Workaholism

Thus, there is a need to establish dedicated and effective treatments for workaholism. A novel broad-application interventional approach receiving increasing attention by occupational and healthcare stakeholders is that of third-wave cognitive behavioral therapies (CBTs). Third-wave CBTs integrate aspects of Eastern philosophy and typically employ a meditation-based recovery model. A primary treatment mechanism of these techniques involves the regulation of psychological and autonomic arousal by increasing perceptual distance from faulty thoughts and mental urges. A ‘meditative anchor’, such as observing the breath, is typically used to aid concentration and to help maintain an open-awareness of present moment sensory and cognitive-affective experience. The purpose of this case study was to conduct the first evaluation of a treatment employing a meditation-based recovery model for a workaholic

'People today do not work as hard as they did in the past.' How true is this of your society? My father, a professional engineer, works late into the night-leaving his desk only when the GrabFood delivery man comes with his supper. Compared to this modern-day worker, a caveman living 5,000 years ago might have shorter working hours due to the lack of electrical lighting at night; but, the caveman probably worked just as hard. He had to hunt, collect firewood, make wooden spears and stone tools, and spend hours just to make a fire. People in the past have to work hard to satisfy their basic (physiological) needs, whereas contemporary workers work hard to meet their basic and higher-order needs. Arguably, the contemporary worker might be working much harder due to the generally insatiable nature of his higher-order emotional and spiritual needs-thus, tipping the balance.

W ostatnich latach nasilają się negatywne zjawiska towarzyszące człowiekowi pracującemu, takie jak zanik więzi międzyludzkich czy niekorzystne zmiany w systemie wartości. Przedmiotem rozważań zawartych w tym rozdziale są zagrożenia występujące w miejscu pracy, ujęte w kontekście menedżerskim i etycznym. Efektywność gospodarowania przedsiębiorstwem w odniesieniu do obszaru zasobów ludzkich wymaga bowiem z jednej strony zastosowania rachunku ekonomicznego w zakresie kosztów pracy, ale z drugiej strony zadaniem m.in. kierownictwa przedsiębiorstw jest sformułowanie polityki personalnej uwzględniającej dostosowanie warunków pracy do potrzeb człowieka. Głównym celem tej pracy jest identyfikacja współczesnych zagrożeń związanych z wykonywaniem pracy w warunkach ukształtowanych „galopującym” postępem technologiczno-informatycznym. Będzie w niej przedstawiona interpretacja pojęcia dehumanizacji i humanizacji pracy oraz omówione zostaną skutki dehumanizacji – zarówno dla pracownika, jak i dla pracodawcy. Drugim celem jest próba nakreślenia sposobów przeciwdziałania i ograniczania wpływu negatywnych zjawisk, takich jak pracoholizm, wypalenie zawodowe czy przewlekły stres.

The main purpose of this research is explaining workaholism in role of antecedent of burn out. For this 77 faculty members of Qom universities selected in random sampling method. Workaholism and burn out (consisted from there components: Emotional exhaustion, Personal accomplishment and Depersonalization) are variables of research. In measuring workaholism questionnaire of Spence and Robbins is used and For measuring burn out, Maslach burnout inventory-general scale (MBI-GS) is used. To analyze causal relationships between constructs, the structural equation modeling (SEM) approach with Warp pls 3.0 software, is adopted. According to obtained results, Workaholism is significantly linked to Emotional exhaustion, Personal accomplishment and Depersonalization. Therefor it can be consider as antecedent of components of burn out

Penelitian ini dirancang secara khusus untuk menguraikan pada dan untuk mengeksplorasi proposal ini.
Kedua kepribadian obsesif-kompulsif dan gila kerja, bagaimanapun, tampaknya multidimensi daripada variabel unidimensional,
dan alam multidimensi mereka membutuhkan klarifikasi sebelum penelitian bisa dilanjutkan. kepribadian obsesif-kompulsif
terdiri dari enam sifat yang berbeda: ketegaran, ketertiban, kekikiran, ketekunan, kekakuan, dan superego. Gila kerja
dioperasionalkan sebagai memiliki dua komponen perilaku: kecenderungan baik untuk terlibat dalam kegiatan non-diperlukan
kerja, dan mengganggu aktif pada karya orang lain. Penelitian ini diprediksi secara khusus bahwa keterlibatan kerja yang tinggi
ditambah dengan skor tinggi pada ketegaran, ketertiban, kekakuan, dan superego sifat akan menyebabkan skor tinggi pada
kecenderungan untuk terlibat dalam pekerjaan yang tidak dibutuhkan. Keempat prediksi menerima beberapa dukungan dalam
data yang muncul dari sampel dari 278 orang yang dipekerjakan, walaupun dukungan terkuat untuk sikap keras kepala dan
superego sifat. Hasil ini menambah pemahaman tentang sikap kerja dari keterlibatan kerja yang diberikan asosiasi dengan
beberapa ciri obsesif-kompulsif, menunjukkan relevansi kepribadian obsesif-kompulsif dalam pengaturan non-klinis, dan
menambah pemahaman tentang fenomena gila kerja sebagai kecenderungan perilaku

Workaholism refers to the uncontrollable need to work and comprises working compulsively (WC) and working excessively (WE). Compulsive Internet Use (CIU), involves a similar behavioural pattern although in specific relation to Internet use. Since many occupations rely upon use of the Internet, and the lines between home and the workplace have become increasingly blurred, a self-reinforcing pattern of workaholism and CIU could develop from those vulnerable to one or the other. The present study explored the relationship between these compulsive behaviours utilizing a two-wave longitudinal study over six months. A total of 244 participants who used the Internet as part of their occupational role and were in full-time employment completed the online survey at each wave. This survey contained previously validated measures of each variable. Data were analysed using cross-lagged analysis. Results indicated that Internet usage and CIU were reciprocally related, supporting the existence of tolerance in CIU. It was also found that CIU at Time 1 predicted WC at Time 2 and that WE was unrelated to CIU. It is concluded that a masking mechanism appears a sensible explanation for the findings. Although further studies are needed, these findings encourage a more holistic evaluation and treatment of compulsive behaviours.

ABSTARCT: The aim of the present study was to find the relationship between workaholism and psychological well-being among employees of banking and telecom sector. The sample consisted of 276 employees from both public and private sector. Workaholism was measured by using Work Battery (Spence & Robbins, 1992) and psychological well-being was measured by using Psychological Well-Being Scale (Ryff & Keyes, 1995). The results showed significant positive relationship between workaholism and psychological well-being. Group comparisons revealed that employees working in banks exhibited higher levels of workaholism than employees of telecom sector while no gender differences were observed. Implications, limitations and suggestions have been highlighted.

Background and aims: Research into work addiction has steadily grown over the past decade. However, the literature is far from unified and there has been much debate on many different issues. Aim and methods: This paper comprises a narrative review and focuses on 10 myths about work addiction that have permeated the psychological literature and beyond. The 10 myths examined are (a) work addiction is a new behavioral addiction, (b) work addiction is similar to other behavioral addictions, (c) there are only psychosocial consequences of work addiction, (d) work addiction and workaholism are the same thing, (e) work addiction exclusively occurs as a consequence of individual personality factors, (f) work addiction only occurs in adulthood, (g) some types of work addiction are positive, (h) work addiction is a transient behavioral pattern related to situational factors, (i) work addiction is a function of the time spent engaging in work, and (j) work addiction is an example of overpathogizing everyday behavior and it will never be classed as a mental disorder in the DSM. Results: Using the empirical literature to date, it is demonstrated that there is evidence to counter each of the 10 myths. Conclusion: It appears that the field is far from unified and that there are different theoretical constructs underpinning different strands of research.

This study examined antecedents and consequences of workaholism among 327 women and men in a variety of professional and managerial jobs. Three workaholism types were considered (Work Enthusiasts, Work Addicts, Enthusiastic Addicts) using measures developed by . Antecedents included a number of personal demographic and work situation characteristics, and measures of three aspects of perfectionism. Consequences included several validating job behaviors and work outcomes likely to be associated with workaholism. Although the three workaholism types were similar on personal and work situation characteristics, Work Addicts indicated greater perfectionism, more difficulty delegating tasks to others, less job satisfaction, and lower levels on three measures of work engagement than one or both of the other workaholism types. Interestingly, Work Addicts worked fewer hours per week than did Enthusiastic Addicts.

The past is history and no longer exists. The future never arrives. Life can only be experienced in the present moment. Mindfulness involves focussing awareness on the present moment and paying attention, in real-time terms, to psychological and sensory processes. Mindfulness derives from Buddhist practice where it is deemed to constitute a form of spiritual training. In Buddhism, mindfulness comprises one small part of the path to spiritual awakening.

As Buddhist teachers, we have practiced mindfulness for most of our adult lives. However, about four years ago, we decided to commence a programme of empirical research with the objective of helping to improve scientific understanding of mindfulness and related contemplative techniques. The decision to do this was influenced by our growing concern that the rate at which mindfulness is being assimilated by academia (and Western society more generally) means that some researchers, scholars, and Buddhist teachers have overlooked the need to (i) consolidate and replicate research findings, (ii) clarify whether mindfulness (i.e., as it is used in contemporary mindfulness-based interventions) continues to bear any resemblance to the Buddhist model of mindfulness, (iii) investigate potential harmful effects of mindfulness, (iv) control for a ‘popularity effect’ in mindfulness intervention studies, (v) formulate comprehensive training and supervision curricula – that are informed by the traditional meditation literature – for secular mindfulness instructors, and (vi) investigate the Buddhist position that mindfulness has limited utility when isolated from the supporting meditative and spiritual techniques that would traditionally accompany it.

Even though it has been over 20 years since Spence and Robbins (1992) first showed perfectionism and workaholism to be closely related, the relationship between perfectionism and workaholism is still under-researched. In particular, it has remained unclear why perfectionism is linked to workaholism. Using data from 131 employees, this study—examining self-oriented and socially prescribed perfectionism—investigated whether intrinsic-extrinsic work motivation could explain the positive relationship between perfectionism and workaholism. Whereas socially prescribed perfectionism was unrelated to workaholism, self-oriented perfectionism showed a positive correlation with workaholism. Furthermore autonomous (integrated and identified regulation) and controlled (introjected and external regulation) work motivation showed positive correlations. However, when all predictors were entered in a regression analysis, only self-oriented perfectionism, identified regulation, and introjected regulation positively predicted workaholism. In addition, a mediation analysis showed that identified and introjected regulation fully mediated the effect of self-oriented perfectionism on workaholism. The findings suggest that high levels of work motivation explain why many self-oriented perfectionists are workaholic.

Perfectionism is a prevalent personality disposition that may affect all domains of life. Work is an important domain of life for many people. Yet, research on perfectionism at work and how perfectionism affects employees’ health and well-being is still limited. Research, however, has investigated perfectionism’s relationships with three key aspects of peoples’ working lives that are closely associated with employees’ health and well-being: work engagement, workaholism, and job burnout. Differentiating between perfectionistic strivings and perfectionistic concerns (Stoeber & Otto, 2006), the present chapter presents an overview of the relevant research findings. Taken together, the findings suggest that (a) perfectionistic strivings show positive relationships with work engagement whereas perfectionistic concerns show no relationships or negative relationships, (b) perfectionistic strivings and perfectionistic concerns both show positive relationships with workaholism, and (c) perfectionistic strivings show negative relationships with burnout whereas perfectionistic concerns show positive relationships. To explain the opposite relationships that perfectionistic strivings and concerns show with burnout, two hypothetical models are presented. In Model 1, autonomous versus controlled motivation explain the opposite relationships of perfectionistic strivings and concerns with burnout. In Model 2, adaptive versus maladaptive coping explain the relationships. The chapter concludes with directions for future research on perfectionism, work engagement, workaholism, and job burnout pointing out the importance of longitudinal studies and intervention studies.

Background: Work addiction has been recognized as a potential behavioral addiction, and studies have consistently shown its negative relationship with psychosocial functioning. However, in many countries, such as Poland, very few work addiction studies are based on measures developed using an addiction framework. Against this backdrop, the Bergen Work Addiction Scale (BWAS) was adapted for use in Polish samples and its relationship with psychopathology was investigated. Participants and procedure: In a pen-and-pencil cross sectional study, The BWAS, the Adult Attention Deficit Hyperactivity Disorder Self-Report Scale, the Mini-International Personality Item Pool, and questions concerning demographic, health and work-related variables were administrated to 723 Polish employees from various professions. Their mean age was 36.4 years (SD = 11.3, range = 20-79). Results: Support for a one-factor solution for the BWAS was found and the BWAS demonstrated good reliability (alpha = .84). Work addiction was significantly related to specific aspects of work (longer working time and managerial positions), personality traits (higher neuroticism), and psychopathology (depression and attention deficit hyperactivity). The prevalence of work addiction using the BWAS was 17.4% in the present sample. Conclusions: The Polish BWAS has good psychometric properties, and is a suitable scale for the assessment of work addiction based on the findings of the present study.

Workaholism has become an increasingly popular area for empirical study. However, most studies examining the prevalence of workaholism have used non-representative samples and measures with poorly defined cut-off scores. To overcome these
methodological limitations, a nationally representative survey among employees in Norway (n=1,124) was conducted. Questions relating to gender, age, marital status, caretaker responsibility for children, percentage of full-time equivalent, and educational level were asked. Workaholism was assessed by the use of a psychometrically validated instrument (i.e., Bergen Work Addiction Scale). Personality was also assessed using the Mini-International Personality Item Pool. Results showed that the prevalence of workaholism was 8.3% (95% CI=6.7-10.0%). An adjusted logistic regression analysis showed that workaholism was negatively related to age and positively related to the personality dimensions agreeableness, neuroticism, and intellect/imagination. Implications for these findings are discussed.

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.

Despite the many number of studies examining workaholism, large-scale studies have been lacking. The present study utilized an open web-based cross-sectional survey assessing symptoms of psychiatric disorders and workaholism among 16,426 workers (M age = 37.3 years, SD = 11.4, range = 16–75 years). Participants were administered the Adult ADHD Self-Report Scale, the Obsession-Compulsive Inventory-Revised, the Hospital Anxiety and Depression Scale, and the Bergen Work Addiction Scale, along with additional questions examining demographic and work-related variables. Correlations between workaholism and all psychiatric disorder symptoms were positive and significant. Workaholism comprised the dependent variable in a three-step linear multiple hierarchical regression analysis. Basic demographics (age, gender, relationship status, and education) explained 1.2% of the variance in workaholism, whereas work demographics (work status, position, sector, and annual income) explained an additional 5.4% of the variance. Age (inversely) and managerial positions (positively) were of most importance. The psychiatric symptoms (ADHD, OCD, anxiety, and depression) explained 17.0% of the variance. ADHD and anxiety contributed considerably. The prevalence rate of workaholism status was 7.8% of the present sample. In an adjusted logistic regression analysis, all psychiatric symptoms were positively associated with being a workaholic. The independent variables explained between 6.1% and 14.4% in total of the variance in workaholism cases. Although most effect sizes were relatively small, the study's findings expand our understanding of possible psychiatric pre-dictors of workaholism, and particularly shed new insight into the reality of adult ADHD in work life. The study's implications, strengths, and shortcomings are also discussed.

The aim of this researchis to measure hotel employees' perception of workaholism and work-family conflict, and the relationship between this perception and burnout. With this aim; a four sectioned survey has been implied to 235 mid-level and senior managers chosen by Convenient Sampling Method from 4 and 5 star hotels located different areas of Istanbul. The first section of the survey includes socio-demografic questions; the second section includes Workaholism Questionnaire developed by Spence and Robbins (1992) in order to measure the workaholism level. The third section includes the Work-Family Conflict Questionnaire developed by Netemeyer, Boles and McMurrian (1996) in order to measure work-family conflict levels, and the fourth section includes the Maslach Burnout Questionnaire developed by Maslach and Jackson (1981) in order to measure burnout levels of the employees. In the research; frequency analysis, reliability test, and regression analysis for determining the relationship between workaholism, work-family conflict and burnout have been used. According to the findings, it has been found that hotel employees' work-family conflict levels increase as their workaholism levels increase and their burnout levels increase as their work-family conflict levels increase.

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

Abstract 1. This study of 168 dual-earner couples examined the relationship between workaholism and relationship satisfaction. More specifically, on the basis of the literature, it was hypothesized that workaholism is positively related to work-family conflict. In addition, the authors predicted that workaholism is related to reduced support provided to the partner, through work-family conflict, and that individuals who receive considerable support from their partners are more satisfied with their relationship.

Workaholism is defined as an irresistible inner drive to work excessively. Accordingly, it is assessed with a questionnaire that measures working excessively (WE) and working compulsively (WC), representing the behavioral and cognitive aspects of workaholism, respectively. A cluster-analysis using a nationwide sample of Dutch medical residents (N ϭ 2,115) resulted in 4 groups: (a) workaholics, (b) nonworkaholics, (c) hardworking residents, and (d) compulsive working residents. As predicted, the combination of WE and WC was related to the most unfavorable conditions in terms of resident's job demands (i.e., work overload, work-home conflict, overwork, role conflict, mental demands, emotional demands, and organizational demands), job resources (i.e., social support from colleagues, participation in decision making, feedback,

The author proposes a draft of a new theory of virtues in economy. It is a preliminary synthesis of some psychological, economic, sociological and philosophical research. He discusses dignity, diligence and generosity and related vices and pseudo-virtues in their institutional and systemic context.

This article examines the negative consequences of perfectionism in the workplace, in terms of both workaholism and presenteeism. Specifically, we propose a theoretical model in which self-oriented per-fectionism is both directly and indirectly associated with presenteeism, through workaholism. The study was conducted on a sample of 413 workers with leadership and responsibility roles within an Italian service organization. The results showed a positive association between self-oriented perfectionism and workaholism, which, in turn, was positively associated with presenteeism. Self-oriented perfectionism, however, was not associated with presenteeism, after controlling for the effect of workaholism. Worka-holism, therefore, completely mediated the relationship between self-oriented perfectionism and presen-teeism. Moreover, the mediating effect of workaholism was supported only for male participants. Altogether , these results help to expand the literature on the role of perfectionism in the workplace. Practical implications are discussed for managers and human resource professionals.

Bu çalışmanın genel amacı; Presenteeism ile işkoliklik ve alt boyutları arasında ilişki olup olmadığını belirlemeye yöneliktir. Bu nedenle araştırma ilişkisel bir model şeklinde desenlenmiştir. İşkolikliğin alt boyutları olan “işten zevk alma” ve “işe güdülenme” nin, Presenteeismin alt boyutları olan “işi tamamlama” ve “dikkat dağınıklığından kaçınma” yı etkilemesine yönelik beklenti, araştırmanın alt hipotezini oluşturmaktadır. Araştırma evrenini İç Anadolu Bölgesinde yer alan bir ilde faaliyet gösteren bir fabrikada görev yapan 170 çalışan oluştururken, araştırmanın çalışma grubunu söz konusu ilde yer alan fabrika bünyesinde faaliyet gösteren 138 çalışan oluşturmaktadır. Araştırmada veri elde etmek adına, Spence ve Robbins (1992) tarafından geliştirilip, Kart (2005) tarafından Türkçeye uyarlanan 20 madde ve 2 alt boyuttan oluşan “İşkoliklik Ölçeği” ile Koopman vd. (2002) tarafından geliştirilen, 6 adet soru önermesinden ve 2 alt boyuttan oluşan “Presenteeism Ölçeği” (Stanford Presenteeism Scale veya SPS-6) kullanılmıştır. Tesadüfi anket yöntemi ile elde edilen veriler SPSS programı ile analiz edilmiştir.

Background and aims: Work addiction (‘workaholism’) has become an increasingly studied topic in the behavioral addictions literature and had led to the development of a number of instruments to assess it. One such instrument is the Bergen Work Addiction Scale (BWAS - Andreassen, Griffiths, Hetland, & Pallesen, 2012). However, the BWAS has never been investigated in Eastern-European countries. The goal of the present study was to examine the factor structure, the reliability and cut-off scores of the BWAS in a comprehensive Hungarian sample. This study is a direct extension of the original validation of BWAS by providing results on the basis of representative data and the development of appropriate cut-off scores. Methods: The study utilized an online questionnaire with a Hungarian representative sample including 500 respondents (F = 251; Mage = 35.05 years) who completed the BWAS. Results: A series of confirmatory factor analyses were carried out leading to a short, 7-item first-order factor structure and a longer 14-item seven-factor nested structure. Despite the good validity of the longer version, its reliability was not as high as it could have been. One-fifth (20.6%) of the Hungarians who used the internet at least weekly were categorized as work addicts using the BWAS. Discussion and conclusions: It is recommended that researchers use the original seven items from the Norwegian scale in order to facilitate and stimulate cross-national research on addiction to work.

Thus, there is a need to establish dedicated and effective treatments for workaholism. A novel broad-application interventional approach receiving increasing attention by occupational and healthcare stakeholders is that of third-wave cognitive behavioral therapies (CBTs). Third-wave CBTs integrate aspects of Eastern philosophy and typically employ a meditation-based recovery model. A primary treatment mechanism of these techniques involves the regulation of psychological and autonomic arousal by increasing perceptual distance from faulty thoughts and mental urges. A ‘meditative anchor’, such as observing the breath, is typically used to aid concentration and to help maintain an open-awareness of present moment sensory and cognitive-affective experience. The purpose of this case study was to conduct the first evaluation of a treatment employing a meditation-based recovery model for a workaholic

Bu araştırmanın genel amacı, örgütsel sosyalleşme ile işkoliklik arasında bir ilişki olup olmadığını tespit etmeye yönelik olarak belirlenmiştir.  Araştırma evrenini Akdeniz Bölgesinde yer alan bir ilde faaliyet gösteren bir fabrikada görev yapan 210 işgören oluştururken, araştırmanın örneklem grubunu hesaplamalar sonucunda söz konusu ilde yer alan fabrika bünyesindeki 153 işgören oluşturmaktadır. Araştırmada veri elde etmek adına; Spence ve Robbins (1992) tarafından geliştirilip, Kart (2005) tarafından Türkçeye uyarlanan 20 madde ve 2 alt boyuttan oluşan “İşkoliklik Ölçeği” ile birlikte Joseph Taormina tarafından geliştirilen, 4 alt boyuttan ve 20 ifadeden oluşan “örgütsel sosyalleşme ölçeği” kullanılmıştır. Anket sonucu elde edilen veriler SPSS programı kullanılarak analiz edilmiştir.

Background and aims: " Study addiction " has recently been conceptualized as a behavioral addiction and defined within the framework of work addiction. Using a newly developed measure to assess this construct, the Bergen Study Addiction Scale (BStAS), the present study examined the 1-year stability of study addiction and factors related to changes in this construct over time, and is the first longitudinal investigation of study addiction thus far. Methods: The BStAS and the Ten Item Personality Inventory were administered online together with questions concerning demographics and study-related variables in two waves. In Wave 1, a total of 2,559 students in Norway and 2,177 students in Poland participated. A year later, in Wave 2, 1,133 Norwegians and 794 Polish, who were still students completed the survey. Results: The test–retest reliability coefficients for the BStAS revealed that the scores were relatively stable over time. In Norway, scores on the BStAS were higher in Wave 2 than in Wave 1, whereas in Poland, the reverse pattern was observed. Learning time outside classes at Wave 1 was positively related to escalation of study addiction symptoms over time in both samples. Being female and scoring higher on neuroticism was related to an increase in study addiction in the Norwegian sample only. Conclusions: Study addiction appears to be temporally stable, and the amount of learning time spent outside classes predicts changes in study addiction 1 year later.

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.

The research has been performed with face to face survey method intended for totally 198 cashiers in chain supermarkets which are operating in Ankara. The objective of the research is to measure levels of organizational commitment, job performance, burnout and workaholism of cashiers comprising research sample and examine the correlation between these concepts. According to findings revealed as a result of the research, a strong, positive linear correlation has been determined between workaholism, organizational commitment and job performance. Beside, in the research, a secret “workaholism” for cashiers can be mentioned about. However sufficient findings regarding cashiers to be completely workaholic cannot be reached. Organizational commitment of cashiers has been determined as intermediate while job performance levels are on a degree considered as good. Sufficient findings to characterize cashiers as burned out could not be acquired.

Individuals spend most of their time in organizations, facing more demanding work due to increasing competition in the global environments. In order to keep up with the rising competition in the marketplace, organizations need dedicated employees who are willing to go beyond their work boundaries. As work gets more demanding, individuals with type A personality characteristics become more suitable to act as the high performers in the intense work conditions. Based on that idea, the aim of the study is to investigate the link between type A personality and workaholism through the perceived job demands at work. The results support that job demands act as a mediator between type A personality and workaholism. Implications for further studies are discussed in line with the findings of the study.

This study among a Dutch convenience sample of self-employed individuals (n ¼ 262) and salaried employees (n ¼ 1900) tested to what extent workaholism and work engagement relate to self-reported work performance. After controlling for measurement inequivalence, results of structural equation modeling showed that the self-employed score higher on engagement and working excessively then employees, but not on working compulsively. In addition, work engagement related positively to task performance and innovativeness for both groups. However, engagement only related to contextual performance (performance beyond role requirements) for employees. Workaholism had positive and negative relationships with self-reported performance. Working excessively related positively to innovativeness for both groups, and to contextual performance for the self-employed. Working compulsively suppressed this positive relationship between excessive working and innovativeness in both groups, and between excessive working and contextual performance for the self-employed. In contrast to our expectations, working compulsively related positively to contextual performance for employees.

There is a lack of clarity in the job descriptions of health workers and the resulting excessive workload and uncertainty about tasks can lead to stress. The stress of living in this situation is ignored, neglected and if significant measures are not taken in time it can cause negative situations, especially workaholism. Workaholism can be a positive or negative phenomenon. Some have argued that workaholism is associated with a high level of stress; changes in behaviour, broken relationships with colleagues, tardiness, prolonged complaints, and decreasing of performance are indications of excessive work-related stress The aim of this study was to examine the relationship between workaholism of health workers and work-related stress, and the associated stress significantly differed for the demographic variables. This study was carried out on 150 health workers at İstanbul Şisli Hamidiye Etfal Research and Training Public Hospital at University of Health Sciences, İstanbul-Turkey. The research data were collected between 01 and 30 April 2016 by means of a survey prepared by the researchers, and validated tests of stress (DASS) and Workaholism. T tests were used to assess stress and workaholism differences related to gender, age, marital status and occupational status. It was concluded from the analyis that there was a meaningful relationship between the levels of workaholism and stress. There is a positive relationship between the level of stress and workaholism. Statistically significant differences were found between male and female groups in terms of stress levels. Workaholism was found to differ by occupational status. Consideration should be given to the working conditions of hospital health care workers, providing the most suitable working conditions and support to help them cope with their workaholism and stress.

Aims: Recent empirical studies investigating " study addiction " have conceptualized it as a behavioral addiction, defined within the framework of work addiction. This study is the first attempt to examine the longitudinal relationship between study addiction and work addiction. Methods: The Bergen Study Addiction Scale (BStAS), the Bergen Work Addiction Scale (BWAS), and the Ten-Item Personality Inventory were administered online together with questions concerning demographics and study-related variables in two waves. In Wave 1, a total of 2,559 students in Norway and 2,177 students in Poland participated. A year later, in Wave 2, 379 Norwegians and 401 Polish who began to work professionally completed the survey. Results: The intraclass correlation between BStAS and BWAS revealed that the scores were somewhat related; however, the relationship was slightly weaker than the temporal stability of both constructs. In the Norwegian sample, scoring higher on neuroticism and lower on learning time outside educational classes in Wave 1 was positively related to work addiction in Wave 2, whereas gender was unrelated to work addiction in Wave 2 when controlling for other studied variables in either samples. Conclusion: Study addiction and work addiction appear to be closely related suggesting that the former may be a precursor for (or an early form of) the latter.

This research aims to determine whether commissioners and deputy commissioners, who are junior administrative police officers in the police department, are workaholic or not. The research also aims to test validity and reliability of the two-dimension workaholism scale, which was previously applied in our country in relation to workaholism.
There were not enough findings to identify police managers as workaholic in the end of the research. However, the result obtained reveals a hidden workaholism in the organization. Even if the item ranking obtained in the factor analysis held in scope of the research was different, validity and reliability of “Workaholism Scale Turkish Form” was accepted. A number of suggestions regarding workaholic employees were made to the managers on the basis of findings in the end of the research.

F. W. Taylor is often celebrated as a founding father of organization and management theory, one whose commitment to efficiency is legendary. If we define efficiency in terms of maximizing output from a given – or lesser – number of workers it can be considered that, in some cases, Taylor’s science has achieved a remarkable success. Contemporary organizations managed to create such a state of commitment (be it spontaneous or imposed), that people have adopted excessive working as lifestyle. Life is organized around work, with work occupying more and more territory from the former private life. We discuss the notion of excessive working, present several forms of excessive working, contest the idea that excessive working is necessarily noxious, suggest a dynamic understanding of the different forms of excessive working, and challenge researchers critically to discuss their practical success. As the saying goes,

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.

Segunda parte de la presentación de las iniciativas docentes para el curso de Antropología filosófica en el Grado de Ingeniería Informática de la Universidad Francisco de Vitoria.

Aquí se aborda cómo trabajar la primera y la segunda impresión de los alumnos ante la lectura de un filósofo contemporáneo cuya obra, además, no celebra abiertamente las bondades de la era digital. Esta aproximación resulta crucial, pues toma el pulso de la recepción afectiva y la identificación (o no) de los alumnos con el texto en su conjunto.

Se incluyen, a su vez, comentarios del profesor a las respuestas de los alumnos.