Although remote working can involve positive outcomes both for employees and organizations, in the case of the sudden and forced remote working situation that came into place during the COVID-19 crisis there have also been reports of negative aspects, one of which is technostress. In this context of crisis, leadership is crucial in sustainably managing and supporting employees, especially employees with workaholic tendencies who are more prone to developing negative work and health outcomes. However, while research on the role of (...) the positive aspects of leadership during crises does exist, the negative aspects of leadership during the COVID-19 crisis have not yet been studied. The present study aimed to explore the role of authoritarian leadership in a sample of 339 administrative university employees who worked either completely from home or from home and the workplace. The study examined the moderating effect of a manager on this relationship and the connections between workaholism and technostress through conditional process analysis. Results pointed out that high authoritarian leadership had an enhancing effect, whereas low authoritarian leadership had a protective effect on the relationship between workaholism and technostress, only in the group of complete remote workers. Thus, authoritarian leadership should be avoided and training leaders to be aware of its effect appears to be essential. Limitations, future directions for the study, and practical implications are also discussed. (shrink)

This study has two objectives – to provide a Korean form of the workaholism analysis questionnaire, and to analyze workaholic tendencies in South Korea by using a nationally representative data. Using 4,242 samples (2,497 men and 1,745 women), exploratory and confirmatory factor analyses were conducted to develop a Korean form (K-WAQ). The four-factor structure of K-WAQ in this study seemed to adequately represent the underlying dimensions of work addiction in Korea. The study also analyzed the prevalence of workaholism (...) among Koreans and its differences according to socio-demographic variables. Both mean difference analyses and logistic regressions were conducted. The overall result indicated that the prevalence of workaholism in Korea can be estimated to be 39.7% of the employees. The workaholic tendencies in Korea differ significantly according to gender, age, work hours, and voluntariness of choosing employment type. Practical as well as theoretical implications and future research directions are discussed. (shrink)

This article attempts to point out the main problem in research on workaholism, namely over-use of the term workaholism when describing symptoms or constructs which are not related to work addiction. Workaholism has one, negative pathological/dysfunctional form and can be differentiated from the healthy forms of over-engagement. Based on the analysis of one example of research results, this article explains that the nomenclature of „workaholic“ is not applicable to the case of over-engaged employees with healthy symptoms. The (...) second aim of the article is to argue that the invalid conceptualisation and measurement of workaholism can result in conclusions which do not really regard work addiction. (shrink)

We enter this energetic debate over causes and consequences of workaholism using autoethnography. Our main contribution is to explore when our autoethnographies of workaholism experiences is narrative, and when it is expressive, living story. The difference in narrative is a re-presentation (following representationalism of a sensory remembrance), where as living story is a matter of reflexivity upon the fragile nature of our life world. We began through analysis of workaholism narratives in our own academic lives, and in (...) the movies of popular culture, the influence of a particular meta-narrative – that of the American Dream. We proceed to juxtapose our own living stories in their struggle with those American Dream narratives. (shrink)

ABSTRACT Studies on bottom-line mentality suggest that an exclusive focus on bottom-line outcomes has detrimental consequences; however, it is not clear when this leads to negative outcomes. This study examines the role of supervisors’ BLM in fostering workaholism in subordinates. These supervisors, by creating a bottom-line driven environment, may intensify workaholism, leading to workplace cheating behavior. However, not all subordinates react in the same manner. We theorize that the positive relationship between supervisor BLM and workplace cheating behavior through (...) workaholism is strengthened when the psychological entitlement is high. The moderation-mediation model was tested with data from 193 employees working in various industries. Our findings demonstrate that under conditions of high psychological entitlement, workaholism resulting from supervisor BLM leads to workplace cheating behavior. Implications of these findings have been discussed. (shrink)

The aim of the study presented was to verify empirically a conception of workaholism as a multidimensional syndrome. The study also investigated the notion of ‘functional’ and ‘dysfunctional’ types of workaholic, on the basis of the participants’ cognitive evaluations of their quality of life. The research group comprised Polish managers who had graduated with, or were studying to attain, a Master’s degree in Business Administration. The 137 participants completed a set of questionnaires that were based on five different research (...) tools. Confirmatory factor analysis supported the theory that workaholism has a three-dimensional structure that includes behavioural, cognitive, and affective dimensions. Using cluster analysis, three types of worker were identified, two of which represented types of workaholic with different scores for the dimensions of workaholism and for aspects of quality of life. The research demonstrated that workaholism is a three-dimensional construct. It enabled the integration of different perspectives and also confirmed that dysfunctional and functional types of workaholic exist. Furthermore, this paper provides practical insights about workaholism for practitioners of human resources that can be used in the selection and evaluation of employees. (shrink)

Using a quantitative methods approach, we examine the organisational drivers of cognitive workaholism and emotional exhaustion amongst a group of employees (N = 187) in a digital workplace based in Berlin, Germany. This study demonstrated that managers could influence cognitive workaholism through the pace of work and an employee’s perceived need to engage in off-hours work. Cognitive workaholism was also found to have a direct impact on emotional exhaustion, as did the relationship with one’s manager. Off-hours work (...) was not found to have a direct impact on emotional exhaustion. Instead, the data suggests that off-hours working hinders an employee’s ability to detach from their work, and therefore higher levels of cognitive workaholism are observed, which then leads to higher levels of emotional exhaustion. This study highlights how management’s distribution of workload can create a situation whereby employees have constant thoughts about work, leading to emotional exhaustion. This is an important topic, given the increasing use of digital technology in modern workplaces. Specifically, off-hours work is easily facilitated through the use of technology, and this study therefore unveils the double-edged sword of technology. Hence, this topic is important for modern organisations seeking to promote sustainable employee workplace wellbeing. (shrink)

The present study examined the direct and indirect relationships between competitive work environments and subjective unhealthiness. It also examined the effects of adjusting for cognitive distortions in the relationship between a competitive work environment and subjective unhealthiness and between a competitive work environment and workaholism. Data were collected from 9,716 workers in various industries, occupations, and positions. The results show that competitive work environments were positively related to subjective unhealthiness, both directly and through workaholism. Furthermore, cognitive distortions moderated (...) the positive effect between a competitive work environment and workaholism, and the positive relationship was stronger when cognitive distortions were high. This study has important and practical implications for companies that are increasingly concerned about the health of their employees. (shrink)

The aim of this study was to investigate how job crafting, work engagement, and workaholism were related in public sector organizations. The participants were civil servants from three Finnish public organizations, representing different professions, such as school personnel, secretaries, directors, parking attendants, and ICT specialists. We duly operationalized job crafting, work engagement, and workaholism by using the Job Crafting Scale, the UWES-9, and the Work Addiction Risk Test. The current study focused on the Finnish public sector, since work (...) engagement is recognized at the governmental level and has been shown to be strongly and positively associated with economic activity and productivity, while workaholism is associated with poor wellbeing. We analyzed the data by using structural equation modeling and found that three job crafting dimensions were strongly intertwined with one another. These dimensions were increasing structural job resources, increasing social job resources, and increasing challenging job demands. In the structural model, dimension “increasing structural job resources” was positively related to work engagement, whereas dimension “decreasing hindering job demands” was negatively associated with workaholism. This study highlighted the relevance of employees learning to balance their job resources and demands. We recommend that, in the public sector, employees be systematically encouraged to practice job crafting behavior by enabling them to increase structural job resources. These results are of high relevance, considering the heavy workload of public sector employees during the COVID-19 pandemic. (shrink)

The relationship between workaholism and work performance is explored by meta-analysis in this article. After searching relevant references, we had gained 94 individual effect sizes, 45 individual samples, and 37 references. Through the heterogeneity test, it was shown that the random effect model is more suitable. The main effect analysis showed that there is a significant positive correlation between workaholism, working excessively, working compulsively, and work performance, and further analysis showed that workaholism emphasizes the improvement of contextual (...) performance. The subgroup test showed that the relationship between workaholism, working excessively, working compulsively, and work performance is influenced by the measurement tools of workaholism, but not influenced by the cultural background differences and time-lag research. The above results show that workaholism and its dimensions have different influences on different aspects of work performance. Besides, it is worthy to consider the moderating function of the measurement tools of workaholism in the relationship between workaholism and work performance. (shrink)

Bu çalışma, çalışanlarda işkoliklikle benlik saygısı ilişkisinde algılanan örgütsel desteğin aracılık rolünü tespit etmek amacıyla yapılmıştır. Araştırma verilerini elde etmek için, Çorum ilinde bir kamu hastanesinde görev yapan 200 çalışana anket form uygulaması gerçekleştirilmiştir. Anket formunda demografik sorular dahil olmak üzere, hastane çalışanlarında işkoliklik, algılanan örgütsel destek ve benlik saygısını ölçmeye yönelik, ülkemizdeki çalışmalarda yaygın kullanılan geçerlilik ve güvenirlik analizleri yapılmış üç ayrı ölçek kullanılmıştır. Elde edilen veriler SPSS programında belirli analizlere tabi tutulmuştur. Çalışma sonucunda: algılanan örgütsel desteğin; işten zevk (...) alma (işkoliklik alt boyutu) ile kendini sevme (benlik saygısı alt boyutu) arasındaki ilişkide, işten zevk alma (işkoliklik alt boyutu) ile öz-yeterlilik (benlik saygısı alt boyutu) arasındaki ilişkide ve işe güdülenme hissi (işkoliklik alt boyutu) ile kendini sevme (benlik saygısı alt boyutu) arasındaki ilişkide kısmı aracılık rolü olduğu ve yine algılanan örgütsel desteğin; işe güdülenme hissi (işkoliklik alt boyutu) ile öz-yeterlilik (benlik saygısı alt boyutu) arasındaki ilişkide kısmı aracılık rolünün olduğu tespit edilmiştir. (shrink)

What are some of the key historical trends in hours of work per worker in US? What economic, social-psychological, organizational and institutional forces determine the length of individuals' working hours? How much of the trend toward longer working hours among so many workers may be attributable to workers' preferences, workplace incentives or employers' constraints? When can work become overwork or workaholism – an unforced addiction to incessant work activity which risk harm to workers, families or even economies? The first (...) part of this article traces the history of the length of working hours and its recent polarization. The second part develops a multi-disciplinary model to identify motivations behind working longer hours. Individuals' desired work hours will stem from the weighted contribution of five sources: (1) current real wage rates; (2) forward-looking, wage trajectories; (3) relative status associated with hours of labor; (4) intrinsic rewards, process benefits or amenities acquired through work; (5) hours demanded by the employer and other structural constraints, to which workers may adapt. Employers and their established conditions of work have influenced the course of long run trends labor supply and in work time structures. The final section suggests policies that might address the persistence of long hours. (shrink)

Various explanations are offered to explain why employees increasingly work longer hours: the combined effects of technology and globalization; people are caught up in consumerism; and the "ideal worker norm," when professionals expect themselves and others to work longer hours. In this article, we propose that the processes of employer recruitment and selection, employee self-selection, cultural socialization, and reward systems help create extended work hours cultures (EWHC) that reinforce these trends. Moreover, we argue that EWHC organizations are becoming more prevalent (...) and that organizations in which long hours have become the norm may recruit for and reinforce workaholic tendencies. Next, we offer spiritual leadership as a paradigm for organizational transformation and recovery from the negative aspects of EWHC to enhance employee wellbeing and corporate social responsibility without sacrificing profitability, revenue growth, and other indicators of financial performance. Finally, we will offer suggestions for future theory, research, and practice. (shrink)

Asian workplaces are often characterized by cultures that require more overtime than other cultures. Although predictors for overtime work have been rigorously studied, it is still meaningful to investigate specific aspects of Eastern cultural values that stem from Confucian ethics and may influence overtime work among Asian employees. We suggest that four major Confucian orientations are positively associated with employees’ affective and normative motives, which in turn affect working overtime. This article extends management literature on the subjects of cultural ethics (...) and workaholism. It also suggests how Eastern cultural values lead to working overtime. We hope that our research effort on Confucian cultural value and its associations with other managerial outcomes and theories is a small cornerstone that allows management researchers to explore interesting and meaningful ways to apply Confucian culture and orientations in the workplace. (shrink)

This article examines spiritual growth and the business career. Rather than a certain decline into workaholism or materialism, the world of business becomes a necessary step on the path of enlightenment, through the transcendant philosophical models of the Hindu householder and the Native American Medicine Wheel.The householder concept, including mastering the material world and the resulting spiritual growth, stresses the importance of action, also a criterion for success in business. Current views, based on studies of modern life, Judaic thought, (...) and Christian beliefs, add further dimension to this executive's model of enlightenment. (shrink)

The COVID-19 evolution has forced the massive introduction of homeworking for most employees in the initial stages of the pandemic and then return to work, mainly due to the vaccination campaign. These multiple abrupt adjustment demands in work may be a source of intense stress for office workers with consequences on wellbeing and the quality of life. This long-term prospective study aimed at investigating the effect of adaptation demands on a broad population of employees of a large Italian banking group (...) in the job-related stress framework. We administered a web-based survey to 1,264 participants in Reopening after the first lockdown, from June to October 2020, at 841 subjects in Second Wave, corresponding to the rise of contagions from November 2020 to January 2021, and to 491 individuals in Vaccination Round, which ranged from February to June 2021. We assessed workaholism by using the Dutch Work Addiction Scale, work-family conflicting overlap by using the Work and Family Conflict Scale, and concern for back to work and for HW by specific questions. Higher WAFCS scores characterized Reopening and Vaccination Round while Second Wave had the highest level of concern for HW. Women and younger individuals showed the highest concern for BW, WAFCS, and DUWAS-10 scores regardless of the pandemic stage. HW days per week were related to more heightened concern for BW and lower concern for HW, DUWAS, and WAFCS scores. The number of children was related to lower Concern for BW and higher WAFCS scores in Reopening and Second Wave. Our data showed that massive adjustment demands in work and family routine represented a significant source of stress for employees, regardless of the different pandemic stages. The highest level of fatigue emerged in women and younger subjects. These results shed light on the need for a road map to promote a gradual and structured adjustment for workers and encourage organizations to consider homeworking as a valid stable alternative. (shrink)

Drawing on her clinical practice and pioneering efforts in workaholism Dr Killinger describes the personality traits and psychological, philosophical, historical, and familial influences that help develop and maintain integrity. She also looks at how integrity is undermined and lost as a result of obsession, narcissism, and workaholism. Richly illustrated with personal stories, Integrity offers a positive "how to" perspective on safeguarding personal and professional integrity and on encouraging our children to develop this vital character trait. Killinger concludes that (...) integrity is not possible without compassion and makes it clear that doing the right thing includes doing it for the right reason. (shrink)

Individuals in managerial and professional jobs now work long hours for a variety of reasons. Building on previous research on workaholism and on types of passion, the results of three exploratory studies of correlates of work-based Passion and Addiction are presented. Data were collected in three samples using anonymously completed questionnaires: Canadian managers and professionals, Australian psychologists, and Norwegian journalists. A common pattern of findings was observed in the three samples. First, respondents scoring higher on Passion and on Addiction (...) were more heavily invested in their work. Second, respondents scoring higher on Passion also indicated less obsessive job behaviors, greater work satisfactions, and higher levels of psychological well-being. Third, respondents scoring higher on Addiction indicated more obsessive job behaviors, lower work satisfaction, and lower levels of psychological well-being. (shrink)

_A fascinating exploration of the philosophy behind NBC’s hit TV series, _30 Rock__ With edgy writing and a great cast, _30 Rock_ is one of the funniest television shows on the air—and where hilarity ensues, philosophical questions abound: Are Liz Lemon and Jack Donaghy ethical heroes? Kenneth redefines "goody two shoes", but what does it really mean to be good? Dr. Leo Spaceman routinely demonstrates that medicine is not a science, so what _is_ the role of the incompetent professional in (...) America today? In _30 Rock and Philosophy,_ Tina Fey and her fellow cast members are thrust onto the philosophical stage with Plato, Aristotle, Kantand other great thinkers to examine these key questions and many others that involve the characters and plotlines of _30 Rock_ and its fictional _TGS with Tracy Jordan_ comedy show. Takes an entertaining, up-close look at the philosophical issues behind _30 Rock'_s characters and storylines, from post-feminist ideals to workaholism and the meaning of life Equips you with a new understanding of Liz Lemon, Jack Donaghy, Tracy Jordan, Jenna Maroney_,_ Dr. Spaceman, and other characters Gives you deep and meaningful new reasons for watching Tina Fey and your other favorites on _30 Rock_ Ideal for both casual and diehard fans, this book is the essential companion for every _30 Rock­_-watcher. (shrink)

Drawing on her clinical practice and pioneering efforts in workaholism Dr Killinger describes the personality traits and psychological, philosophical, historical, and familial influences that help develop and maintain integrity. She also looks at how integrity is undermined and lost as a result of obsession, narcissism, and workaholism. Richly illustrated with personal stories, Integrity offers a positive "how to" perspective on safeguarding personal and professional integrity and on encouraging our children to develop this vital character trait. Killinger concludes that (...) integrity is not possible without compassion and makes it clear that doing the right thing includes doing it for the right reason. (shrink)

Author Benjamin Sells believes we are living in a lawless time. Although we are faced with rules and codes of conduct every day, the essence and soul has been stripped from the law. Order in the Court suggests ways to temper a system in which it seems that whoever has the most power and money wins rather than providing "liberty and justice for all." Far more than a book for or about lawyers, Sells's work focuses on issues and themes that (...) affect our culture and our everyday lives. These include: personal issues that affect lawyers, as well as many other types of professional workers, such as depression and isolation; psychological problems that affect daily professional practice; and broad, cultural issues such as communication, workaholism and the value of community. (shrink)