The role of workaholism in the job demands-resources model

Molino, Monica; Bakker, Arnold B.; Ghislieri, Chiara

doi:10.1080/10615806.2015.1070833

Cited by 150 publications

(135 citation statements)

References 62 publications

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“…A company in this sector was selected because exFor reviews, see Halbesleben and Buckley [48], Schaufeli and Enzmann [49], burnout -Bakker et al [50], and absenteeism -Bakker et al [51]. The research that analyzes the relationship between demands and workaholism has shown that specifically overwork, cognitive and emotional demands, and social stressors are positively related to workaholism [52]. Johnstone and Johnston [24] have shown that those who experience greater work pressure have also higher level of drive to work.…”

Section: Materials and Methods Participants And Proceduresmentioning

confidence: 99%

Job autonomy in relation to work engagement and workaholism: Mediation of autonomous and controlled work motivation

Malinowska

Tokarz

Wardzichowska

2018

Int J Occup Med Environ Health

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Objectives: This study integrates the Self Determination Theory and the Job Demands-Resource model in explaining motivational antecedents of 2 forms of excessive work: work engagement and workaholism. It specifically examines the relationship between job autonomy, situational work motivation, work engagement, and workaholism. Material and Methods: The sample comprised 318 full-time employees of an international outsourcing company located in Poland. The mediation analysis was used for testing hypotheses about the mediation of autonomous and controlled motivation in the relationship between job autonomy, work engagement, and workaholism. Results: The results have confirmed that autonomous motivation mediates the relationship between job autonomy and work engagement. The assumption about the mediation role of controlled motivation in the relationship between job autonomy and workaholism has not been confirmed; however, external regulation (i.e., controlled motivation) is a significant predictor of workaholism. Conclusions: Giving employees more job autonomy might increase their intrinsic and identified regulation and may therefore lead to more energetic, enthusiastic, and dedicated engagement with their jobs. Workaholism may be predicted by external regulation, and work characteristics other than job autonomy may play an important role in enhancing this controlled type of motivation. Int

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Section: Materials and Methods Participants And Proceduresmentioning

confidence: 99%

Job autonomy in relation to work engagement and workaholism: Mediation of autonomous and controlled work motivation

Malinowska

Tokarz

Wardzichowska

2018

Int J Occup Med Environ Health

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“…These changes have contributed to making workers less able to reach a satisfying work-life balance. The issues of WFC and WFE are the central constructs in this area of studies: to simplifying, several studies show that WFC is related to lower work satisfaction, higher turnover intentions, emotional exhaustion and a health impairment process (Colombo and Ghislieri, 2010; Cortese et al, 2010; Molino et al, 2016a; Ghislieri et al, 2017) while WFE is associated to high professional commitment and lower turnover intentions (Russo and Buonocore, 2012; Tummers and Den Dulk, 2013; Ghislieri et al, 2017). These findings indicate that research on WFC and WFE, intertwined with the study of the use of new technologies, can be considered an in-depth exploration of the technostress topics cited above (Ayyagari et al, 2011; Tarafdar et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

“…Workload is a job demand that represents the amount of tasks and activities that workers have to carry out (Schaufeli and Taris, 2014). To date, several studies have investigated this (Bakker and Demerouti, 2007; Giunchi et al, 2016; Molino et al, 2016a) and showed that it is one of the main determinants of WFC (Cortese et al, 2010; Ghislieri et al, 2012). The second job demand considered is emotional dissonance, which refers to a discrepancy between felt and displayed emotions (Zapf et al, 1999).…”

Section: Introductionmentioning

confidence: 99%

New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory

et al. 2017

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Background: The relationship between technology-assisted supplemental work and well-being outcomes is a recent issue in scientific literature. Whether the use of technology for work purpose in off-work time may have a positive or negative impact on work-family balance remains an open question and the role of gender in this relationship is poorly understood.Aim: According to the JD-R theory, this study aimed to investigate the relationship between off-work hours technology assisted job demand (off-TAJD) and both work-family conflict (WFC) and work-family enrichment (WFE). Moreover, it considered two general job demands, workload and emotional dissonance, and one job resource, supervisory coaching.Method: The hypotheses were tested with a convenience sample of 671 workers. Data were collected with a self-report questionnaire and analyzed with SPSS 23 and through multi-group structural equation model (SEM) (Mplus 7).Results: The estimated SEM [Chi-square (510) = 1041.29; p < 0.01; CFI = 0.95; TLI = 0.95; RMSEA = 0.06 (0.05, 0.06); SRMR = 0.05. M = 319/F = 352] showed that off-TAJD was positively related to WFC in both subsamples; off-TAJD was positively related also to WFE only in the Male group. Workload was positively related to WFC in both Male and Female subsamples. Emotional dissonance was positively related to WFC in both subsamples and was negatively related to WFE. Supervisory coaching was strongly, positively related to WFE in both groups, and only in the Male subsample presented a low negative relationship with WFC.Conclusion: This study contributes to the literature on new challenges in work-life interface by analyzing the association between off-TAJD and WFC and Enrichment. Our findings suggest it is important to pay attention to gender differences in the study of the impact of supplemental work carried out during off-work hours using technology on the work-life interface. In fact, employee perception of Company demands of being available during off-work time, with the use of technology, may have different consequences for men and women, indicating potential differences in the centrality of the working role. Practical implications, at both cultural and organizational levels, should address the use of technology during leisure time.

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“…Os resultados desse estudo revelaram um modelo preditor complexo da AT, constituído de variáveis individuais e laborais. Esses resultados indicam importante contribuição para a consolidação de um modelo teórico sobre essa temática e ampliação do conhecimento da ciência psicológica e confirmam os modelos teóricos que indicam ser esse um fenômeno psicossocial (Andreassen, Hetland, & Pallesen, 2012;Carlotto et al, 2014;Molino, Bakker, & Ghislieri, 2015;Quinones & Griffiths, 2015).…”

Section: Resultsunclassified

Adicción al trabajo en profesionales autónomos

Zardo

Carlotto²

2019

Salud soc.

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Objective: This study aimed to identify work addiction (WA) predictors in a sample of 490 Brazilian selfemployed professionals (SEP). Method: Sociodemographic and labor questionnaire, Dutch Work Addiction Scale, Motivation Scale -Regulatory Focus and Life Satisfaction Scale were used as research instruments. Results: The results identified a predictive model, obtained through Multiple Linear Regression, for each of the dimensions of WA: excessive work (EW) and compulsive work (CW). On the EW dimension, the model identified as directly proportional variables to WA the weekly workload, the focus on promotion, the motivation/focus on prevention, the importance attributed to work, individual work, and belonging to the female gender. As inversely proportional variables figure age and not taking work activities to do at home. On the CW dimension, the directly proportional variables to WA was motivation/focus on prevention, weekly workload, the importance attributed to work and belonging to the female gender. The inversely proportional variables was the higher age, satisfaction with life and not taking work for do at home. Conclussion: The results identified may support new studies and interventions aimed at the prevention of WA in SE.

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The role of workaholism in the job demands-resources model

Abstract: These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.

Cited by 150 publications

References 62 publications

Job autonomy in relation to work engagement and workaholism: Mediation of autonomous and controlled work motivation

Job autonomy in relation to work engagement and workaholism: Mediation of autonomous and controlled work motivation

New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory

Adicción al trabajo en profesionales autónomos

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