The relationship of workaholism with work–life conflict, life satisfaction, and purpose in life.

Bonebright, Cynthia A.; Clay, Daniel L.; Ankenmann, Robert D.

doi:10.1037/0022-0167.47.4.469

Cited by 334 publications

(329 citation statements)

References 22 publications

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“…Since workaholism is expected to be a major driver of maladaptive Internet use, enjoying social support could prevent individuals who work excessively and compulsively to develop the disorder. On the other hand, within a working environment that encourages long working hours, working excessively may carry positive financial rewards and non-financial advantages such as satisfaction with life (Bonebright et al, 2000). Thus: Please insert Figure 1 …”

Section: Moderator Role Of Social Support and Life Satisfactionmentioning

confidence: 99%

Compulsive internet use in adults: A study of prevalence and drivers within the current economic climate in the UK

Quinones-Garcia

Korak-Kakabadse

2014

Computers in Human Behavior

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Compulsive Internet Use (CIU) refers to a maladaptive relationship with the tool, including a loss of control over the use, the use for mood change and withdrawal symptoms. Most studies have relied on student samples, thus little is known about its prevalence in adults. The first objective of this study was to examine CIU in adults that were either employed (N=260) or unemployed within the last year (N=256). Second, the drivers of CIU were examined, with a focus on attitudes that reflected the reality of long working hours and job insecurity that people experience in current workplaces. A high risk of CIU (63%) with no significant differences between employed and unemployed individuals was found. However, unemployed individuals were in the highest band of Internet use, a risk factor for CIU.Interestingly, unemployed 40-55 years old females experienced higher CIU than their male counterparts. Regarding drivers of CIU, the job attitudes working excessively and compulsively were the strongest predictors, beyond emotion stability. This was particularly true at high levels of social support. In view of this, organizations should proactively evaluate the risks associated with encouraging working excessively as ill-health consequences associated with CIU could outweigh the benefits.

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Section: Moderator Role Of Social Support and Life Satisfactionmentioning

confidence: 99%

Compulsive internet use in adults: A study of prevalence and drivers within the current economic climate in the UK

Quinones-Garcia

Korak-Kakabadse

2014

Computers in Human Behavior

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“…Workaholics had low scores on family's problem solving ability, affective involvement in family, communication among family members and unsurprisingly, general family functioning. Bonebright et al (2000) found that nonenthusiastic workaholics significantly had more work-life conflict and significantly less life satisfaction. Robinson, Caroll and Flowers (2001) suggest that spouses of workaholics have higher levels of marital estrangement and less positive affect than the spouses of nonworkaholics.…”

Section: Present Researchmentioning

confidence: 99%

“…Bonebright et al (2000) and Robinson et al (2001) reported increased work-family conflict and marital estrangement, respectively in their studies. Once more, the low internal consistency indices of workaholism might have influenced these results.…”

Section: Evaluation Of the Findingsmentioning

confidence: 99%

“…They also found that burnout has is being crossed over as well as work engagement, meaning that if one part of the marital acquaintance suffers exhaustion or cynicism, the other part also starts to have same emotions towards the work. In several research, workaholism was found to affect family life negatively (Ng et al, 2007) such as marital estrangement, reduced marital satisfaction and work-life conflict and purpose in life (Bonebright et al, 2000).…”

Section: Work-family Balancementioning

confidence: 99%

“…On the other hand, the empirical data suggest that workaholism leads to positive organizational outcomes (job satisfaction, career satisfaction, better performance and extrinsic career success) however poor social relationships (distrust in coworkers, reduced marital satisfaction, work-life conflict etc.) and physical conditions (Ng et al, 2007, Bonebright, Clay, & Ankenmann., 2000, Robinson & Post, 1997.…”

Section: Workaholismmentioning

confidence: 99%

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Industrial and Organizational Psychology

Landy

2010

The Corsini Encyclopedia of Psychology

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Industrial and organizational psychology (I‐O) has a long history of research and application in both the United States and abroad. In America, its earliest roots are found in the work of Hugo Munsterberg, a colleague of William James and chair of the Department of Psychology at Harvard at the beginning of the twentieth century. Munsterberg was a pioneer in industrial selection, which is still a core activity of I‐O psychologists. He developed tests to hire applicants for jobs such as telephone operator and trolley driver (Landy, 1992). There has been an unbroken development of testing technique and theory for the 100 years since then. Two additional major figures in the early development of I‐O psychology (circa 1910–1940) were Walter Dill Scott and Walter Van Dyke Bingham (Landy, 1993, 1997). The early history of I‐O psychology was one of application of more general psychological principles, such as learning, without much emphasis on theory development (Viteles, 1932). By 1960, this had changed, and I‐O psychology then and to the present day has adopted an integrated scientist‐practitioner model for academic training, practice, and research.

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