About the Dark and Bright Sides of Self-efficacy: Workaholism and Work Engagement

Abstract

Taking the Resources-Experiences-Demands Model (RED Model)by Salanova and colleagues as our starting point, we tested how work self-efficacy relates positively to negative (i.e., work overload and work-family conflict) and positive outcomes (i.e., job satisfaction and organizational commitment), through the mediating role of workaholism (health impairment process) and work engagement (motivational process). In a sample of 386 administrative staff from a Spanish University (65% women), Structural Equation Modeling provided full evidence for the research model. In addition, Multivariate Analyses of Variance showed that self-efficacy was only related positively to one of the two dimensions of workaholism, namely, working excessively. Finally, we discuss the theoretical and practical contributions in terms of the RED Model. Keywords: self-efficacy, workaholism, work engagement.Tomando como base teórica el Modelo de Recursos-Experiencias-Demandas (Modelo RED) de Salanova y colegas, analizamos cómo la autoeficacia laboral se relaciona positivamente con resultados negativos (i.e., sobrecarga cuantitativa y conflicto trabajo-familia) y con resultados positivos (i.e., satisfacción laboral y compromiso organizacional), a través del rol mediador de la adicción al trabajo (proceso de erosión) y el engagement o vinculación laboral (proceso motivacional). En una muestra de 386 trabajadores PAS (Personal de Administración y Servicios) de una Universidad Española (65% mujeres), utilizando Ecuaciones Estructurales obtuvimos evidencia total para el modelo de investigación propuesto. Además, diversos Análisis Multivariados de Varianza mostraron que la autoeficacia se relacionaba positivamente solo con una de las dos dimensiones de la adicción al trabajo, esto es, trabajar excesivamente. Finalmente, discutimos las contribuciones teóricas y prácticas del estudio basándonos en el Modelo RED. Palabras clave: autoeficacia, adicción al trabajo, vinculación laboral.

The impact of work engagement and workaholism on well-being

“…In line with this view, prior empirical studies have shown that workaholism is related to negative outcomes for employees, such as lower job satisfaction (e.g. Del Líbano et al, 2012;van Beek et al, 2014), lower life satisfaction (Bonebright et al, 2000), and poorer social relationships outside their work (Schaufeli et al, 2008b). Workaholic employees have also been found to be less happy (Schaufeli et al, 2009b), to suffer more from health complaints, and to report lower levels of self-perceived health (e.g.…”

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

“…The group of attributes that received most attention was self-efficacy, resilience and personal resources; in other words, the positive perceptions that individuals hold of their personal strength and belief in their own ability, which featured in 10 studies. 111,119,141,215,228,229,265,[276][277][278] These studies show a positive association between these factors and engagement. For instance, Ouweneel et al 265 surveyed individuals at two time points and found that personal resources at time 1 were associated with engagement at time 2.…”

“…72,141,168,166,167,173 All found that engagement was positively associated with organisational commitment. Wefald et al 101 examined which dimensions and measures of engagement were most associated with organisational commitment.…”

“…72,141,137,166,177,185 All of these studies found that engagement was positively associated with job satisfaction. However, Yalabik et al 191 conducted a cross-lagged longitudinal design and found that job satisfaction may act as an antecedent rather than an outcome because engagement mediated the relationship between job satisfaction and turnover intentions.…”

Workaholism and occupational health: A translational review

“…Researchers have found that workaholics typically endure negative consequences in several parts of their lives, including work stress (Aziz & Zickar, ), burnout (Schaufeli et al., ), poor physical and mental well‐being (Taris, Schaufeli, & Verhoeven, ), and work–life imbalance (Clark et al., ). Given that workaholics think about work even when not working and feel they must always be working, they do not have enough recovery time during nonwork hours and usually lack social relationships (Clark et al., ; Del Libano, Llorens, Salanova, & Schaufeli, ; van Wijhe et al., ). Additionally, Clark et al.…”