Although much research has been conducted on workaholism, its crossover effects remain uninvestigated, especially in the context of organizations. Based on the job demands-resources (JD-R) model of burnout and the conservation of resources (COR) theory, we established a dual-path structural model to examine the effects of supervisors’ workaholism on subordinates’ turnover intention through two types of job demands (perceived workload and interpersonal conflict) as well as subordinates’ emotional exhaustion. The results revealed that supervisors’ workaholism is positively related to subordinates’ emotional exhaustion through increased perceived workload and interpersonal conflict, which result in subordinates’ turnover intention. This study has made a contribution to the literature by extending the scope of workaholism research from self-perspective to other-perspective. The findings also have practical implications for organizations and their human resources (HR) practitioners.

This study aimed to provide a reliable and valid measure of workaholism for Korean workers. We translated the Multidimensional Workaholism Scale (MWS) into Korean and validated it with a sample of 1020 full-time Korean employees. An exploratory factor analysis revealed a four-factor solution (Study 1; N = 524), and a confirmatory analysis further demonstrated good model fit of the four-factor structure (Study 2; N = 496). The scale’s concurrent and construct validity was supported by positive correlations with other existing measures of workaholism, emotional exhaustion, and work–family conflict (WFC) and by a negative correlation with psychological detachment. Moreover, the MWS demonstrated a moderate association with work engagement, but no significant association with job satisfaction. It further showed significant incremental validity in predicting emotional exhaustion and WFC. The findings support the Korean MWS version’s reliability and validity for measuring workaholism among Korean employees. Theoretical implications for the workaholism literature and practical implications for corporate counselors and human resource practitioners are discussed.

Even though research on perceiving a calling has been growing, our understanding of its double-edged sword effects and psychological mechanisms remain unclear, especially in terms of work engagement and workaholism. Based on the heavy working investment (HWI) and dualistic model of passion (DMP) theories, we established a dual-path structural model to examine the effects of callings on work engagement and workaholism through two types of passion: harmonious (HP) and obsessive (OP) passions. Our results showed that the association between perceiving a calling and work engagement was partially mediated by HP, while the association between perceiving a calling and workaholism was fully mediated by OP. This study contributes to the literature in that it reveals how perceiving a calling has different effects on work engagement and workaholism through the HWI theoretical lens, as well as the mediating roles of HP and OP, based on the DMP theory. Our findings can be practically applied in organizations and counseling.