The impact of workaholism on work-family conflict, job satisfaction, and perception of leisure activities.

Abstract

Data were collected from university employees (N = 129) and Society for Human Resource Management (SHRM) members (N = 103) to assess the impact of workaholism on work-family conflict, job satisfaction, and perceptions of leisure time. The results, using two different measures of workaholism (Workaholism Battery, Work Addiction Risk Test), indicated that greater scores on the Workaholic Risk Test were significantly related to greater work-family conflict and less gratification with leisure (or nonwork) time. In terms of the Workaholism Battery, high Drive scores were also found to relate to more work-family conflict. However, Work Enjoyment scores were associated with less work-family conflict, as well as greater scores indicative of satisfaction with the job and the work itself. The need to examine various facets of workaholism and implications for organizational interventions are discussed.

An examination of gender differences in the impact of individual and organisational factors on work hours, work-life conflict and psychological strain in academics

“…Similarly, the non-significant relationship between work drive and work hours and work-life conflict differs from previous workaholism research (Burke et al 2008;Brady, Vodanovich, & Rotunda, 2008).…”

Presenteeism “on the desk”

“…meet others' approval and expectations). In parallel, the level of workaholism is a significant predictor of work-tofamily conflict (Andreassen, 2013;Bonebright et al, 2000) because workaholics are unable to benefit from relaxation and involvement in non-work activities with consequences for psychological distress (Brady et al, 2008).…”

Conceptualisation multimodale de l’engagement professionnel et associations avec le bien-être chez des enseignants du primaire

“…De plus, la composante de persistance compulsive est liée négativement à plusieurs indicateurs du bien-être et positivement à tous les indicateurs négatifs du bien-être. Ces résultats appuient d'autres études soulignant l'effet négatif de la notion de compulsion au travail (Brady, Vodanovich et Rotunda, 2008). Enfin, cela rejoint l'idée que l'individu qui s'investit en raison de pressions internes incontrôlables ou d'obligations extérieures serait moins susceptible d'en retirer des bénéfices, notamment parce que le travail n'aurait pas été intégré à son identité en fonction de choix pleinement libres et assumés (Houlfort et Vallerand, 2006).…”