Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Abstract

PurposeThe purpose of this paper is to explore well-being and health-related outcomes among all the four basic subtypes of heavy work investment (HWI), as well as a fifth distinct category of full-time workers (i.e. those who work from 35 to 43 weekly hours).Design/methodology/approachThe 510 respondents chosen to be included in the Internet survey were mostly heavy work investors. Based on two dimensions of causal attributions (causal locus and controllability), an elimination mode was used to classify heavy work investors into four main subtypes. Those who reported high financial needs were classified as needy. From the remaining heavy work investors, those who reported high organizational demands were classified as organization-directed. Afterward, those who reported high drive to work were classified as workaholics. Finally, those who reported high passion for work were classified as work-devoted.FindingsAmong the five categories of classified respondents, the work-devoted and the needy emerged as the most distinct categories. The work-devoted had the best outcomes (stronger positive feelings, better current health condition, better body mass index (BMI) and adequate hours of sleep a night), whereas the needy had the worst outcomes (a higher level of stress, bodily pain, aches that interfere with regular activities and weariness throughout the day).Originality/valueThis study addressed both long hours and high effort invested in work, and both dispositional and situational heavy work investors. A possible implication of this study is that when job applicants have similar human capital profiles, organizations should consider recruitment of work-devoted individuals for demanding jobs.

Heavy Work Investment and Its Premises

“…It is thought that workaholism did not come off in terms of career satisfaction as it had negative effects on overworking, inadequate rest and work-life balance (Snir, 2018). Although employees have unlimited desire for a better career and position (Snir & Harpaz, 2021), the present study found that workaholism had a negative effect on career satisfaction. Some studies in the literature revealed that workaholism had a negative impact on job satisfaction (β = -0.17) and job performance (β = -0.10) (Van Beek et al, 2014).…”

“…HWI is a concept which examines the reasons that stimulate people to work more and its results. HWI examines not only the concept of workaholism but also the exhibition of more performance by people due to job engagement (Snir & Harpaz, 2021;Snir & Zohar, 2008). As mentioned in the studies, HWI determines the method used to obtain a career, income and prestige.…”

“…• They take work home and continue working even in their free time (Clark et al, 2020); • The activity which a workaholic gets pleasure most is having conversations about work (Snir & Harpaz, 2021); • They work more than 40 hours a week (Snir & Harpaz, 2004); • They put work at the heart of their lives and working is the event that makes them happy the most (Schaufeli, Bakker et al, 2009);…”

“…The concepts of workaholism and job engagement are the practices which people perform in accordance with their intrinsic impulses. However, workaholism is an uncontrolled impulse while job engagement refers to a controlled and manipulable impulse (Snir & Harpaz, 2021). Briefly, HWI has been analysed through two methods in which effort or time are used intensely.…”

Rebuilding the workplace to promote young workers' mental health

“…A recent international scoping review identified that the finance, education, healthcare and technology sectors were most generous in terms of supporting a caregiver-friendly workplace, with support services, paid leave and flexible work arrangements helpful mechanisms for caregivers (Lorenz et al, 2021). It may be particularly productive to focus research around vocational and artistic professions that are associated with a passion or devotion to one's work as people described as "work-devoted" demonstrated relatively positive psychological and physical health in a recent work investment study (Snir and Harpaz, 2021). Overall, whilst caution should be embraced around generalisations, age clearly plays a role in work-related distress, although further research is warranted to explore the nuanced mechanisms that may affect age groups across professions and workplaces as there are clearly important differences across sectors and professions.…”