Is Narcissism Associated with Heavy Work Investment? The Moderating Role of Workload in the Relationship between Narcissism, Workaholism, and Work Engagement

Workaholism and overcommitment are often used as interchangeable constructs describing an individual’s over-involvement toward their own job. Employees with high levels in both constructs are characterized by an excessive effort and attachment to their job, with the incapability to detach from it and negative consequences in terms of poor health and job burnout. However, few studies have simultaneously measured both constructs, and their relationships are still not clear. In this study, we try to disentangle workaholism and overcommitment by comparing them with theoretically related contextual and personal antecedents, as well as their health consequences. We conducted a nonprobability mixed mode research design on 133 employees from different organizations in Italy using both self- and other-reported measures. To test our hypothesis that workaholism and overcommitment are related yet different constructs, we used partial correlations and regression analyses. The results confirm that these two constructs are related to each other, but also outline that overcommitment (and not workaholism) is uniquely related to job burnout, so that overcommitment rather than workaholism could represent the true negative aspect of work drive. Additionally, workaholism is more related to conscientiousness than overcommitment, while overcommitment shows a stronger relationship with neuroticism than workaholism. The theoretical implications are discussed.

Section: Discussionmentioning

confidence: 92%

Unravelling Work Drive: A Comparison between Workaholism and Overcommitment

Avanzi

Perinelli

Vignoli

et al. 2020

“…We assumed dispositional factors that people already possess before searching for and perceiving a calling might influence the relationship between perceiving a calling and OP. For instance, among workers with a strong calling, those with perfectionism, neuroticism, narcissism, and conscientiousness tend to develop OP and exhibit workaholic behaviors [19,26,48]. That is, when those who possess such dispositional factors start to passionately pursue their calling, the possibilities of developing OP and workaholic behaviors might increase.…”

Section: Discussionmentioning

confidence: 99%

“…Snir and Harpaz introduced the concept of HWI-investing both time and effort in work-to unify the concepts of workaholism and work engagement. According to this theoretical perspective [10,26], workaholism and work engagement can also be viewed as negative and positive types of HWI, respectively. HWI research has focused on how workaholism and work engagement lead to different work-related outcomes such as well-being [25] and performance [27].…”

Section: Hwi (Workaholism and Work Engagement)mentioning

confidence: 99%

“…Studies on the antecedents of HWI have shown that both individual (internal) and situational (external) factors can predict workaholism and work engagement [8,9,28,29], but individual factors are often thought to be stronger predictors [8]. Recent research [8,26] supports the notion that personal characteristics (e.g., narcissism, passion for work) are stronger predictors of HWI, but studies on individual-level predictors are still lacking. Thus, at the individual level, the present study will consider work orientation (e.g., calling), attitude, and value toward one's own work as predictors of HWI.…”

Section: Hwi (Workaholism and Work Engagement)mentioning

confidence: 99%

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The Double-Edged Sword of a Calling: The Mediating Role of Harmonious and Obsessive Passions in the Relationship between a Calling, Workaholism, and Work Engagement

Choi

Permpongaree

Kim

et al. 2020

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.

“…Most studies have examined the causes and consequences of workaholism. Research has revealed a number of predictors of workaholism such as perfectionism [ 6 , 19 ], self-efficacy [ 20 , 21 ], narcissism [ 22 , 23 ], conscientiousness [ 24 , 25 ], and overwork climate [ 26 ]. Research has also found that workaholism is detrimental to both individuals and organizations.…”

Section: Introductionmentioning

confidence: 99%

The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

Kim

Kang

Choi

et al. 2020

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.