The impact of work engagement and workaholism on well-being

Abstract

2014),"The gendered trickle-down effect: How mid-level managers' satisfaction with senior managers' supervision affects line employee's turnover intentions", If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services. AbstractPurpose -The purpose of this paper are twofold. First, the authors examined the effects of two types of working hard (i.e. work engagement, workaholism) on employees' well-being (i.e. job satisfaction, perceived stress, and sleep problems). Second, the authors tested the extent to which both types of working hard mediate the relationship between three types of work-related social support (i.e. perceived organizational support, perceived supervisor support, and perceived coworker support) and employees' well-being. Design/methodology/approach -An online questionnaire was administered to 343 PhD students. Findings -Results revealed that work engagement mediates the relationships between perceived organizational support and job satisfaction and perceived stress. Perceived organizational support has also a direct positive impact on job satisfaction and a direct negative impact on perceived stress and sleep problems. Furthermore, work engagement mediates the influence of perceived supervisor support on job satisfaction and perceived stress. Finally, workaholism was found to mediate the relationships between perceived coworker support, and job satisfaction, perceived stress, and sleep problems. Practical implications -The findings suggest that managers should promote practices in order to foster work engagement and prevent workaholism. In line with this, the findings indicated that the most powerful source of support that fosters work engagement is perceived supervisor support. Organizations should, therefore, train their supervisors to be supportive in their role of directing, evaluating and coaching subordinates or encourage supervisors to have regular meetings with their subordinates. Additionally, the results showed that perceived coworker support is the only source of work-related social support that has a negative influence on workaholism. Managers should foster coworker support, for instance by encouraging informal mentoring among employees in order to build a strong social network. Originality/value -Because scholars argued that each type of work-related social support might have different consequences and might vary in terms of strength of associations with their outcomes, the study aimed to examine the concomitant effects of th...

Doctoral students’ well-being: a literature review

“…Attention was mainly paid to the social processes created by interacting with external actors. Finally, one study found that organizational support and supervisor support were positively related to work engagement (Caesens et al, 2014), which in turn had positive effects on well-being, illustrating once again the complexity of the concepts involved.…”

“…Martinez et al (2013)Striving to obtain a school-work-life balance: the full-time doctoral studentUSA5 PhD studentsQualitative8. Caesens et al (2014)The impact of work engagement and workaholism on well-beingBelgium343 PhD studentsQuantitative9. Schmidt and Umans (2014)Experiences of well-being among female doctoral students in SwedenSweden12 PhD studentsQualitative10.…”

“…Caesens, Stinglhamber, and Luypaert (2014) used measures of perceived stress, job satisfaction, and sleeping problems to investigate well-being, while Hunter and Devine (2016) referred to the concept of emotional well-being without defining it, but clearly stating that they were attempting to understand it by examining emotional exhaustion as measured by the emotional exhaustion scale (Maslach & Jackson, 1981). …”

“…Hunter and Devine (2016) used the leader–member exchange theoretical perspective to understand the supervisor–doctoral student relationship. Caesens et al (2014) used self-determination theory to understand the extrinsic motivation that drives workaholics, applying Higgins’s regulatory focus theory to demonstrate the prevention focus of workaholics. The study further explored the job demands–resources theoretical model, used to describe how job resources, namely, social support, can constitute a positive motivational process that enhances work engagement.…”

“…It consists of personal and academic social interactions, for example, with the spouse and family (Martinez et al, 2013; Schmidt & Umans, 2014), supervisors (Caesens et al, 2014; Cornér et al, 2017; Hunter & Devine, 2016; B. Juniper et al, 2012; Schmidt & Umans, 2014), faculty and the university at large (Caesens et al, 2014; Hunter & Devine, 2016; Juniper et al, 2012; Martinez et al, 2013; Schmidt & Umans, 2014; Zahniser, et al, 2017), and the scholarly community (Cornér et al, 2017; Hunter & Devine, 2016; Schmidt & Umans, 2014; Stubb et al, 2011). Such interactions also relate to social support in general (Juniper et al, 2012; Kumar & Cavallaro, 2018; Martinez et al, 2013; Pychyl & Little, 1998).…”