This research explored the role of the behavioral (i.e., excessive work) and the cognitive (i.e., compulsive work) dimensions of workaholism in explaining the effects of workload on managers' work-family conflict and lack of psychological detachment. For this study, data was collected at 2 time points, over a 3-month period, from a sample of 393 French supervisors working in the health care setting. Results from a cross-lagged model based on structural equation modeling indicated that workload positively predicted managers' tendency to work excessively, but it was not significantly related to their tendency to work compulsively. In turn, working excessively had positive effects on supervisors' workfamily conflict and lack of psychological detachment. Working compulsively did not significantly predict either of these outcomes over time. Overall, these findings shed light on the mechanisms involved in the longitudinal relationship between managers' work experience and their functioning outside the job. More specifically, this study goes beyond previous research by emphasizing that the 2 dimensions of workaholism have differential antecedents and outcomes over time. Theoretical contributions and perspectives, as well as implications for practice are further discussed.

The main purpose of the present research was to examine the effects of achievement goals (i.e., taskapproach, task-avoidance, self-approach, self-avoidance, other-approach, and other-avoidance) and the autonomous and controlling reasons underlying their pursuit on educational (samples 1 and 2) and work (sample 3) outcomes (i.e., engagement, satisfaction, positive affect, and anxiety). The present results revealed that motivations underlying achievement goals are stronger predictors of subjective well-being than the endorsement of goals themselves. Theoretical implications and directions for future research are discussed.

In Study 1, we tested a model in which two job demands (i.e., changes in tasks and ambiguities about work) and organizational resources (i.e., interpersonal and informational justice) influence work engagement through the satisfaction of individuals' psychological needs for autonomy, competence, and relatedness. In Study 2, we examined the indirect effects of the same job demands and organizational resources on burnout through need thwarting. We also examined the mediating role of organizational resources in the relationships of changes in tasks and ambiguities about work to need satisfaction (Study 1) and need thwarting (Study 2). Structural equation modeling performed on cross-sectional data collected from 461 workers in Study 1 and 708 employees in Study 2 provided support for the hypothesized models. Specifically, results revealed that changes in tasks and ambiguities about work have direct and indirect effects (via organizational resources) on psychological need satisfaction and need thwarting, which in turn positively predicted work engagement and burnout, respectively (p < .05). Research implications and study limitations are discussed.

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This study investigated the mediating role of sleeping problems in the relationship between workload and outcomes (emotional exhaustion, presenteeism, job satisfaction, and performance), and overcommitment was examined as a moderator in the relationship between workload and sleeping problems. We conducted an empirical study using a sample of 884 teachers. Consistent with our predictions, results revealed that the positive indirect effects of workload on emotional exhaustion and presenteeism, and the negative indirect effects of workload on job satisfaction and performance, through sleeping problems, were only significant among overcommitted teachers. Workload and overcommitment were also directly related to all four outcomes, precisely, they both positively related to emotional exhaustion and presenteeism and negatively related to job satisfaction and performance. Theoretical contributions and perspectives and implications for practice are discussed.