Workaholic

Öz Bu çalışmanın temel amacı, akademisyenlerin işkoliklik özelliklerinin mensup oldukları kuşağa göre farklılık arz edip etmediğinin belirlenmesidir. Katılımcıların işkoliklik düzeyini ölçmek için, Schaufeli, Taris ve Bakker (2006) tarafından geliştirilen ve Türkçe'ye uyarlaması Doğan ve Tel (2011) tarafından yapılan DUWAS işkoliklik ölçeği kullanılmıştır. DUWAS İşkoliklik Ölçeği, Aşırı Çalışma ve Kompulsif Çalışma olmak üzere 2 boyut ve on dört maddeden oluşmaktadır. Çalışmanın katılımcıları Süleyman Demirel Üniversitesi'nin değişik fakültelerinde ve meslek yüksekokullarında görev yapan öğretim üyesi ve öğretim elemanlarıdır. Toplamda 348 akademisyenden elde edilen veriler üzerinden çalışma gerçekleştirilmiştir. Ölçeğin güvenirliğini belirlemek amacıyla hesaplanan iç tutarlık (Cronbach alfa) katsayısı ölçeğin tümü için. 86, " aşırı çalışma " faktörü için. 77 ve " kompulsif çalışma " faktörü için .75 olarak tespit edilmiştir. Araştırma sonuçlarına göre, akademisyenlerin işkoliklik özellikleri açısından kuşaklar arasında istatistikî açıdan önem arz eden bir farklılığa ulaşılamamıştır. Literatürdeki bilgilerin aksine Y kuşağına dâhil olan katılımcıların diğer iki kuşaktan daha işkolik oldukları ancak aradaki farkın anlamlı olmadığı tespit edilmiştir. Demografik değişkenler açısından bakıldığında ise sadece cinsiyete göre anlamlı fark bulunmuştur. Medeni durum ve akademik unvan değişkenleri açısından gruplar arasında anlamlı bir farklılık yoktur.

Abstract The aim of this study is to determine whether the workaholism features of academicians differ according to the generations they belong to. To measure the level of workaholism of the participants Duwas scale is used developed by Schaufeli, Taris and Bakker (2006) and adapted to Turkish by Doğan ve Tel (2011). This scale consists of 14 items with two dimensions such as working excessively and working compulsively. The participants of this study are the instructors and the teaching assistants from different faculties and vocational schools of Süleyman Demirel University. The study is conducted by the data comprising of 348 academicians in total. To ascertain the reliability of the scale the Cronbach alfa is identified .86 for the overall scale besides the cronbach alfa for the working excessively is .77 and .75 for the working compulsively. The results of the study showed no statistically significant with regard to academicians' workaholic features. In contrast to the extant literature the participants belong to

Although research on work engagement has made great progress over the past 10 years, how best to measure work engagement is still an open question. The aim of the present study was to compare two multidimensional scales measuring work engagement: the popular and widely used Utrecht Work Engagement Scale (UWES; Schaufeli & Bakker, 2003) capturing vigor, dedication and absorption and the newly developed ISA Engagement Scale (ISAES; Soane, Truss, Alfes, Shantz, Rees, & Gatenby, 2012) capturing intellectual, affective, and social engagement. When examining the intercorrelations of the scales’ total and subscale scores and their relationships with job satisfaction, organizational commitment, and workaholism in a sample of 130 employees, results showed that—even though UWES and ISAES total and subscale scores showed considerable overlap—they captured unique variance in the outcome variables, indicating that the two scales tap different aspects of engagement. Based on the present and previous findings (Soane et al., 2012), we recommend to use both scales when measuring work engagement to capture all aspects of the construct and gain a better understanding of how different aspects of work engagement contribute to outcomes that are of key interest to organizational and occupational psychology.

Purpose – This study had three aims. First, to examine the validity of the workaholism triad as compared to the workaholism dyad. Second, to test the relationship between workaholism and work-family conflict. Third, to explore the three-way relationships between worker type, work-family conflict (WFC) and supervisor support and flexible work schedules.

Design/methodology/approach – Participants consisted of 169 workers employed in the legal industry. The sample used was respondent-driven and questionnaires were self-administered. Workaholism was operationalised using two dimensions of the Spence and Robbins WorkBat: first, drive to work and second, work enjoyment, which produced four worker types (workaholics, enthusiastic workaholics, relaxed workers and uninvolved workers).

Findings – Support was found for McMillan et al.’s dyad conceptualisation of workaholism as opposed to Spence and Robbins’ triad model. Specifically it was found that the work involvement subscale had low internal reliability and an unreliable factor structure. Results demonstrated that worker type was significantly related to WFC. Specifically, workaholics and enthusiastic workaholics experienced significantly more WFC than relaxed and uninvolved workers. Regarding the three-way relationships, it was found that worker type moderated the relationship between schedule flexibility and WFC. Specifically, it was found that enthusiastic workaholics, in contrast to their workaholic counterparts, experienced declining WFC with access to flexible scheduling. Supervisor support was not significant.

Practical implications – The current study suggests that blanket policies, designed to promote work-life balance, are unlikely to be effective for all employees. Indeed, it appears that although both workaholics and enthusiastic workaholics experience high levels of WFC, these two worker types may require different support mechanisms in order to achieve greater work-life balance.

Originality/value – Despite their apparent conceptual linkage, the relationship between workaholism and work-family conflict has not been explored in the literature to date. The current study contributes to the field of organisational behaviour both through proposing an additional dispositional antecedent to WFC (i.e. workaholism) and through uncovering an additional consequence
of workaholic behaviour patterns (i.e. WFC).

Keywords: Workaholism, Job satisfaction, Family friendly organizations, Organizational behaviour

Escola, aula de idiomas, natação e mais uma série de diferentes tarefas extracurriculares. Para muitos pais, manter seus filhos ocupados é a maneira ideal de garantir um desenvolvimento pleno. No entanto, na prática nem sempre é assim que funciona. De acordo com psicólogos, muitas atividades podem sobrecarregar as crianças, deixando-as cansadas e com dificuldades na escola. Nesse contexto, é lançada pela Sinopsys Editora a obra “Aparecida Apressada”, de Almir e Zilda A. P. Del Prette. Voltado para crianças e adolescentes, o livro também pode interessar pais, educadores e terapeutas. Esta história está relacionada a um problema bastante comum atualmente: o excesso de tarefas e a ansiedade por cumprir cada vez mais compromissos que, com frequência, acabam se tornando rituais sem significado. “A pressão do tempo tem um significado especial nos dias de hoje. Lidar com o tempo não é simples, nem fácil. O livro “Aparecida Apressada” aborda esse tema de forma divertida e reflexiva que irá interessar crianças e adultos”, comenta Zilda. Sobre os autores: Almir e Zilda são psicólogos e professores. Já escreveram vários livros e também criaram testes de psicologia, a maioria sobre o tema das relações interpessoais.

El trabajo hoy día es una de las actividades donde las personas dedican mayor parte de su tiempo debido a las políticas estatales y la concepción económica que tenga un país al respecto. Para muchos, el trabajo no sólo es considerado el medio para conseguir la manutención, si no que, ha de otorgar sentido a su vida. Así, el trabajo para este grupo de individuos es también el medio que posibilita su potenciamiento profesional y personal brindándole legitimación ante los grupos sociales a los cuales pertenece: familia, amigos, pareja, sociedad (Garrido, 2014). No obstante, existe otro grupo de personas, cuyos objetivos llegan a distorsionarse hasta el punto de considerar que su vida gira exclusivamente en torno al trabajo, abandonando las demás actividades y las relaciones de pareja, familiares y de amistad a fin de dedicarse intensa y compulsivamente a lo laboral. A estas personas, se les conoce por los expertos como workaholic (término inglés que vincula el concepto de trabajo con el alcoholismo, desarrollado por Oates en 1968, relacionándolo, por tanto, con una drogodependencia), trabajólico o adictos al trabajo.

This study had three aims. Firstly, to examine the validity of the workaholism triad as compared to the workaholism dyad. Secondly, to test the relationship between workaholism and work-family conflict. Thirdly, to explore the three-way relationships between worker type, WFC and supervisor support and flexible work schedules. Methodology: Participants consisted of 169 workers employed in the legal industry. The sample used was respondent-driven and questionnaires were self-administered. Workaholism was operationalised using 2 dimensions of the Spence and Robbins (1992) WorkBat: 1) drive to work and 2) work enjoyment, which produced 4 worker types (workaholics, enthusiastic workaholics, relaxed workers and uninvolved workers). Findings: Support was found for McMillan, Brady, O'Driscoll and Marsh's (2002) dyad conceptualisation of workaholism as opposed to Spence and Robbins' (1992) triad model. Specifically it was found that the work involvement subscale had low internal reliability and an unreliable factor structure. Results demonstrated that worker type was significantly related to WFC. Specifically, workaholics and enthusiastic workaholics experienced significantly more WFC than relaxed and uninvolved workers. Regarding the three-way relationships, it was found that worker type moderated the relationship between schedule flexibility and WFC. Specifically, it was found that enthusiastic workaholics, in contrast to their workaholic counterparts, experienced declining WFC with access to flexible scheduling. Supervisor support was not significant. Practical implications: The current study suggests that blanket policies, designed to promote work-life balance, are unlikely to be effective for all employees. Indeed, it appears that although both workaholics and enthusiastic workaholics experience high levels of WFC, these two worker types may require different support mechanisms in order to achieve greater work-life balance. Value of Paper: Despite their apparent conceptual linkage, the relationship between workaholism and work-family conflict has not been explored in the literature to date. The current study contributes to the field of organisational behaviour both through proposing an additional dispositional antecedent to WFC (i.e. workaholism) and through uncovering an additional consequence of workaholic behaviour patterns (i.e. WFC).

This study aimed to identify the prevalence and predictors of workaholism in a sample of 392 Brazilian managers. We used a sociodemographic and occupational questionnaire, the Dutch Work Addiction Scale, the Utrecht Work Engage- ment Scale, the Satisfaction with Life Scale and the Regulatory Focus Scale. Data analysis was performed by multiple linear regression for the two dimensions of work addiction, excessive and compulsive working. The dimension of excessive working revealed a predictive model which consists of the following variables satisfaction with life, dedica- tion, absorption, daily hours of technology use and type of bond, whereas the dimension of compulsive working was explained by other variables such as absorption, satisfaction with life, number of working hours over the weekend, motivation / focus on prevention and age. The results revealed a predictive model consisting of both individual and function / job / institution variables, which suggests that work addiction is a psychosocial phenomenon. The identified model can support new studies and interventions aimed at improving the quality of life at work, promoting health and well-being among managers.

Midnight culture atau budaya tengah-malam adalah aktivitas produktif dan konsumtif masyarakat di waktu tengah malam hari yang ditandai perilaku dan gaya hidup begadang atau berjaga tidak tidur hingga menjelang waktu pagi hari. Budaya ini direproduksi oleh media melalui program-program acara yang ‘menghidupkan’ waktu tengah-malam hingga menjelang pagi bahkan siaran 24 jam. Budaya ini juga diafirmasi dan dikomodifikasi oleh merek-merek dengan menawarkan nilai-nilai produk dan layanan yang mendukung kenyamanan konsumen dalam menghabiskan waktu tengah-malam hingga menjelang pagi tersebut.

Berkaitan dengan midnight culture yang ditandai budaya begadang ini, penulis menemukan beberapa makna penting dari anak-anak muda urban sebagai aktor atau pelaku begadang. Pertama, begadang merupakan indikator gaya hidup insomnia yang dilakoni dengan ‘bangga’. Alih-alih menjadi momok penyakit yang menakutkan, insomnia malah dimaknai sebagai realitas yang memberikan identitas eksklusif (keren) dan heroik. Kedua, begadang merupakan media bagi anak muda urban dalam memenuhi hasratnya mencapai kesuksesan. Ketiga, begadang juga merupakan media bagi anak muda urban dalam mengonstruksi identitas ‘workaholic’, sebuah identitas yang terkait dengan hasrat mencapai kesuksesan. Keempat, begadang di gerai bermerek (branded merchant) 24 jam memberikan kesenangan (pleasure) sosial, karena sifatnya sebagai ruang publik yang terbuka, terang dan dipenuhi pengunjung.

Ada proses dialektikal antara wacana personal anak-anak muda urban dalam memaknai midnight culture atau budaya begadang dengan wacana sosial (kolektif) maupun wacana media. Ketika insomnia menjadi realitas keren dan heroik, subyek tak dapat melepaskan diri dari wacana film tentang keheroikan dan kekerenan pengidap insomnia. Ketika kesuksesan dan workaholic menjadi wacana sosial yang dianggap ‘mampu meningkatkan citra’ seseorang, maka begadang menjadi medium bagi anak muda urban untuk memilikinya. Budaya begadang juga, secara diskursif, tidak terlepas dari sifatnya yang ‘sosial’, di mana secara tradisional, masyarakat Indonesia kebanyakan begadang secara bersama-sama.

Öz Günümüz iş yaşamında sıkça görülen işkoliklik davranışı toplum içinde çalışkanlığın bir göstergesi olarak yanlış algılansa da sonuçları itibarıyla olumsuz etkiler yaratan bir iş hastalığıdır. Farklı demografik faktörlere sahip bireylerin iş ve özel yaşam için ayırmaları gereken sürelerin farklılığı çalışma tarzlarına ve iş kavramına bakış açılarına da yansıyacağı için işkoliklik kavramını demografik özelliklere göre incelemekte de fayda vardır. Araştırmada işkolikliğin ölçülmesi için DUWAS işkoliklik ölçeği kullanılmıştır. Bu araştırmada cinsiyete, medeni duruma, çocuk sayısına, bağlı bulunan kuşağa ve eğitim durumuna göre işkoliklik eğilimi değerlendirilmiştir (N=218). Anahtar Kelimeler: Đşkoliklik, iş bağımlılığı, DUWAS işkoliklik ölçeği, demografik faktörler. Abstract Although being a workaholic is perceived as a sign of heavy working by society, when results are considered, it is as an industrial disease. It is necessary to explore workaholics according to demographic factors since it directly affects working life through work perceptions and time needed to spend for work and private life. DUWAS Dutch work addiction scale is used for the measure of workaholism. In this research, workaholism is analyzed according to gender, marital status, number of children, generation and education level (N=218).