) and present an alternative, more general instrument to measure burnout that exclusively focuses on exhaustion. Here we critically examine their reasons for developing a new burnout measure, as well as the theoretical foundations of this measure. Whereas we agree with Kristensen et al.'s remarks concerning the availability and item wording of the MBI, we do not share their concerns regarding its theoretical underpinnings. In our view, burnout should be conceptualized as a primarily work-related syndrome of (at least) exhaustion and depersonalization/cynicism. The MBI would seem to fit that conceptualization very well.
focuses on the process of burnout / places burnout in a time perspective and regards it as a developmental process
starts with the contention that burnout is a three-dimensional construct, including emotional exhaustion, depersonalization, and reduced personal accomplishment / criticizes the "phase model" of Golembiewski and his colleagues for relying too much on the first dimension and for ignoring the temporal development of burnout / in Leiter's own process model of burnout, emotional exhaustion results from a demanding (work) environment, which in turn contributes to increased depersonalization / depersonalization is considered to be a coping response, which occurs after the emotional resources have been depleted to a large extent (PsycINFO Database Record (c) 2012 APA, all rights reserved)
stress [definitions, sources, outcomes, coping]
job stress / burnout syndrome / workaholic syndrome
treatment approaches (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.
Basic Conceptualization and MeasurementModels of Burnout and Mental HealthModels of Burnout and Physical HealthSummaryDirections for Future ResearchFinal ReflectionsReferences
The authors investigated why some managers work extreme hours, defined as 61 or more hours per week. The authors tested explanations drawn from theories including the work-leisure tradeoff, work as an emotional respite, social contagion, and work as its own reward. In a demographically homogeneous sample of male managers, the best explanations for why some worked 61 or more hours per week were the financial and psychological rewards they received from doing so. The hypothesis derived from A. Hochschild's (1997) research that managers who work long hours seek relief at work from pressures at home was not supported. Findings in a small sample of managerial women were consistent with the work-leisure trade-off hypothesis, the social contagion hypothesis, and the work as its own reward hypothesis.
Although workaholism in organizations has received considerable attention in the popular press, our understanding of it remains quite limited. This study, using measures developed by Spence and Robbins (J. Personal Assess. 1992; 58: 160–178), examines the relationship of workaholism type to indicators of psychological and physical well-being. Data were collected from 530 male and female managers and professionals using anonymous questionnaires. The results showed a relationship between workaholism and poorer emotional and physical well-being. Copyright © 2000 John Wiley & Sons, Ltd.
The Maslach Burnout Inventory (MBI) is a widely used measure of three specific aspects of the burnout syndrome-namely; emotional exhaustion, depersonalization, and lack of personal accomplishment. It is rapidly becoming a valued tool in assessment of perceived burnout in human service professionals. Although its reliability and validity are well established, its factor structure is not. In previous studies different researchers have found very different factor solutions. In the present study this problem was solved by principal components analysis of previously published American data and New Zealand data, followed by three- and four-factor varimax rotations. The outcome produced a clear, replicable three-factor solution consistent with that of the MBI authors' descriptions. No replicable four-factor structure was found.
This study examines burnout and engagement—the hypothesized opposite of burnout—in university students from Spain (n = 623), Portugal (n = 727), and the Netherlands (n = 311). Confirmatory factor analyses showed that the expected three-factor structures of the adapted versions of the Maslach Burnout Inventory (MBI) for students (including Exhaustion, Cynicism, and Reduced Efficacy) and the Utrecht Work Engagement Scale (UWES) for students (including Vigor, Dedication, and Absorption) fitted to the data of each sample. However, a rigorous test revealed that most factor loadings of the MBI were not invariant across all samples. Results with the UWES were slightly better, indicating invariance of factor loadings of Absorption in all samples and of Vigor in two of the three samples. Furthermore, as hypothesized, the burnout and engagement subscales were negatively correlated. Finally, irrespective of country, Efficacy and Vigor were positively related to academic performance, that is, the number of passed exams relative to the total number of exams in the previous term.
This study examines the relationship of three workaholism components proposed by Spence and Robbins and several work and psychological well-being outcomes using hierarchical regression analysis. Data were collected from 171 construction company owners and senior managers in Norway using questionnaires. Work enjoyment was found to be positively related with work outcomes. Work enjoyment was also generally positively related with psychological well-being while feeling driven to work was generally negatively related with psychological well-being.
This article is concerned with measures of fit of a model. Two types of error involved in fitting a model are considered. The first is error of approximation which involves the fit of the model, with optimally chosen but unknown parameter values, to the population covariance matrix. The second is overall error which involves the fit of the model, with parameter values estimated from the sample, to the population covariance matrix. Measures of the two types of error are proposed and point and interval estimates of the measures are suggested. These measures take the number of parameters in the model into account in order to avoid penalizing parsimonious models. Practical difficulties associated with the usual tests of exact fit or a model are discussed and a test of “close fit” of a model is suggested.
Since the late 1980s, there has been strong popular interest in the subject of working hours and in
the so-called workaholic. There has been less interest in the academic literature on the subject of
long working hours and the motivations of those who work beyond the limits of what is necessary.
This study proposes a typology of those who put in excessive time and effort by introducing
a second dimension: equity of perceived rewards. The new dimension points to another group
alongside workaholics: overworkers. One hundred seventy-four managers and professionals
with master of business administration degrees rated themselves on work and reward dimensions
and provided data about work behaviors, rewards, attitudes, and job progression as part of a
longitudinal study. Overworkers and workaholics were found to differ on a number of dimensions.
Implications for these groups, including their potential roles in the context of boundaryless
careers, and for the organizations that employ them are discussed.
This investigation examined the influence of sample size on different goodness-of-fit indices used in confirmatory factor analysis (CFA). The first two data sets were derived from large normative samples of responses to a multidimensional self-concept instrument and to a multidimensional instrument used to assess students' evaluations of teaching effectiveness. In the third set, data were simulated and generated according to the model to be tested. In the fourth, data were simulated and generated according to a three-factor model that did not have a simple structure. Twelve fit indicators were used to assess goodness-of-fit in all CFAs. All analyses were conducted with the LISREL V package. One-way ANOVAs and a visual inspection of graphs were used to assess the sample size effect on each index for the four data sets. Despite the inconsistency of the findings with previous claims, the results are consistent with the observation that the amount of random, unexplained variance varies inversely with sample size. Appendices include a set of computed statements, an explanation and listing of the 12 goodness-of-fit indicators, a bibliography, a table of results, and figures showing sample size effect. (Author/LMO)
The accurate assessment of model fit has emerged as a vital area of research in the advancement of structural equation modeling. Two recent indices of fit, the Relative Noncentrality Index (RNI, McDonald & Marsh, 1990) and the Comparative Fit Index (CFI, Bentler, 1990), constitute major progress in this regard. This research demonstrates that the RNI and CFI are algebraically equivalent in most applications but. identifies one condition in which the indices will not be identical. In this condition, it is suggested ithat the RNI may be advantageous for model comparison purposes whereas the CEI may be preferred with respect to efficiency of estimate. Additionally, two cautions pertaining tcc the incremental approach to fit underlying both indices are discussed and appropriate recommendations are provided.
This book represents the best efforts made to date in the field of psychology to address the issues of distressed professionals. It summarizes the information that is currently available in a number of areas that are germane to these problems.
The first section of the volume introduces the problem and reviews the implications of the issues and knowledge presented in the book for the research and education communities in psychology. The second section presents comprehensive reviews of the literature available on the major dysfunctional syndromes that psychologists and other professionals experience. The final section provides specific advice to psychologists and other professionals, their families, and interested others about what can be done to assist people who have these problems. The material reflects the current state of empirical knowledge and actual practice. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
argue that the root cause of burnout lies in our need to believe that our lives are meaningful, that the things we do—and consequently we ourselves—are useful and important / when people try to find meaning in their life through work and feel that they have failed, the result is burnout
burnout and other concepts [burnout and stress, burnout and alienation, burnout and depression, burnout and existential neurosis (existential crisis), burnout and fatigue] / an existential model of burnout [motivations, work environments] / coping with burnout (PsycINFO Database Record (c) 2012 APA, all rights reserved)
To examine the validity and reliability of the Japanese version of the Workaholism Scales developed originally by J. T. Spence and A. S. Robbins (1992), a questionnaire survey of workers in Japanese industrial organizations was conducted. The Japanese questionnaire was developed by back-translation. Added to the original questionnaire were scales for work overload - quantity, work overload - quality, role ambiguity and role conflict. A total of 1,072 workers (962 men, 110 women) returned usable data (response rate = 87.5%). The factor structure and reliability of the workaholism instrument for Japanese male subjects look almost identical to those obtained by the original study in America except that the work involvement dimension was not reproduced as an independent factor, but overlapped with the drive dimension for the Japanese sample. There was a significant impact of workaholism on job stress and health complaints among Japanese male employees.
Defining Method VarianceEffect of Method Variance on Correlations: Method BiasHow Much Method Variance is there in I-O Psychology?Causes of Method VarianceControlling Method VarianceNoteReferences
This investigation examined the relationship of workaholism-related measures to work satisfaction and career-progress outcomes. A comprehensive research framework was developed based on previous speculation and research findings to guide selection of variables and data analysis. Five blocks of predictor variables were included: individual demographics, work-situation characteristics, two antecedents of workaholism (one an individual-level measure of beliefs and fears; the other an organizational-level measure of perceived support of work-personal-life imbalance), three workaholism components identified by Spence and Robbins (1992), and workaholic job behaviors (eg, hours worked, perfectionism). Work outcomes included job and career satisfaction, future career prospects, and salary increases. Hierarchical regression analysis generally indicated relationships between workaholism-related measures and work outcomes.
Readers who want a less mathematical alternative to the EQS manual will find exactly what they're looking for in this practical text. Written specifically for those with little to no knowledge of structural equation modeling (SEM) or EQS, the author's goal is to provide a non-mathematical introduction to the basic concepts of SEM by applying these principles to EQS, Version 6.1. The book clearly demonstrates a wide variety of SEM/EQS applications that include confirmatory factor analytic and full latent variable models.
Theories of WorkaholismRecent ResearchFuture DirectionsSummaryAcknowledgmentsReferences
This study examined correlates of workaholism among 211 Norwegian journalists. Three workaholism types were considered (work enthusiasts, work addicts, enthusiastic addicts) using measures developed by Spence and Robbins (1992). Correlates included a number of personal demographic and work situation characteristics, measures of positive and negative affect, burnout components and absenteeism. Although the three workaholism types were similar on personal and work situation characteristics, work enthusiasts indicated significantly more positive affect and significantly less negative affect, exhaustion and cynicism than one or both of the other workaholism types. The workaholism types did not differ on professional efficacy or absenteeism however. The three workaholism types worked similar hours per week ruling this out as a possible explanation of the findings. Copyright © 2004 John Wiley & Sons, Ltd.
This research deals with the measurement and consequences of workaholism in the Netherlands. Study I describes the development and validation of a Dutch version of Robinson's (1999) Work Addiction Risk Scale (WART). Confirmatory factor analysis (total N = 356) revealed that the factorial structure of the Dutch WART was similar to that of the US original. Study 2 (N = 232) examined whether the Compulsive Tendencies (CT) subscale of the WART could be used as a short measure of workaholism. The overlap between the full 25-item WART and the CT subscale was high, whereas the patterns of correlations with other concepts were very similar. Study 3 (N = 199) tested a process model for the effects of workaholism (i.e., CT) on exhaustion and work-nonwork conflict, showing that workaholism affected these two outcome variables both directly and indirectly (via perceived job demands). It is concluded that: (i) the Dutch version of the WART is very similar to the US original; (ii) the WART and the CT subscale are both valid measures of workaholism; and (iii) workaholism is a potentially important concept in the study of work and stress.
The prominence of the personality trait of Negative Affectivity (NA) in the stress literature has increased over the last decade. Negative affectivity has been widely reported both to have direct effects on measures of strain, and to act as a potential confounding variable of stressor–strain relations in self-report research (Watson and Clark, 1984). However, more recent work has demonstrated that NA can also moderate environment–outcome relationships, acting as a vulnerability factor in the stress model, or alternatively that its influence may be mediated through perceptions of the work environment. In the present study, these four possible pathways through which NA may be implicated in job satisfaction and symptom report were examined.In terms of symptom report, NA was found to have direct effects, to act as a partial confound, and to play a significant moderating (vulnerability) role. In contrast, for the prediction of job satisfaction, the influence of NA was found to be mediated through perceptions of the work environment. It is concluded that all these potential roles of NA should be more thoroughly considered in future stress research.
This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.
Building on Kahn's (1990) ethnographic work, a field study in a U.S. Midwestern insurance company explored the determinants and mediating effects of three psychological conditions — meaningfulness, safety and availability — on employees' engagement in their work. Results from the revised theoretical framework revealed that all three psychological conditions exhibited significant positive relations with engagement. Meaningfulness displayed the strongest relation. Job enrichment and work role fit were positively linked to psychological meaningfulness. Rewarding co-worker and supportive supervisor relations were positively associated with psychological safety, whereas adherence to co-worker norms and self-consciousness were negatively associated. Psychological availability was positively related to resources available and negatively related to participation in outside activities. Finally, the relations of job enrichment and work role fit with engagement were both fully mediated by the psychological condition of meaningfulness. The association between adherence to co-worker norms and engagement was partially mediated by psychological safety. Theoretical and practical implications related to psychological engagement at work are discussed.