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Morioka, Rika. "Anti-karoshi activism in a corporate-centered society medical, legal, and housewife activist collaborations in constructing death from overwork in Japan /." Diss., [La Jolla] : University of California, San Diego, 2008. http://wwwlib.umi.com/cr/ucsd/fullcit?p3307702.
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Chamberlin, Christine M. "Workaholism, health, and self-acceptance." Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1213153.
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The present study was designed to address the issue of the potential harm of workaholism. It specifically examined the relationships between workaholism, self-acceptance, psychological well-being, and physical symptoms. Furthermore, participants completed a form to rate their perceptions of their parents work behaviors, and thus relationships between perceived parental workaholism, physical symptoms, psychological well-being, and self-acceptance, were also explored.Three hundred forty seven students from a Midwestern university completed a survey measuring the above constructs. Of these 347 surveys, 279 were utilized for analysis. It was hypothesized that students' workaholism would correlate negatively with the students' psychological well-being and self-acceptance, and positively with physical health complaints. It was expected that student workaholics would report less psychological well-being, more physical complaints, and less self-acceptance than nonworkaholic students. Furthermore it was hypothesized that there would be no relationship between perceived parental workaholism and students' workaholism. While it was hypothesized that students who perceive their parents as workaholic would report less psychological well-being and self-acceptance than students with perceived nonworkaholic parents, it was not expected that they would report more physical health complaints.Results supported the majority of the hypotheses. A negative relationship was found between students' workaholism and the students' psychological well-being and self-acceptance, while a positive relationship was found between students' workaholism and physical health complaints. Students in the medium to high risk workaholic group were found to have significantly more physical health complaints, and lower self-acceptance and psychological well-being than students scoring in the low risk workaholic group. Furthermore, students with perceptions of parental workaholism falling within the medium to high risk range, had significantly lower levels of psychological well-being and self-acceptance than parents falling within the low risk range. No differences were expected in these two groups in terms of physical health complaints, however students' with perceptions of parental workaholism in the medium to high risk range had significantly more physical symptoms than students' with lower perceptions of parental workaholism. Furthermore, while no correlation was expected between perceived parental workaholism and student workaholism, a significant positive correlation was found.Department of Counseling Psychology and Guidance Services
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Aikins, C. K., Nataliia Oleksyivna Slyvka, and S. B. Gyimah. "THE PREVALENCE OF WORKAHOLISM AMONG HEALTH PROFESSIONALS IN CHERNIVTSY." Thesis, Український науково-медичний молодіжний журнал. - Київ, №2 (94), 2016, 2016. http://dspace.bsmu.edu.ua:8080/xmlui/handle/123456789/11618.
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LaCava, Alyssa. "Grit: The Moderator between Workaholism and Work-Family Conflict." Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1504194390225498.
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Metin, Umit Baran. "The Antecedents And Consequences Of Burnout, Work Engagement And Workaholism." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612089/index.pdf.
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The purpose of the present study is to find the relationship between characteristics of working life such as job demands (e.g. workload), and job resources (e.g. colleague support) and job attachments of employees, such as burnout, work engagement, and workaholism. Moreover, the effects of work characteristics on physical health, organizational commitment and work-family balance are investigated. Additionally, the relationship between three major employee attachment styles to work, namely, burnout, workaholism and work engagement was examined. Psychometric qualities of the main study scales were established through a pilot study. Data for the main study were collected from 266 Turkish hotel and health care service employees. The results of regression analyses showed that job demands have effect on burnout and work engagementwhereas job resources are related to increased workaholism and decreased burnout. Work engagement predicted physical well-being, increased organizational commitment, and work-family harmony whereas burnout had a negative effect on these outcomes. Workaholism was related only to organizational commitment. Mediation analyses showed that burnout mediated between job demands, and resources and perceived health, organizational commitment and work-family harmony, whereas work engagement mediated only between job resources and the above consequences. A proposed job stress framework was tested through Job Demand and Resources (JD-R) Model. Structural Equation Modeling results exhibited good fit to the model, thus providing support for employee well-being aspect of JD-R Model. The analyses also showed that burnout, workaholism and work engagement are different constructs. Implications for managers, limitations of the study and suggestions for future studies were presented.
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Kravina, Luca. "Il Workaholism: antecedenti e conseguenze nel contesto familiare ed organizzativo." Doctoral thesis, Università degli studi di Padova, 2012. http://hdl.handle.net/11577/3422443.
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The main purpose of this thesis is to analyze Workaholism – defined in the literature as the uncontrollable desire to work excessively driven by an inner compulsion – in the Italian context where it is still little explored, detecting possible antecedents and consequences of work addiction at the individual, familiar, and organizational level, though three studies. In Study 1-A, the metric proprieties of the DUWAS – Dutch Workaholism Scale – are analyzed in a sample of workers (N = 600) using both explorative and confirmative factor analysis that confirm the two-factor structure of the scale reported in the literature. The goodness of the scale is also confirmed by Study 1-B: combining self- and hetero-assessment of Workaholism in a sample of 243 couples (N = 486). Results indicate a correspondence between being labeled as Workaholic by the partner and the self-evaluation. Study 2 analyzes Workaholism by investigating the relationship between the parents’ levels of Workaholism and Work Engagement and the children’s level of Workaholism: 146 families comprising N = 438 participants are the sample of the study examined. The results, obtained by logistic regression, suggest an effect of Workaholic parents on the onset of children’s Workaholism and a stronger effect of mothers’ levels of Workaholism and Work Engagement on the offspring. Gender differences are also explored revealing a cross-gender effect between parents and children. In Study 3, Workaholism is evaluated in the organizational context. In a sample of workers (N = 733), possible organizational antecedents and consequences in terms of work related stress variables were taken into account. Using logistic regressions, some risk factors (e.g. Workload, Affective Commitment) and safety factors (e.g. Perceived organizational support, job control/autonomy) influencing the onset of Workaholism are detected. In terms of individual and organizational well-being, Workaholic workers, identified through cluster analysis, show more critical values in some work-related stress indicators such as Emotional Exhaustion, Home-Work Conflict, Organizational Conflict, and less critical values in Organizational citizenship behaviors compared with other types of workers. All results of the studies are discussed according to the literature and the final chapter of the thesis evaluates limitations, future research suggestions on Workaholism and possible practical applications in Workaholism treatmentIl principale obiettivo di questa tesi è analizzare il Workaholism, che in accordo con la letteratura può essere definito come l’incontrollabile desiderio di lavorare eccessivamente mossi da una spinta compulsiva, nel contesto italiano nel quale questo costrutto è ancora poco esplorato, individuando possibili antecedenti e conseguenze della dipendenza da lavoro a livello individuale, familiare ed organizzativo, attraverso tre studi. Nello Studio 1-A sono state analizzate le proprietà metriche della scala DUWAS – Dutch Workaholism Scale, in un campione di lavoratori (N=600), utilizzando analisi fattoriali esplorative e confermative che confermano la struttura bifattoriale della scala come suggerito dalla letteratura. La bontà della scala è inoltre confermata anche dallo Studio 1-B: combinando metodi di auto ed etero valutazione del Workaholism in un campione di 243 coppie (N=486). I risultati indicano una corrispondenza tra essere etichettati Workaholic dal proprio coniuge e l’autovalutazione. Nello Studio 2, il Workaholism è stato analizzato investigando la relazione tra il livello di Workaholism e di Work Engagement dei genitori e il livello di Workaholism dei figli: 146 nuclei familiari corrispondenti a N=438 partecipanti costituiscono il campione dello studio. I risultati, ottenuti attraverso una serie di regressioni logistiche, suggeriscono un effetto nell’avere un genitore Workaholic nell’insorgenza del workaholism nei figli e un effetto ancora più marcato del livello di workaholism e di Work Engagement della figura materna sui propri figli. Sono state analizzate anche eventuali differenze di genere che rivelano un effetto cross-genere tra genitori e figli. Nello Studio 3, il Workaholism è analizzato in un contesto organizzativo. In un campione di lavoratori (N=733), sono stati prese in considerazione una serie di possibili antecedenti e conseguenze in termini di variabili di stress lavoro correlato. Utilizzando le regressioni logistiche sono stati riscontrati alcuni fattori di rischio (e.g. Carico di lavoro, Commitment Affettivo) e fattori di protezione (e.g. Percezione di supporto organizzativo, Autonomia/Controllo). In termini di benessere individuale ed organizzativo, i lavoratori Workaholic rispetto alle altre tipologie di lavoratori, individuati attraverso procedure di cluster analysis, mostrano livelli maggiormente critici in alcuni indicatori di stress lavoro correlato quali l’Esaurimento Emotivo, il Conflitto vita privata vs vita lavorativa, i Conflitto Organizzativi e valori meno critici rispetto ai Comportamenti di cittadinanza organizzativa. Tutti i risultati sono discussi in accordo con la letteratura preesistente e le teorie di riferimento e il capitolo finale della tesi è dedicato alla valutazione dei limiti, possibili sviluppi futuri della ricerca sul Workaholism e potenziali applicazioni pratiche circa il trattamento del Workaholism
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Hartinger, Jenna Aziz Shahnaz. "Workaholism and Work-life Imbalance: The Potential Influence on Health Variables." [Greenville, N.C.] : East Carolina University, 2010. http://hdl.handle.net/10342/2800.
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Wingate, Jesse A. "ON WORKAHOLISM: DO PARENTAL WORK BEHAVIORS PREDICT THE WORK BEHAVIORS OF UNDERGRADUATES?" VCU Scholars Compass, 2016. http://scholarscompass.vcu.edu/etd/4610.
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This cross-sectional study examined the associations among perceived parental behavior and personality on work behaviors of undergraduate students from a large Southeastern university. Past research suggests that children who perceive their parents to be workaholics are more likely to exhibit workaholic behavior themselves (Chamberlin & Zhang, 2009). Moreover, personality factors including conscientiousness and neuroticism, have been categorized as antecedents of workaholic behavior in previous studies (Andreassen, Hetland, & Pallesen, 2010; Aziz & Tronzo, 2011; Burke, Matthiesen, & Pallesen, 2006). Students (N = 209) completed questionnaires assessing Big Five personality factors, dispositional optimism, and perceptions of parental work drive, parental work involvement, and parental work enjoyment. Hypotheses regarding parental work behaviors and their ability to predict undergraduate student work behavior were not supported. Conscientiousness and extraversion were significant predictors of work drive, involvement and enjoyment. Neuroticism was also significant in predicting work drive among students included in the sample. Findings and recommendations for future study are discussed.
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Mazzetti, Greta <1983>. "Obsessed With Work: A multi-causal and multi-rater approach to workaholism." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2014. http://amsdottorato.unibo.it/6326/1/Mazzetti_Greta_tesi.pdf.
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Workaholism is defined as the combination of two underlying dimensions: working excessively and working compulsively. The present thesis aims at achieving the following purposes: 1) to test whether the interaction between environmental and personal antecedents may enhance workaholism; 2) to develop a questionnaire aimed to assess overwork climate in the workplace; 3) to contrast focal employees’ and coworkers’ perceptions of employees’ workaholism and engagement. Concerning the first purpose, the interaction between overwork climate and person characteristics (achievement motivation, perfectionism, conscientiousness, self-efficacy) was explored on a sample of 333 Dutch employees. The results of moderated regression analyses showed that the interaction between overwork climate and person characteristics is related to workaholism. The second purpose was pursued with two interrelated studies. In Study 1 the Overwork Climate Scale (OWCS) was developed and tested using a principal component analysis (N = 395) and a confirmatory factor analysis (N = 396). Two overwork climate dimensions were distinguished, overwork endorsement and lacking overwork rewards. In Study 2 the total sample (N = 791) was used to explore the association of overwork climate with two types of working hard: work engagement and workaholism. Lacking overwork rewards was negatively associated with engagement, whereas overwork endorsement showed a positive association with workaholism.
Concerning the third purpose, using a sample of 73 dyads composed by focal employees and their coworkers, a multitrait-multimethod matrix and a correlated trait-correlated method model, i.e. the CT-C(M–1) model, were examined. Our results showed a considerable agreement between raters on focal employees' engagement and workaholism. In contrast, we observed a significant difference concerning the cognitive dimension of workaholism, working compulsively. Moreover, we provided further evidence for the discriminant validity between engagement and workaholism. Overall, workaholism appears as a negative work-related state that could be better explained by assuming a multi-causal and multi-rater approach.
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Mazzetti, Greta <1983>. "Obsessed With Work: A multi-causal and multi-rater approach to workaholism." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2014. http://amsdottorato.unibo.it/6326/.
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Workaholism is defined as the combination of two underlying dimensions: working excessively and working compulsively. The present thesis aims at achieving the following purposes: 1) to test whether the interaction between environmental and personal antecedents may enhance workaholism; 2) to develop a questionnaire aimed to assess overwork climate in the workplace; 3) to contrast focal employees’ and coworkers’ perceptions of employees’ workaholism and engagement. Concerning the first purpose, the interaction between overwork climate and person characteristics (achievement motivation, perfectionism, conscientiousness, self-efficacy) was explored on a sample of 333 Dutch employees. The results of moderated regression analyses showed that the interaction between overwork climate and person characteristics is related to workaholism. The second purpose was pursued with two interrelated studies. In Study 1 the Overwork Climate Scale (OWCS) was developed and tested using a principal component analysis (N = 395) and a confirmatory factor analysis (N = 396). Two overwork climate dimensions were distinguished, overwork endorsement and lacking overwork rewards. In Study 2 the total sample (N = 791) was used to explore the association of overwork climate with two types of working hard: work engagement and workaholism. Lacking overwork rewards was negatively associated with engagement, whereas overwork endorsement showed a positive association with workaholism.
Concerning the third purpose, using a sample of 73 dyads composed by focal employees and their coworkers, a multitrait-multimethod matrix and a correlated trait-correlated method model, i.e. the CT-C(M–1) model, were examined. Our results showed a considerable agreement between raters on focal employees' engagement and workaholism. In contrast, we observed a significant difference concerning the cognitive dimension of workaholism, working compulsively. Moreover, we provided further evidence for the discriminant validity between engagement and workaholism. Overall, workaholism appears as a negative work-related state that could be better explained by assuming a multi-causal and multi-rater approach.
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Brand, Lelani. "Burnout, work engagement and workaholism among employees in the insurance industry / Lelani Brand." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1122.
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Over the last decade, numerous changes have occurred in the insurance industry due to
international expansions and stiff competitiveness. As a result of these changes, employees
are suffering from stressful work conditions such as pressure to perform and work-life
conflict, which lead to feelings of distrust, tension, strain in interpersonal relations,
interpersonal conflict and difficulty in coping with pressure to perform. Tracking and
addressing the work wellness of these employees are important to improve their work-related
performance, as well as the quality of their service. Burnout, work engagement and
workaholism are focal points in this regard. In order to measure these constructs it is
important to have valid and reliable instruments. However, there is a lack of research which
measures burnout, engagement and workaholism in the South African context.
The objective of this study was to determine the relationship between burnout, work
engagement and workaholism amongst employees in the insurance industry.
The research method consisted of a brief literature review and an empirical study. A cross-sectional
design was used. An availability sample (N = 153) from employees in the insurance
industry was taken. The Oldenburg Burnout Inventory (OLBI), Utrecht Work Engagement
Scale (UWES), an adapted version of the Work Addiction Risk Test (AWART), and a
biographical questionnaire were administered. The statistical analysis was conducted with the
aid of the SPSS program and AMOS program. The statistical method employed in the study
consisted of descriptive statistics, Cronbach alpha coefficients, Pearson product-moment
correlation coefficients and a structural equation modelling method. Multivariate analysis of
variance (MANOVA) was used to determine the significance of differences of workaholism
between demographic groups.
It was evident in this study that employees in the insurance industry experience workaholism
due to their tendency to work long hours overtime, to work weekends and to take work home.
Results indicated that work wellness of employees in the insurance industry does comprise
well-being (Burnout and Work Engagement) and Workaholism.
Recommendations for future research were made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Del, Líbano Miralles Mario. "A Journey into the Heart of Workaholism: empirical findings from several multi-sample studies." Doctoral thesis, Universitat Jaume I, 2011. http://hdl.handle.net/10803/31920.
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La adicción al trabajo es un concepto que con el tiempo ha generado cada vez mayor interés e investigación. A través de la realización de 5 estudios empíricos, en esta tesis se profundiza todavía más en su estudio. Concretamente se estudia cualitativamente la adicción al trabajo, proponiendo un modelo heurístico en el que constan diversos antecedentes y consecuentes de la misma. Así mismo se determina que la adicción al trabajo y el engagement (vinculación con el trabajo en español), son dos estados mentales diferentes relacionados con el ámbito laboral (el primero meramente negativo, el segundo totalmente positivo). Además, se presenta el perfil de personalidad que caracteriza a los trabajadores adictos al trabajo y a los trabajadores "engaged", y se expone la relación que este daño psicosocial tiene con el bienestar (i.e., felicidad y salud percibida), la aufoeficacia laboral (relación sorprendentemente positiva) y con otras variables como la satisfacción laboral (negativa), la sobrecarga de trabajo (positiva) y el conflicto trabajo-familia (positiva). Además al final de la tesis se plantean diversas preguntas de investigación que todavía quedan por responder para que investigación futura pueda continuar con el estudio del concepto. En su conjunto con esta tesis se ha avanzado en la comprensión de algunos de los factores clave para la aparición y desarrollo de la adicción al trabajo.
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Russell, Laura D. "Narrating the Habits of Workaholism and Recovery: A Phenomenological Investigation of Embodied Practices for Well-being." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1304516947.
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Pimenta, Ana Cláudia Araújo. "Workaholism, work engagement e Burnout: distinção empírica e sua relação com os recursos e as exigências laborais." Master's thesis, Universidade de Évora, 2014. http://hdl.handle.net/10174/12955.
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Este estudo tem como principal objectivo a análise empírica das diferenças entre Work
Engagement, Workaholism e Burnout através do estudo das relações com as Exigências e
os Recursos Laborais numa amostra da população portuguesa. Procurou-se investigar a
existência de uma relação positiva entre o Engagement no trabalho e Recursos Laborais
(Suporte Social dos Colegas, Coaching da Supervisão, Feedback sobre o Desempenho,
Oportunidades de Desenvolvimento) e, entre Burnout, Workaholism e Exigências Laborais
(Carga de Trabalho, Mudanças no Trabalho). Para a recolha de dados, foram utilizadas
várias escalas (UWES; DUWAS; MBI-GS). Foi encontrada uma relação positiva e
significativa entre Engagement e Recursos Laborais e entre Burnout e Exigências Laborais.
Serão discutidas algumas das limitações do estudo, implicações práticas e pistas para
investigações futuras; Workaholism, Work Engagement and Burnout: Empirical distinction and their
relation with Job Resources and Demands
Abstract:
The aim of the present study is to empirically analyse the diferences among Work
Engagement, Workaholism e Burnout through the exploration of relations with Job
Resources and Demands in a Portuguese population sample. More specifically, we look for
to investigate the presence of a positive relation between Work Engagement and Job
Resources (Peer Support, Supervision’s Coaching, Performance Feedback, Development
Opportunities) and, between Burnout, Workaholism e Job Demands (Work Load, Work
Changes). For data collection, we use several scales (UWES; DUWAS; MBI-GS). A positive
relation was found between Work Engagement and Job Resources and between Burnout
and Job Demands.
The findings go against reported in the literature, suggesting the need for more research. We
discuss some of the limitations of the study, practical implications and avenues for future
investigations.
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Andrews, Victoria. "The influence of workaholism and burnout on the intention to quite amongst academic employees at a selected university n the Western Cape." University of the Western Cape, 2019. http://hdl.handle.net/11394/7223.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Universities worldwide have to contend with a changing landscape due to the massification of education, additional pressure being placed on academia with respect to research outputs, teaching a transforming student base, along with political and social pressures. In South Africa, in particular, there has been increasing pressure on government to effect socio-political and legislative changes to ensure that those that were previously disadvantaged are granted free educational opportunities. Within an academic milieu, talent retention of staff at higher education institutions (HEIs) in South Africa has become a challenge. Research highlights many changes in the nature of work over the past few decades, including an increasingly prevalent culture of long working hours and increasing work intensity across many sectors. Within academia, recent research indicates a culture of increasing work intensity over time often combined with decreasing resources and competing demands. Once assumed to be a low-pressure job, research reports that significant mind set shifts have been needed within academia in order to cope with the heavy workloads, administrative, teaching, community outreach and publishing requirements and expectations within this group of employees. These additional expectations are likely to result in burnout, which is defined as a prolonged response or “‘psychological syndrome’” in response to chronic interpersonal stressors on the job. Burnout affects all professions but tends to be more pervasive in human service occupations such as education. Despite this evident recognition, there is a paucity of research on burnout among South African academics. Amongst the studies conducted, however, evidence suggests that burnout is escalating, and consequently academic careers are becoming less attractive. The extant research reveals that the repercussions of burnout are accompanied by declines in mental and physical health, low morale, substance abuse, weakening of interpersonal relationships, deterioration in teaching and research performance, increased absenteeism and ultimately considerations of leaving the profession. This is likely to be exacerbated in those academics who display a propensity towards workaholism. Workaholism has become a prevalent phenomenon within organisations, which needs to be managed more effectively to offset its damaging effects on employee health and productivity. Associations have been established between workaholism, absenteeism, psychological ill -health, physical ill ill-health, stress and burnout. Faced with increasing professional and operational challenges, academics may develop the resultant impact and be inclined to intend to quit. The main objective of the research study was to determine the relationship between workaholism and burnout on the intention to quit amongst academic employees at a uUniversity in the Western Cape. A quantitative method was used to generate the result by means of survey distribution to the targeted population. Convenience sampling was used to select academic staff in the study. Questionnaires were sent electronically and an additional one hundred and fifty 150 hardcopy questionnaires were administered. Fifty-three responses were received electronically, and fifty-three53 hardcopy completed questionnaires. In total, one hundred and six106 questionnaires were completed, of which one hundred 100 questionnaires were used for the study. The surveys included a biographical questionnaire, Workaholism Analysis Questionnaire (WAQ) (2013), the Maslach Burnout Inventory (MBI) (1981) and the Turnover Intentions Questionnaire (TIQ) (2008). The results indicated that there is a significant positive relationship between Eemotional Eexhaustion and turnover, Eemotional Eexhaustion and workaholism, Ddepersonalisation and workaholism, and workaholism and turnover intention. In addition, the results further indicated a strong negative relationship between Ppersonal Aaccomplishment and Tturnover Iintention. The results further showed that a medium positive relationship between Ddepersonalisation and turnover intention exists. The regression analysis indicated that a significant proportion of the variance in turnover intention is explained by Eemotional Eexhaustion. Conclusions were drawn, and recommendations are made to the uUniversity in order to address this potential problem.
2021-04-30
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Washelesky, March. "The Hero of Everything: Representation of Disability in Fantasy." Ohio University Honors Tutorial College / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1619105536960236.
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Kuncová, Kateřina. "Duševní hygiena manažera ve stavebnictví." Master's thesis, Vysoké učení technické v Brně. Fakulta stavební, 2016. http://www.nusl.cz/ntk/nusl-240024.
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This thesis deals with the issue of mental hygiene of the construction engineering manager from various angles. The theoretical part defines and describes characteristics of management and mental hygiene. The practical part contains hypothesis related to mental hygiene. Based on the hypothesis, there was compiled and evaluated a questionnaire. That was the main basis for the evaluation of hypotheses. The result is a summary of findings about mental hygiene of the construction engineering managers.
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Pieterse, Ferdinandus Lukas Johannes Bartholomeus. "Roles and wellness of human resource professionals / Ferdinandus Lukas Johannes Bartholomeus Pieterse." Thesis, North-West University, 2007. http://hdl.handle.net/10394/1435.
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Lundkvist, Erik. "Side effects of being tired : burnout among Swedish sport coaches." Doctoral thesis, Umeå universitet, Institutionen för psykologi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-98056.
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Burnout is a psychological concept that have got much attention since it was first defined in the middle of the 1970s. Although the definition of burnout differ there is consensus about exhaustion as the most important part of the concept. Burnout have also been in focus in sport psychology research. Mostly athletes have been studied but interest the coach profession have also been of interest. Research on coach burnout have mostly been directed towards demographic variables, organizational issues, behaviors and emotions and more holistic perspectives covering larger models or theories. The aims with this thesis was to try to fill some of the knowledge gaps from earlier coach burnout research with three studies. Study 1 aimed to study subjective experiences associated with perceived causes and symptoms of burnout and the subsequent recovery process. Eight elite soccer coaches who previously had been troubled with high scores of the exhaustion was interviewed. We found two burnout profiles that matched the coaches’ perceived causes of burnout. The first was associatedwith problems in handling the performance culture itself and the second had to do with the overall situation, including workload, family and health. Our findings describe coach burnout as stemming from a combination of issues, related to both home and work. When combined with work overload, coaches who have problems handling the performance culture in elite sports, and who lack the tools to enhance recovery, are particularly vulnerable to burnout. Study 2 focused on evaluating three self-report burnout measures that are available for researchers to use. Our analysis included Maslach Burnout Inventory (MBI), Oldenburg Burnout Inventory (OLBI) and Coach Burnout Questionnaire (CBQ). The main findings were that there are psychometric problems with all three measures and that MBI and OLBI cover similar definitions of burnout and CBQ cover somewhat different dimensions. Of the three methods that were tested CBQ seem to be most suitable for the coaching context. However, CBQ also have several problems and other burnout measures need to be evaluated in the coach context. Study 3 focused on the associations between workaholic tendencies and combining coaching job with having a family or a spouse, which can be a stressor since the work situation and family situation can be hard to combine. The main findings were that work seem to interfere more with family life than family life interfere with working live. Further workaholic tendencies and exhaustion was not associated. When interpreting the aggregated results from the thesis there are two main findings. First, the way coach burnout has been measured until now is unsatisfying. Although the development of a coach specific measure (CBQ) is promising, further development is needed, both when it comes to the theoretical aspects of the burnout construct and psychometric issues. Second, the symptoms and perceived causes in coach burnout is highly individual and makes burnout a very personal experience. Future research should focus on both the origins as well as the measurement of thisdetrimental concept.Utbrändhet är ett psykologiskt begrepp som har fått mycket uppmärksamhet sedan den först introducerades i mitten av 1970-talet. Även om synen på vad utbrändhet är skiljer sig åt finns en enighet om att utmattning är huvudsymptomet. Utbrändhet har studerats inom idrottspsykologisk forskning sedan början av 1980-talet. Mestadels har intresset legat på idrottare men intresse har också riktats mot tränaryrket. Forskning om tränares utbrändhet har främst intresserat sig för demografiska variabler, organisationens påverkan, beteenden och känslor samt mer övergripande modeller eller teorier som täcker flera områden. Syftet med denna avhandling var att försöka fylla en del av de kunskapsluckor som funnits i tidigare forskning med tre studier. Studie 1 syftade till att studera tränares subjektiva upplevelser av utmattning kopplat till upplevda orsaker och symptom av utbrändhet samt vägen tillbaka från utbrändhet. Åtta elitfotbollstränare som tidigare hade haft problem med utmattning intervjuades. Huvudresultatet i studien var att det fanns två sätt att uppfatta utbrändhetsprocessen. Antingen såg man miljön runt elitfotbollen som den stora orsaken eller så upplevdes hela livssituationen med små stressande händelser kopplade till arbetsbelastning, familj och hälsa som problematiska. Studie 2 fokuserade på att utvärdera tre frågeformulär som är lämpliga i en tränarkontext. I analysen ingår Maslach Burnout Inventory (MBI), som oftast använts, Oldenburg Burnout Inventory (OLBI) och Coach Burnout Questionnaire (CBQ). De viktigaste resultaten var att det dels finns problem med alla tre samt att MBI och OLBI täcker liknande definitioner av utbrändhet medan CBQ mäter lite andra aspekter. Slutsatsen från studien är att CBQ verkar passa bäst för den kontext där idrottstränare arbetar även om CBQ också har en del problematiska inslag. Studie 3 fokuserade på arbetsnarkomani och att kombinera tränarjobb med familjeliv har ett samband med utmattning. Huvudresultaten i studie 3 var att det framförallt verkar vara arbetet som störa familjelivet än familjelivet som stör arbetslivet. Ytterligare fanns inget statistiskt stöd att arbetsnarkomani skulle ha ett samband med utmattning. När det sammanlagda resultatet från hela avhandlingen tolkas utifrån vilken ny kunskap denna avhandling tillför finns två huvudbidrag. Det första är att problemen med de frågeformulär som hittills använts för att mäta utbrändhet har lyfts upp. Även om det är lovande att det utvecklats ett idrottsspecifikt formulär finns tillgängligt så finns det både teoretiska och mättekniska aspekter som behöver utvecklas. Det andra bidraget är att de symptom som ingår i upplevelsen av utbrändhet verkar vara olika för olika individer. Framtida forskning bör fokusera både på hur teoretiska och mättekninska aspekter av utbrändhetsbegreppet.
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Petrusevičienė, Živilė. "Darbuotojų įsitraukimo į darbą aspektų ir profesinio pervargimo sąsajos." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130603_142647-55695.
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Tyrimo tikslas – nustatyti įsitraukimo į darbą aspektų (pozityviojo įsitraukimo į darbą, negatyviojo įsitraukimo į darbą) ir profesinio pervargimo sąsajas.
Tyrime dalyvavo 332 įvairias pareigas užimantys darbuotojai, iš jų 70 vyrų (amžiaus vid.= 42,23; SD = 13,037) ir 259 moterys (amžiaus vid.= 40,26; SD = 11,51), 3 tirti asmenys lyties nenurodė.
Pozityvusis įsitraukimas į darbą buvo matuojamas naudojant Utrecht pozityviojo įsitraukimo į darbą klausimyną (Utrecht work engagement scale - UWES; Schaufeli ir Bakker, 2003). Negatyvusis įsitraukimas į darbą buvo matuojamas naudojant Priklausomybės nuo darbo rizikos klausimyną (Work addiction risk test - WART; Robinson, 1999, modifikuota Flowers ir Robinson, 2002). Profesinis pervargimas buvo matuojamas Kopenhagos Profesinio pervargimo klausimynu (Copenhagen Burnout Inventory – CBI; Borritz, Kristensen, 2004).
Pagrindiniai tyrimo rezultatai parodė, kad pozityvusis įsitraukimas į darbą, negatyvusis įsitraukimas į darbą ir profesinis pervargimas yra trys atskiri, tačiau tarpusavyje susiję reiškiniai: energingumas (pozityviojo įsitraukimo į darbą komponentas) susijęs su profesiniu pervargimu, pasinėrimas į darbą (pozityviojo įsitraukimo į darbą komponentas) - su negatyviuoju įsitraukimu į darbą, su klientais susijęs pervargimas (profesinio pervargimo komponentas) – su sutrikusia komunikacija (negatyviojo įsitraukimo į darbą komponentas). Taip pat nustatyta, jog profesinį pervargimą prognozuoja įsitraukimo į darbą aspektai:... [toliau žr. visą tekstą]The aim of the study was to identify the relationship among aspects of employee's work involvement and burnout. The participants of the present study were 332 employees of a different work domains (259 females and 70 males). Utrecht work engagement scale - UWES (Schaufeli & Bakker, 2003) was used to measure work engagement. Work addiction risk test – WART (Robinson, 1999; modified by Flowers & Robinson, 2002) was used to measure workaholism. The Copenhagen Burnout Inventory – CBI, (Borritz & Kristensen, 2004) was used to measure burnout. Major research findings showed that work engagement, workaholism and burnout were three distinct, but related concepts: vigor (component of work engagement) was related to burnout; absorption (component of work engagement) was related to workaholism; client - related burnout (component of burnout) was related to impaired communications (component of workaholism). Similarly, it was determined that burnout was predicted by aspects of work involvement: work engagement predicted decreases of burnout; workaholism predicted increases of burnout.
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Didier, Jon. "Art, avoidism, and automation." Honors in the Major Thesis, University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1400.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.Bachelors
Arts and Humanities
Fine Art
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Carrier-Vernhet, Amandine. "Implication organisationnelle et épuisement professionnel : une analyse par la théorie de la conservation des ressources." Phd thesis, Université de Grenoble, 2012. http://tel.archives-ouvertes.fr/tel-00770161.
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Si les fragilités individuelles et les conditions de travail sont accusées de conduire à l'épuisement professionnel, cela n'explique pas pourquoi un individu décide de s'enfermer dans une situation intenable pouvant le mener au suicide plutôt que de mettre fin au lien l'unissant à son organisation. Ce lien se nomme l'implication organisationnelle (Mathieu et Zajac, 1990). Ainsi, dans un contexte où les organisations cherchent à renforcer le lien qui les unit à chacun de leurs salariés, nous nous interrogeons sur le rôle joué par l'implication organisationnelle dans l'explication de l'épuisement professionnel. L'implication organisationnelle est un concept multidimensionnel (Meyer et Allen, 1991) négativement lié à l'épuisement professionnel, notamment dans sa dimension affective. Les études relatives aux autres dimensions sont beaucoup plus rares. Par ailleurs, Meyer et Maltin (2010) soulignent la contradiction des recherches s'intéressant au lien indirect entre l'implication organisationnelle et l'épuisement professionnel. Dans cette recherche nous nous intéresserons à toutes les dimensions de manière simultanée à l'aide d'une approche par profil permettant de capter les interactions entre les dimensions (Meyer et al., 2012). Le lien direct et indirect qui unit implication organisationnelle et épuisement professionnel sera étudié à la lumière de la conservation des ressources. Pour cela, nous mobilisons une méthodologie mixte combinant principalement une étude qualitative et deux études quantitatives. Les données analysées dans cette recherche défendent la thèse selon laquelle l'implication organisationnelle est une ressource à double tranchant qui permet de protéger les individus de l'épuisement professionnel mais qui peut devenir néfaste sous certaines conditions.
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Serrano, Fernández María José. "PASIÓN Y ADICCIÓN AL TRABAJO: UNA INVESTIGACIÓN PSICOMÉTRICA Y PREDICTIVA." Doctoral thesis, Universitat Rovira i Virgili, 2014. http://hdl.handle.net/10803/284044.
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Antecedents: L’Addicció al treball i la Passió pel treball tenen una gran influència en la salut laboral dels treballadors. En aquest context, els objectius plantejats són tres: (1) L'adaptació al castellà de l'Escala de Passió pel Treball (PTW) de Vallerand i Houlfort i el Qüestionari d'Estils de Vida (HPLP-II) de Walker i Hill-Polerecky; (2) Determinar si la Passió pel treball i l'Addicció al treball són constructes diferents; i (3) Identificar la capacitat predictiva de variables criteri sobre l'Addicció al treball i la Passió pel treball.
Mètode: Els participants han estat 513 treballadors de Catalunya, obtinguts mitjançant un mostreig no probabilístic. S'han utilitzat els programes FACTOR (versió 7.2) i SPSS 20.0.
Resultats: En l'escala PTW, els resultats del AFC (ESEM) recolzen el model de dos factors (Passió Harmoniosa i Passió Obsessiva). En l'escala sobre estil de vida (HPLP-II) l'estructura interna es redueix de sis a quatre factors (Responsabilitat cap a la salut, Activitat física, Nutrició, i Creixement espiritual i relacions interpersonals). Les dues escales presenten una fiabilitat adequada i indicis de validesa amb: Burnout, Irritació, Engagement i Autoeficàcia. A més, queda demostrada que l'Addicció al treball i la Passió pel treball són constructes diferents. També, es determina la capacitat predictiva de variables com a Personalitat, Engagement, Autoeficàcia, ICO, Satisfacció per la vida i Estil de vida sobre l'Addicció al treball i la Passió pel treball.
Conclusions: Les Escala PTW i el Qüestionari HPLP-II, són instruments fiables i vàlids, adequats per ser usats en castellà. L'Addicció al Treball i la Passió pel Treball són constructes diferents. L'Addicció al Treball i la Passió pel Treball es poden predir mitjançant determinades variables (Personalitat, Engagement, Autoeficàcia, ICO, Satisfacció per la Vida i Estil de Vida).Antecedentes: La Adicción al trabajo y la Pasión por el trabajo tienen una gran influencia en la salud laboral de los trabajadores. En este contexto, los objetivos planteados son tres: (1) La adaptación al castellano de la Escala de Pasión por el Trabajo (PTW) de Vallerand y Houlfort y el Cuestionario de Estilos de Vida (HPLP-II) de Walker y Hill-Polerecky; (2) Determinar si la Pasión por el trabajo y la Adicción al trabajo son constructos diferentes; y (3) Identificar la capacidad predictiva de variables criterio sobre la Adicción al trabajo y la Pasión por el trabajo. Método: Los participantes han sido 513 trabajadores de Cataluña, obtenidos mediante un muestreo no probabilístico. Se han utilizado los programas FACTOR (versión 7.2) y SPSS 20.0. Resultados: En la escala PTW, los resultados del AFC (ESEM) apoyan el modelo de dos factores (Pasión Armoniosa y Pasión Obsesiva). En la escala sobre estilo de vida (HPLP-II) la estructura interna se reduce de seis a cuatro factores (Responsabilidad hacia la salud, Actividad física, Nutrición, y Crecimiento espiritual y relaciones interpersonales). Las dos escalas presentan una fiabilidad adecuada e indicios de validez con: Burnout, Irritación, Engagement y Autoeficacia. Además, queda demostrada que la Adicción al trabajo y la Pasión por el trabajo son constructos diferentes. También, se determina la capacidad predictiva de variables como Personalidad, Engagement, Autoeficacia, ICO, Satisfacción por la vida y Estilo de vida sobre la Adicción al trabajo y la Pasión por el trabajo. Conclusiones: Las Escala PTW y el Cuestionario HPLP-II, son instrumentos fiables y válidos, adecuados para ser usados en castellano. La Adicción al Trabajo y la Pasión por el Trabajo son constructos diferentes. La Adicción al Trabajo y la Pasión por el Trabajo se pueden predecir mediante determinadas variables (Personalidad, Engagement, Autoeficacia, ICO, Satisfacción por la Vida y Estilo de Vida).
Background: Workaholism and passion at work have a great influence on the occupational health of workers. In this context, the objectives are threefold: (1) Adapting to Spanish the Passion for Work Scale (PTW) (Vallerand Houlfort) and the Lifestyle Questionnaire (HPLP-II) (Hill-Walker Polerecky); (2) Determining whether the Passion at work and Workaholism are different constructs; and (3) Identifying the predictive ability of criterion variables on Workaholism and Passion at work. Method: Participants were 513 workers in Catalonia, obtained using a non-probability sampling. We used the FACTOR program (version 7.2) and SPSS 20.0. Results: In the PTW scale, the results of the AFC (ESEM) supported the two-factor model (Harmonious Passion and Obsessive Passion). On the lifestyle scale (HPLP-II) the internal structure is reduced from six to four factors (Responsibility towards health, Physical activity, Nutrition, and Spiritual growth and interpersonal relationships). The two scales have adequate reliability and evidence of validity with Burnout, Irritation, Engagement and Self-Efficacy. Furthermore, it is demonstrated that Workaholism and Passion at work are different constructs. The predictive power of variables such as Personality, Engagement, Self-Efficacy, ICO, Life satisfaction and Lifestyle on Workaholism and Passion at work is also determined. Conclusions: PTW Scale and Questionnaire HPLP-II, are reliable and valid instruments, suitable to be uses in Spanish. The Workaholism and Passion at work are different constructs. Workaholism and Passion at work can be predicted by certain variables (Personality, Engagement, Self-Efficacy, ICO, Life satisfaction and Lifestyle).
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Sriput, Vajiraporn. "Engagement au travail, addiction au travail & orientation culturelle : le cas d’entreprises enThaïlande." Thesis, Montpellier 3, 2016. http://www.theses.fr/2016MON30021/document.
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Cette recherche s’inscrit dans le domaine du management interculturel et du comportementorganisationnel. Plus précisément, elle examine la relation et les interactions entre cultureet engagement au travail, voire le sur-engagement ou addiction au travail. Dans cette perspective,nous tentrons d’analyser l’influence de la culture sur l’engament au travail et d’identifier,à partir du modèle de G. Hofstede. Les dimensions qui prédisposent à l’addiction au travail.Nous essayons également, pour les diverses variables culturelles (démographiques et autres),de déterminer également le niveau de leur impact en situation de travail. Nous étudierons parexemple les variables du genre, statut familial, générationnelle, le niveau d’éducation, d’expérienceet l’ancienneté (dans l’entreprise et dans le poste actuel), la position hiérarchique, ledegré d’autonomie.Par conséquent, cette étude va s’attacher à :1) Examiner les dimensions culturelles, l’engagement et l’addiction au travail, etleur interaction.2) Démontrer le poids de la culture sur ces derniers ; comparé aux variables évoquéessupra (genre, statut familial, génération, etc.).3) Modéliser le type de relations existantes entre les dimensions culturelles deHofstede, avec l’engagement au travail et de l’addiction au travail.4) Démontrer l’influence de l’engagement au travail sur l’addiction au travail.L’étude a été réalisée dans 48 entreprises dans les secteurs de l’automobile, de l’électroniqueet de l’électrique, et du secteur hôtelier en Thaïlande, avec 403 participants.Les résultats montrent que trois des dimensions culturelles d’Hofstede, à savoir la distancehiérarchique, la dimension masculinité/féminité, et l’orientation sur le long-terme obtiennentun score plutôt élevé, l’individualisme et le collectivisme ont un score modéré à bas, et lecontrôle de l’incertitude obtient un score basL’influence de la dimension masculine a été observée pour l’engagement au travail. Parailleurs, l’engagement au travail parmi les participants va de modéré à haut, alors que le niveaud’addiction au travail va de modérer à bas, et les niveaux d’engagements au travail sont différentsentre les groupes de gens célibataires et le groupe de gens mariés. Il sens ce qu’il n’yavoir ait pas de lien entre l’engagement au travail et l’addiction au travail. Pour de futuresétudes, ces résultats donnent un modèle pour l’engagement au travail motivé par la culture, ens’orientant sur l’addiction au travailThis present study aims at the influence of culture by applying five cultural dimensions:power distance, individualism versus collectivism, masculinity versus femininity, uncertaintyavoidance, and long-term orientation, to study their relationships with work engagement inorder to create the work engagement model driven by culture and orientation to workaholism.The study had been done in 48 companies in automobile, electronic and electronic, and hotelsectors in Thailand, with 403 participants. The result shows the score of three cultural dimensionsinclude power distance, masculinity, and long-term orientation are moderate to high, individualismis moderate to low, and uncertain voidance score is low. In addition to the powerdistance and individualism levels are varied according to educational levels. Furthermore, thework engagement level among participants is moderate to high, while workaholism level ismoderate to low, and the work engagement levels are difference between single and marriedgroup. The influence of masculinity had been found in work engagement and workaholism,thus masculinity culture can drive work engagement and workaholism. In addition to, there isno relationship between work engagement and workaholism
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Müller, Mariana Morosini. "Worklovers : realidade ou mito?" reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2007. http://hdl.handle.net/10183/10066.
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Trata-se de uma pesquisa descritiva, em forma de um estudo de caso, que tem como questão norteadora analisar o conceito e as características do indivíduo Worklover, no intuito de verificar se ele realmente existe ou se não é uma nova denominação para Workaholic. Para tanto, fez-se uma apresentação da organização do trabalho, do trabalho organizacional, da dialética prazer e sofrimento no trabalho e da evolução do hospitais, do trabalho hospitalar e do trabalho médico. A coleta de dados foi realizada através de entrevistas semi-estruturadas com oito médicos de uma mesma organização hospitalar. Para a análise dos dados, utilizou-se a metodologia da análise de conteúdo. Os resultados são apresentados em três conjuntos de categorias: vinte e cinco Categorias Iniciais, posteriormente reagrupadas em nove Categorias Intermediárias e, por último, sintetizadas em quatro Categorias Finais: o significado do trabalho médico, a realidade médica brasileira, recompensas da profissão e a dialética prazer e sofrimento. Os resultados obtidos permitiram que fosse feita a análise do conceito e características do Worklover. Além disso, os eles também mostraram a relação entre a vida profissional e pessoal dos entrevistados e algumas fontes de sofrimento e prazer no trabalho.The following text is a descriptive research, in study of a case form, that has its central topic on analysing the concept and characteristics of a worklover individual, with the aim of verifying whether such concept really exists or if it is a new denomination for workaholic. For this purpose, a presentation on work organization, organizational work, dialectic between pleasure and suffering in the work environment and hospitals evolution, hospital work and medical work was carried out. Data were collected through semi-structured interviews with eight doctors of a same medical organization. For data analysis, the methodology of Content Analysis was used. Results are presented in three sets of categories: twenty-five initial categories, subsequently regrouped in to nine intermediate categories which were later rearranged in four final categories: the significance of the medical work, the Brazilian medical reality, professionals rewards and the dialect between pleasure and sufferance. The obtained outcomes led to an analysis of the concept of a worklover and its characteristics. In addition to that, the results also showed the relation between professional and personal lives of the interviewers as well as sources of pleasure and suffering at work.
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Sriput, Vajiraporn. "Engagement au travail, addiction au travail & orientation culturelle : le cas d’entreprises enThaïlande." Electronic Thesis or Diss., Montpellier 3, 2016. http://www.theses.fr/2016MON30021.
Full textAbstract:
Cette recherche s’inscrit dans le domaine du management interculturel et du comportementorganisationnel. Plus précisément, elle examine la relation et les interactions entre cultureet engagement au travail, voire le sur-engagement ou addiction au travail. Dans cette perspective,nous tentrons d’analyser l’influence de la culture sur l’engament au travail et d’identifier,à partir du modèle de G. Hofstede. Les dimensions qui prédisposent à l’addiction au travail.Nous essayons également, pour les diverses variables culturelles (démographiques et autres),de déterminer également le niveau de leur impact en situation de travail. Nous étudierons parexemple les variables du genre, statut familial, générationnelle, le niveau d’éducation, d’expérienceet l’ancienneté (dans l’entreprise et dans le poste actuel), la position hiérarchique, ledegré d’autonomie.Par conséquent, cette étude va s’attacher à :1) Examiner les dimensions culturelles, l’engagement et l’addiction au travail, etleur interaction.2) Démontrer le poids de la culture sur ces derniers ; comparé aux variables évoquéessupra (genre, statut familial, génération, etc.).3) Modéliser le type de relations existantes entre les dimensions culturelles deHofstede, avec l’engagement au travail et de l’addiction au travail.4) Démontrer l’influence de l’engagement au travail sur l’addiction au travail.L’étude a été réalisée dans 48 entreprises dans les secteurs de l’automobile, de l’électroniqueet de l’électrique, et du secteur hôtelier en Thaïlande, avec 403 participants.Les résultats montrent que trois des dimensions culturelles d’Hofstede, à savoir la distancehiérarchique, la dimension masculinité/féminité, et l’orientation sur le long-terme obtiennentun score plutôt élevé, l’individualisme et le collectivisme ont un score modéré à bas, et lecontrôle de l’incertitude obtient un score basL’influence de la dimension masculine a été observée pour l’engagement au travail. Parailleurs, l’engagement au travail parmi les participants va de modéré à haut, alors que le niveaud’addiction au travail va de modérer à bas, et les niveaux d’engagements au travail sont différentsentre les groupes de gens célibataires et le groupe de gens mariés. Il sens ce qu’il n’yavoir ait pas de lien entre l’engagement au travail et l’addiction au travail. Pour de futuresétudes, ces résultats donnent un modèle pour l’engagement au travail motivé par la culture, ens’orientant sur l’addiction au travailThis present study aims at the influence of culture by applying five cultural dimensions:power distance, individualism versus collectivism, masculinity versus femininity, uncertaintyavoidance, and long-term orientation, to study their relationships with work engagement inorder to create the work engagement model driven by culture and orientation to workaholism.The study had been done in 48 companies in automobile, electronic and electronic, and hotelsectors in Thailand, with 403 participants. The result shows the score of three cultural dimensionsinclude power distance, masculinity, and long-term orientation are moderate to high, individualismis moderate to low, and uncertain voidance score is low. In addition to the powerdistance and individualism levels are varied according to educational levels. Furthermore, thework engagement level among participants is moderate to high, while workaholism level ismoderate to low, and the work engagement levels are difference between single and marriedgroup. The influence of masculinity had been found in work engagement and workaholism,thus masculinity culture can drive work engagement and workaholism. In addition to, there isno relationship between work engagement and workaholism
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North, Robert Scott. "Karoshi and the politics of workers' compensation in Japan." 1994. http://catalog.hathitrust.org/api/volumes/oclc/32935451.html.
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Perpétuo, Flávia Mariana Mendes. "O papel do capital psicológico no workaholism." Master's thesis, 2016. http://hdl.handle.net/10316/32914.
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A presente investigação teve como principal objetivo averiguar o capital psicológico enquanto fator preditor do workaholism. A crescente relevância destas temáticas, associada à inexistência de estudos que interrelacionem estes constructos evidencia uma lacuna à qual esta investigação pretende dar resposta. Para tal, uma amostra de 300 colaboradores, em empresas sediadas em Portugal, respondeu a dois questionários: (1) PsyCap Questionnaire; (2) Workaholism Battery – versão reduzida. Recorreu-se a uma Análise de Regressão Múltipla Hierárquica com o intuito de perceber se as dimensões do workaholism podem ser previstas a partir das dimensões do capital psicológico. Os resultados sugerem a existência de uma relação positiva moderada entre capital psicológico e workaholism. A análise de regressão múltipla hierárquica permitiu perceber que nem todas as dimensões caracterizadoras do capital psicológico têm a mesma importância na antecipação do workaholism. O preditor de maior influência, obtido através desta análise, refere-se à esperança, sugerindo que maiores níveis de esperança antecipam maiores níveis de prazer pelo trabalho e impulsão para o trabalho. Destaca-se, igualmente, o papel preditor da autoeficácia no envolvimento com o trabalho. E, por fim, o papel preditor do otimismo no prazer pelo trabalho e na impulsão para o trabalho. Esta investigação contribui para o aprofundamento do conhecimento sobre a relação entre as variáveis estudadas. Possui, ainda, um potencial não negligenciável em termos da melhoria da qualidade de vida dos colaboradores e dos resultados organizacionais, uma vez que permite vislumbrar novos caminhos para a gestão das pessoas e das organizações.The present investigation was concerned with the study of psychological capital as a factor with influence in prediction of workaholism. The constant importance of this thematic, in association of the lack of studies that relate this constructs, highlights the gap that is the base of this research. On this research, was studied and analyzed the responses of 300 collaborators of Portuguese companies in two types of questionnaires: (1) PsyCap Questionnaire; (2) Workaholism Battery – small version. as used a hierarchical multiple regression analysis in order to understand if the workaholism dimensions can be predicted using psychological capital dimensions. The results suggest a existence of a moderate positive relation between psychological capital and workaholism. The analysis of the hierarchical multiple regression allowed to recognize that not all dimensions characterizing the psychological capital have the same importance and relevance on the increasing of workaholism. The highest influence predictor relates to hope, suggesting that higher levels of hope anticipate higher levels of pleasure at work and impulse for the job. Also, highlight the predict role of self-efficacy in work involvement. And, finally, the predict role of optimism in pleasure at work and impulse for the job. This research contributes to increasing knowledge of the relation among the variables studied. Also has an appreciable potential in terms of improve of quality of life of employees and organizational outcomes since it allows discerning novel courses for the management of people and organizations.
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Melo, António Catroga de. "Workaholism e burnout : quando devemos procurar um quadro subjacente de workaholism?" Master's thesis, 2020. http://hdl.handle.net/10451/46494.
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Trabalho Final do Curso de Mestrado Integrado em Medicina, Faculdade de Medicina, Universidade de Lisboa, 2020A profissão de uma pessoa, isto é, o seu trabalho, é uma parte fundamental da sua vida, existindo, no entanto, patologia associada a este contexto. Sabe-se que existe uma relação íntima entre o workaholism (compulsão incontrolável de trabalhar incessantemente) e o burnout (resposta a stress ocupacional crónico que causa exaustão emocional, despersonalização e diminuição da eficácia profissional), apesar desta ainda não ser completamente entendida. Assim, com o objetivo de entender melhor a relação entre estes dois conceitos e averiguar se, num doente com um episódio agudo de burnout, se deve pesquisar um quadro subjacente de workaholism, foram analisados 10 artigos que estudam a interação entre estes dois conceitos. Como principal conclusão desta análise, destaca-se o facto do workaholism não só se encontrar intimamente associado ao burnout, como também num trabalhador com um quadro de workaholism existir um aumento comprovado da probabilidade deste vir a desenvolver um quadro de burnout no futuro. Deste modo, podemos inferir que, teoricamente, perante um indivíduo com episódios agudos de burnout que recorre aos cuidados de saúde, seja benéfico e oportuno a aplicação de um questionário diagnóstico de workaholism. Todavia, faltam estudos mais específicos, isto é, que dentro de uma amostra de trabalhadores com episódios de burnout, analisam a prevalência do workaholism. Por outro lado, faltam também mais estudos de validação das diferentes ferramentas utilizadas no diagnóstico do workaholism.
A person’s profession, that is, their job, is a fundamental part of that person’s life; however, it is sometimes associated with pathology. Although we know there is a close relationship between workaholism (an incontrollable compulsion to work incessantly) and burnout (a response to chronic occupational stress that causes emotional exhaustion, depersonalization and a reduced professional efficacy), this relationship is complex and not yet fully understood. With two main objectives - getting a better understanding between these two concepts and to assess if a physician, when dealing with a patient that presents with an episode of burnout, should screen for an underlying case of workaholism – 10 articles that study the relationship between these 2 concepts were analysed. The main conclusion of this analysis was that not only is workaholism closely associated with burnout, a worker that is diagnosed with the first has an increased probability to develop the second in the near future. With this in mind, we can assess that, theoretically, while dealing with a patient that presents with an episode of burnout, it is both beneficial and logical to apply to said patient a workaholism diagnostic questionnaire. However, further research is needed, including more targeted studies that determine the prevalence of workaholism in a sample of workers who had episodes of burnout. Also, studies that validate the different questionnaires that help diagnose workaholism are also lacking.
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Soares, Patrícia Alexandra Fonseca. "O excesso de trabalho mata ou dá prazer? Desvendando o workaholismo em Portugal." Master's thesis, 2008. http://hdl.handle.net/10400.12/3862.
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Este estudo apresenta como objectivo definir o workaholismo segundo as perspectivas dos sujeitos, procurando identificar também quais os antecedentes e consequências desta problemática em Portugal.
É um estudo exploratório, designado por estudo misto sequencial, uma vez que é constituído por duas fases: uma primeira fase quantitativa (aplicação de questionários de aferição do grau de workaholismo) e uma segunda fase qualitativa (realização de entrevistas semi-estruturadas aos dez sujeitos que revelarem um maior grau de workaholismo).
Através da análise de conteúdo efectuada aos resultados das entrevistas foi possível obter uma definição de workaholismo, direccionada para o comportamento obsessivo e aditivo perante o trabalho. Foram eleitos alguns antecedentes na sua maioria associados a factores sociais, organizacionais e características individuais e também consequências nefastas essencialmente ao nível emocional e de saúde. Emergiram ainda algumas opiniões em relação aos workaholicos e à forma como é encarada a existência do workaholismo em Portugal.
Limitações e pistas para estudos futuros são igualmente discutidas.ABSTRACT: This study shows as goal to define the workaholism by the prespective of the subjects, which also aim to identify the background and consequences of this problem in Portugal. It is an exploratory study, called sequential mixed study, since it is composed of two phases: a quantitive first phase (application of questionnaires to gauge the degree of workaholism) and a qualitative second stage (realization of semi-structured interviews for the ten subjects that reveal a greater degree of workaholism). Through content analysis of the results of interviews made, it was able to get a definition of workaholism, directed to the obsessive and additive behavior towards the job. Some antecedents have been elected as mostly related to social factors, organizational and individual characteristics and also harmful consequences essentially to emotional and health level. Still a few opinions emerged regarding workaholics and how it sees the existence of workaholism in Portugal. Limitations and clues for future studies are also discussed
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Santos, Nancy Maria da Silva. "O Workaholism nos Advogados Portugueses." Master's thesis, 2019. https://hdl.handle.net/10216/124029.
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Santos, Nancy Maria da Silva. "O Workaholism nos Advogados Portugueses." Dissertação, 2019. https://hdl.handle.net/10216/124029.
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MOLINO, MONICA. "Workaholism: Definitions, measures, and dynamics." Doctoral thesis, 2013. http://hdl.handle.net/2318/141852.
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Liu, Chia-Hao, and 劉家豪. "The Antecedents and Consequences of Workaholism." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/58971946876999130226.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系碩士班
96
In the typical 21st-century career, workaholism has received considerable attention in popular press, most definitions of workaholism convey the notion of singular commitment to work to the detriment of extra work activities. our understanding it based on research evidence is quiet limited especially antecedents of Workaholism. The purpose of this study is to examine the relationship of Workaholism antecedents. Data was collected from 275 bankers, insurance and high-tech workers to analyzed to measure the relationship amongst the constructs. The results indicated significant relationship with affect trait, perfectionism, job demands, job insecurity, organization culture. Those reasons will be effected to lead to Workaholism. These findings provided a partial replications of previous conclusions based on antecedents of Workaholism and to study the job performance.
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Senholzi, Meredith A. English R. William. "The validation and generalization of the Work Attitudes and Behaviors Inventory (WABI)." Diss., 2005. http://etd.lib.fsu.edu/theses/available/etd-07082005-164520.
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Thesis (Ph. D.)--Florida State University, 2005.Advisor: Dr. R. William English, Florida State University, College of Education, Dept. of Educational Psychology and Learning Systems. Title and description from dissertation home page (viewed Sept. 19, 2005). Document formatted into pages; contains xi, 136 pages. Includes bibliographical references.
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Hulley, Gillian. "Workaholism among South African professionals: family competence and wellbeing." Thesis, 2010. http://hdl.handle.net/10539/7939.
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ABSTRACT
Individuals working to excess are often described as workaholics or work addicts. These are people who are said to choose to neglect other life interests in favour of work. Recent studies indicate that workaholism may have a negative effect on employee health and wellbeing (Vodanovich & Piotrowski, 2006). Workaholics have been found to report more physical and psychological health problems as well as difficulty in maintaining healthy relationships outside their jobs. Given the problems presented by workaholism, this study will examine the effects of workaholism on the health and family functioning of South African professionals and managers and whether this relationship is moderated by job control. Data was collected through the use of self-report questionnaires and included a sample of 80 professionals and managers. Spearmans correlations and two-way Anovas were used to statistically analyse the data. Results indicate that only a small percentage of managers and professionals in South Africa appear to be workaholics and that there is no relationship between workaholism and general health, or workaholism and family competence. Although, drive, a component of workaholism appears to have a positive impact on general health.
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Yeh, Tzu-Hsin, and 葉姿欣. "The relationships among extrinsic motivation, workaholism, and job performance." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/32094291832729516982.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
101
The present study is going to examine the relationships among extrinsic motivation, workaholism and job performance. The moderating effect of income level, position level, goal commitment and political skill are discussed in this study as well. The results found that part of extrinsic motivation is positively related to working compulsively, but other hypotheses are not supported in this study. However, we also accidentally found job demand is positively related to working excessively and goal commitment and political skill negatively moderate the relationship between working excessively and organizational citizenship behavior towards the organization (OCBO).
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Crudeli, Alessandro. "Workaholics profiles: The role of Psychological Capital and Emotional Intelligence." Master's thesis, 2017. http://hdl.handle.net/10316/81458.
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Dissertação de Mestrado em Psicologia do Trabalho, das Organizações e dos Recursos Humanos apresentada à Faculdade de Psicologia e de Ciências da EducaçãoResumoOBJETIVOSNo presente estudo procuramos investigar o capital psicológico e a inteligência emocional enquanto fatores influenciadores na predição de diferentes perfis de workaholism.METODOLOGIAA amostra é composta por 300 colaboradores com situações profissionais diferenciadas a laborar em empresas portuguesas.Os participantes responderam a 3 questionários diferentes, validados de acordo com a sua dimensionalidade e fidelidade: (1) Workaholism Battery (WorkBAT) da autoria de Spence & Robbins (1992); (2) Emotional Intelligence Scale da autoria de Rego et al. (2007); e (3) PsyCap Questionnaire que foi construído pela primeira vez por Luthans, Youssef and Avolio (2007), que foi traduzido e adaptado para o contexto português por Machado (2008)RESULTADOSOs resultados sugerem a existência de uma relação positiva global moderada entre o capital psicológico e o workaholism, tal como entre a inteligência emocional e o workaholism. As dimensões de capital psicológico e de inteligência emocional evidenciaram importância diferenciada na predição nas dimensões do wokaholism. A análise por clusters, relativamente às dimensões do WorkBAT, refletiram os diferentes perfis dos colaboradores fundadas nas abordagens dos autores Spence & Robbins (1992) e Buelens e Poelmans (2004). Encontramos variações de capital psicológico e a inteligência emocional entre os diferentes perfis de workaholism.CONCLUSÕESEncontramos diferenças relativamente ao capital psicológico e à inteligência emocional nos diferentes perfis de workaholism.
AimsThe aim of this study is to assess the relation between Psychological Capital (PC), Emotional Intelligence (EI) and Workaholism.More in detail, the goal of this research is to investigate psychological capital and emotional intelligence as factor with influence in the prediction of different profiles of workaholism.This study intends to investigate psychological capital and emotional intelligence as factor with influence in the prediction of different profiles of workaholism.MethodologyThe sample is composed by 300 employees with different professional situations in Portuguese companies. Participants answered to three different questionnaires, validated attending to its dimensionality and reliability: (1) Workaholism Battery (WorkBAT) proposed by Spence & Robbins (1992); (2) Emotional Intelligence Scale, proposed by Rego et al. (2007); and (3) PsyCap Questionnaire, developed the first time by Luthans, Youssef and Avolio (2007), and translated and adapted to the Portuguese context by Machado (2008).ResultsThe results suggested the existence of a moderate positive global relationship between psychological capital and workaholism, and between emotional intelligence and workaholism. Dimensions of psychological capital and emotional intelligence had different importance in the prediction of workaholism’s dimensions. Cluster analysis to WorkBAT dimensions reproduced the different profiles of employees based in the Spence and Robbins (1992) and Buelens and Poelmans (2004) approaches. Psychological Capital and Emotional Intelligence varied between workaholics profiles.ConclusionDifferences in terms of Psychological Capital and Emotional Intelligence were found in the different workaholics profiles.
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Liu, Kuei-Chun, and 劉桂君. "Workaholism and Work Outcome: The Moderation Role of Psychological Detachment." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/w6wh8r.
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碩士國立東華大學
企業管理學系
103
The current study examined the moderate role of psychological detachment on workaholism and work outcomes. We draw upon the effort-recovery theory to argue that employees who often feel exhausted as a result of difficulty in psychological detachment after experiencing stressful events in the workplace. We test our survey by sample of 313 full-time employees from different organizations. The results of structural equation model revealed that workaholism is positive association with promotion, negative association with emotional exhaustion, and psychological detachment play the moderation role in the relationship of workaholism and emotional exhaustion. According to this results, we suggested that organizations should enhance employees’ psychological detachment, such as stopping managers from using communication devices (i.e., e-mail or phone) to contact employees.
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Lee, Ying-Chieh, and 李盈潔. "The study of Workaholism, Work Life Balance and Well-being." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/75786516247099738745.
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碩士國立臺灣師範大學
科技應用與人力資源發展學系
102
People in this country usually work overtime, and this makes employees getting workaholic behavior in the workplace. In the modern society people have received heavy pressure from work, and thus the imbalance between work and life had been made. The improved technology causes increasingly blurred circumstance in both working and resting time This study aimed to investigate the prediction of workaholism for the well-being of employee, and considered A company customer service center in Taiwan area as the survey sample. The result reveals that there is no significant between workaholism and well- being. Additionally, the well-being can be predicted value on result and attention on self-behavior. Work life balance can be regarded as the predictive variable of well-being and criterion variable of workaholism. The result of the study indicate that A company shall concern about elementary supervisors’ and senior employees’ work benefits, and makes depth research on well-being and workaholism.
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Teixeira, Joana Salomé Duarte. "O work engagement e o workaholism na perspetiva da família." Master's thesis, 2018. http://hdl.handle.net/1822/56000.
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Dissertação de mestrado em Psicologia AplicadaIndivíduos Work Engaged e Workaholics têm em comum o facto de trabalharem durante longas horas, apresentando, no entanto, motivos e motivações distintas para esse grande investimento em atividades relacionadas com o trabalho. Tendo em conta a quantidade de tempo despendido, estes indivíduos podem ter a qualidade da sua vida familiar comprometida. Numa amostra de 111 indivíduos, empregados em diversos setores de atividade, foi administrada a Utrecht Work Engagernent Scale (UWES) e uma versão adaptada da Dutch Work Addiction Scale (DUWAS). Complementarmente, foi realizada uma entrevista estruturada aos cônjuges/companheiros de cinco indivíduos, com o objetivo de explorar e compreender o impacto que o envolvimento dos indivíduos no seu trabalho tem nas suas famílias e nas restantes áreas da sua vida. Os resultados indicaram que o Work Engagement está associado a consequências positivas no que diz respeito à relação trabalho-família e a todos os outros domínios que compõem a vida dos indivíduos. Por outro lado, o Workaholism parece estar relacionado a um impacto negativo quer relativamente à família, quer a todos os outros papéis da vida dos trabalhadores.
Work Engaged and Workaholics individuals have in common the long working hours, presenting, however, different reasons and motivations for this major investment in work-related activities. Tends in bill the amount of time spent, these individuals may have the quality of their family life committed. In a sample of 111 individuals, employees in several activity section, it was administered the Utrech Work Engagement Scale (UWES) and an adapted version of the Dutch Work Addiction Scale (DUWAS). Complementarily, a structured interview with the partners of five individuals was carried out, with the aim of exploring and understanding the impact that the individuals' involvement in their work has in their families and on their other life' areas. The results showed that Work Engagement is associated with positive consequences regarding the work-family relationship and all other domains that make up the individuals' lives. On the other hand, Workaholism seems to be related with a negative impact, both regarding to the family, and all other roles of the workers' lives.
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Huang, Jui-Chieh, and 黃瑞傑. "Examinations of the Psychometric Properties of the Chinese Version of the ResearchSpence and Robbins’of the Chinese Version of the Workaholism Battery and an Integrated Workaholism Model." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/75399596823877218254.
Full textAbstract:
博士國立臺灣科技大學
管理研究所
97
The current studies examined the psychometric properties of the Chinese version of the Spence and Robbins’ (1992) Workaholism Battery and tested an integrated workaholism model proposed by Ng, Sorensen, and Feldmans’ (2007). Study One examined the reliability and validity of the Chinese version of Workaholism Battery. Using data collected from 1235 full-time workers in Taiwan, results of exploratory factor analyses revealed a five-factor solution for the 25-item Workaholism Battery. The reliability coefficients of the factors ranged from .58 to .88. Significant correlations between the five factors, the Work Addiction Risk Test, career commitment, and job involvement provided evidence for convergent validity. Significant correlations between the five factors and criterion variables (emotional exhaustion, job satisfaction and hours worked per week) provided evidence of concurrent criterion validity. Findings suggest the Taiwanese workers conceptualize workaholism as five dimensions rather than two or three dimensions suggested by previous empirical studies (Kanai, Wakabayashi, & Fling, 1996; McMillan, Brady, O’Driscoll, & Marsh, 2002; Spence & Robbins, 1992). Based on findings of the Study One, a 3-factor 15-item workaholism battery is proposed and used in Study Two. The Study Two investigated the relationships between the antecedents (conscientiousness, industry, job position, department, and financial hardship), and the consequences (emoitional exhaustion, job satisfaction, family interference with work, work interference with family, and hours worked per week) of the three element of workaholism (work enjoyment, drive, work involvement). Hierarchical regression analyses based on responses from 971 full-time workers in Taiwan revealed that most of the hypothesized relationships were supported. Implications and limitations of our findings are discussed.
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Nené, Débora Cecília Rua. "Preditores do workaholism e seus efeitos no bem-estar e burnout." Master's thesis, 2015. http://hdl.handle.net/10400.1/7745.
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Dissertação de mestrado, Psicologia Social e das Organizações, Faculdade de Ciências Humanas e Sociais, Universidade do Algarve, 2015A presente investigação tem como principal objetivo o estudo do Workaholism, que de um modo geral consiste no vício em trabalhar, e como tal, foram investigados os seus preditores e alguns dos seus efeitos, como a literatura aponta. Como preditores, foram analisados quatro, nomeadamente, Paixão pelo Trabalho, Engagement pelo Trabalho, Engagement pela Vida e Satisfação Profissional. No que diz respeito aos efeitos, estes são o Bem-Estar Psicológico e o Burnout. Deste modo, o objetivo da investigação consiste em estudar a relação do Workaholism com alguns dos seus preditores e também com os seus efeitos. Foi obtida uma amostra de 199 indivíduos ativos. Os dados foram obtidos com recurso a um questionário constituído por sete escalas e variáveis demográficas. As escalas utilizadas são: a escala de paixão pelo trabalho de Vallerand e colegas (2003); Engagement pelo Trabalho foi avaliado com a escala UWES (Schaufeli, Salanova, et al., 2002); Engagement pela Vida foi avaliado pela escala LET de Scheir et al. (2006); a escala Satisfação Profissional de Warr, Cook & Wall, (1979); Workaholism foi avaliado através da escala WorkBat de Spence & Robbins, (1992).; bem-estar psicológico foi avaliado através da escala GHQ12, desenvolvida por Goldberg & Williams (1988); o burnout foi avaliado com recurso à escala de 14 itens adaptada de Shirom-Melamed Burnout Measure (SMBM) de Shirom & Melamed (2006). Como resultados obtidos de maior ênfase, temos: a existência de relação entre as variáveis preditoras; a existência de relação entre todas as variáveis em estudo; a contribuição do Workaholism e no aumento da predição nos efeitos de Bem-Estar e no Burnout.
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Camacho, Carolina Maria Conceição. "O workaholism no sector terciário: o papel moderador do capital psicológico." Master's thesis, 2017. http://hdl.handle.net/10071/16188.
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O presente estudo pretendeu investigar em que medida as exigências do trabalho
e a autonomia têm influência no workaholism. O ponto de partida foi o modelo das
exigências e recursos, sendo alargado a uma das consequências do workaholism ainda
pouco estudada, a fadiga. Depois dessa análise, procurou-se compreender de que forma
as dimensões do capital psicológico, nomeadamente a eficácia, esperança e otimismo
poderiam moderar a relação entre as exigências do trabalho e o workaholism e a
autonomia e o workaholism. Os dados foram recolhidos através de um questionário
enviado por e-mail, constituindo uma amostra de 289 respondentes. Os resultados obtidos
demonstram uma relação positiva entre as exigências do trabalho, o workaholism e a
fadiga e uma relação negativa entre a autonomia, o workaholism e a fadiga, confirmando
um efeito de mediação parcial. Para além disso, comprovou a existência de uma
moderação da eficácia na relação entre exigências do trabalho e workaholism. Estes
resultados permitem alargar o espectro de variáveis para estudos futuros.The presente study aimed to investigate to what extent the work demands and the autonomy influence the workaholism. The starting point was the Job DemandsResources Model, being extended the range to a consequence of workaholism still little studied, the fatigue. After that analysis, sought to understand how the dimensions of psychological capital, namely the efficacy, hope and optimism could moderate the relationship between work demands and workaholism and autonomy and workaholism. The data were collected through a questionnaire send by e-mail, compose a sample of 289 respondents. The obtained results demonstrate a positive relationship between work demands, workaholism and a negative relationship between fatigue and autonomy, workaholism and fatigue, confirming a partial mediation effect. Furthermore, the study proved the existence of a moderation of efficacy in the relationship between work demands and workaholism. These results allow the widening of the spectrum of variables for future studies.
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Tsai, Jui-Ling, and 蔡瑞玲. "Relationships among Workaholism and Psychological Contract Breach and Workplace Deviance Behavior." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/53769212130786425659.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
100
Following the trend of globalization, the competition among enterprises is fiercer than ever, this also makes the employees to enhance their competitiveness and work harder, workaholic phenomenon will subsequently become more significant. In the past years, either enterprise or academies has different views that workaholic impact is crisis or opportunity. Deviant behavior is also a common problem in today’s workplace, and brings negative impact for the whole organization. This study is aimed to understand the relationship between the workaholism and workplace deviance behavior for the em-ployees of enterprises, and to explore the intermediary results of psychological contract breach between the workaholism and workplace deviance behavior. This study used questionnaires, through convenience sampling method to obtain 342 valid samples to explore the influence of workplace deviance behavior caused by the workaholism.The results show: (1) workaholic nature has a significant positive im-pact to deviant behavior in the workplace; (2) workaholic nature has a significant posi-tive impact to psychological contract breach; (3) when an employee has a high degree psychological contract breach, it also shows a high degree in organizational and inter-personal behavior in the workplace, both of them were associated with significantly positive nature; (4) psychological contract breach doesn’t show intermediate results between the workaholism and the workplace deviance behavior. Finally, we summarize conclusions and theoretical and practical implications of this study and discuss the research limitations and proposals for the future research.
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Chou, Chih-yuan, and 周志遠. "A Cross-Validation Study on the Psychometric Properties of the Workaholism Battery." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/87056538425531190708.
Full textAbstract:
碩士國立臺灣科技大學
企業管理系
96
This study is aimed to investigate the psychometric properties and a test of cross-validation of Spence & Robbins (1992) Workaholism Battery (WorkBAT). Because past studies failed to support the three-factor structure of the WorkBAT, a shortened two-factor model (enjoyment of work, driven) by McMillan (2002) was chosen. Using a random split, the sample (N=841) was divided into a calibration sample (N=421) and a validation sample (N=420). Results of internal consistency analyses indicate that except the “driven” dimension in validity sample, the reliability coefficients of the two dimensions in these two samples are higher than .70. Criterion related validity was supported as “enjoyment of work” related significantly to all the three criteria (work satisfaction, work involvement, exhaustion) and “driven” was positively related to all three criteria (work satisfaction, work involvement, hours worked per week). The results of cross-validation suggest that the two-factor model were supported in both samples only under the moderate replication strategy. On the basis of the study’s findings, theoretical and practical implications are discussed.
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Wu, Tung-Yin, and 吳東穎. "Relationship Between Addictive Workaholism Characteristic and Well-Being:Examine The Role Of Leisure Coping." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/82131954871440249150.
Full textAbstract:
碩士中國文化大學
觀光事業研究所
96
The purpose of this study is not only to investigate the relationship between addictive workaholism characteristic and well-being, but also examine the effects of leisure coping on this relation. The investigation method of this study were mailing questionnaire to travel agency’s managers who willing to assist this study. Structural equation modelling and multiple-group analysis was used to test direct, indirect and buffer mode of leisure coping . The finding suggested that leisure self-determination and leisure empowerment directly contributed to enhancement of psychological well-being. Leisure self-determination indirectly promoted well-being by suppressing the level of addictive workaholism characteristic. Leisure friendship moderates the effects of workaholism on well-being. When workaholism level were lower, leisure had less impact on well-being. However , when workaholism level were high, those individuals with stronger leisure friendship appeared to maintain good health. We also found that Leisure companionship got direct effect which can promote people’s well-being. Leisure companionship indirectly promoted well-being by suppressing the level of addictive workaholism characteristic. Leisure companionship and leisure mood enhancement both got buffer effect on workaholism and well-being relation. When workaholism level were lower, leisure had less impact on well-being. However, when workaholism level were high, those individuals with stronger leisure companionship and leisure mood enhancement appeared to keep good well-being.
48
Chang, Yi-Wen, and 張怡文. "A Study on the Antecedents of Workaholism on Engineers in High-tech Industry." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/88820172316292989511.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系
99
The advance of technology brings the development to global market. Thus, it is ineluctable from intense competition and rapid changes to the company. Due to the competitive circumstances, high efficiency, advanced technology, and talent professionals are all necessary for acquire advantages of competition. Naturally, employees have to work harder and harder to adapt to the competitive environment. The trend of workaholism will rise as the competition becomes stronger and stronger, and this trend is paid more and more attention both in academics and industry. Previous researches of workaholism mostly focus on consequences than antecedents. In previous studies on antecedents, personal traits draw a lot of attention. However, learning theory could also logically illustrate the formation of workaholism. Thus, learning theory is included in the present study. Workaholism which are influenced by the workaholism behaviors of supervisors and peer, team competitive climate, and individual achievement motivation are researched in the present study. The engineers in high-tech industry will lead the direction of industries in Taiwan and also are the key factor of affecting business’ survival in the future. However, the problem of working over time is highly concerned in recent years. The subjects of this study are engineers in high-tech industry. This study collected a valid sample of 47 team, and used hierarchical linear model to test our hypotheses. The findings in this study are as follows: 1. The workaholism behaviors of supervisors have a significantly positive effect on employees’ workaholism. 2. The workaholism behaviors of peer have a significantly positive effect on employees’ workaholism. 3. The hypothesis of team competitive climate has effect on Work Enjoyment and Driven of Workaholism is not proved, but the following research on weekly working hours suggested that competitive climate has affected on the employees’ effort on work（such as working time）. 4. Achievement motivation has a significantly positive effect on employees’ workaholism.
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Fernandes, Cláudia Lopes dos Santos Correia. "Diz-me que clima percecionas, dir-te-ei quão workaholic és: o papel moderador de um clima de trabalho excessivo na relação entre autoeficácia e o workaholism." Master's thesis, 2018. http://hdl.handle.net/10071/18413.
Full textAbstract:
Este trabalho tem como objetivo fornecer evidências empíricas sobre o efeito moderador da
perceção de um Clima de Trabalho Excessivo (CTE) na relação entre a perceção de
Autoeficácia (AE) no trabalho e o "workaholism", relação esta que não está clara na literatura.
Este modelo foi testado em duas amostras: uma constituída por 187 participantes selecionados
de entre os trabalhadores portugueses, pertencendo, por isso, a diferentes organizações; outra,
constituída por 381 participantes, pertencentes à mesma organização. Os resultados obtidos
confirmaram o CTE como um preditor positivo e significativo do "workaholism".
Adicionalmente, verificou-se que a AE é um preditor positivo do "workaholism, contudo, esta
correlação só foi significativa para a população pertencente a organizações distintas.
Contrariamente ao esperado, não se verificou o efeito moderador do CTE na relação entre a
AE e o "workaholism". Este estudo contribui para uma melhor compreensão do "workaholism" e
dos seus preditores, com vista a que, de alguma forma, possa conferir capacidade aos líderes
das organizações para atenuar a probabilidade de desenvolvimento ou de reforço desta
dependência.This paper aims to provide empirical evidence on the moderating effect of perceived Excessive Work Climate (CTE) on the relationship between perceived Self-efficacy (AE) at work and Workaholism, a relationship that is not clear in the literature. This model was tested in two samples: one consisting of 187 participants selected from portuguese workers, belonging to different organizations; the other one, of 381 participants, belonging to the same organization. The results obtained confirmed the CTE as a positive and significant predictor of Workaholism. Additionally, it was found that AE is a positive predictor of workaholism, however, this correlation was only significant for the population belonging to different organizations. Contrary to expectations, the moderating effect of CTE on the relationship between AE and workaholism was not observed. This study contributes to a better understanding of workaholism and its predictors, expecting that it may, in some way, empower the leaders of organizations to mitigate the likelihood of development or reinforcement of this addiction.
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Lee, Jong-In, and 李宗穎. "The Effect of Workaholism on Team Performance－The Mediating Effects of Trust and Cooperation." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/25813069627776482617.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系
97
Due to the technology advancement, the rise of developing countries, and economy globalization, the competition among organizations becomes stronger and stronger. This competition not only breaks out between enterprises, but also makes employees put more and more involvement in working to survive in workplaces. In other words, as the competition becomes stronger, the trend of workaholism will rise. As a result, researches about workaholism are rising too. However, researches about the consequences of workaholism are almost focus on individual level. Moreover, researches about effects of workaholism on group or organization are relatively less, but some researchers declare that workaholics will influence groups or organizations. To make up this research deficiency, the primary goal of this research is to investigate the effect of workaholism on team based on the group level. In addition, conclusions of past researches that investigate the direct relationship between trust and team performance were not all in coincidence. The reason may be that these researches did not divide trust into different dimensions. To make up the research deficiency, the secondary goal of this research is to divide trust into affect-based and cognition-based dimensions and investigate the effects of these dimensions on team performance. This research used the I-P-O(input-process-output) model as theoretical structure to investigate effects of workaholism on trust, cooperation, and team performance. Besides, this research also investigated the mediating effects on the relationship of trust and cooperation. This research collected a valid sample of 50 teams and conducted a series of hierarchical regression/stepwise regression to test our hypothesis. The main results of this study were: 1. Work enjoyment dimension of workaholism has significantly positive effect on trust. 2. Work enjoyment dimension of workaholism has significantly positive effects both on team communication and team coordination dimensions of cooperation. 3. Work enjoyment dimension of workaholism has significantly positive effect on team performance. 4. Affect-based trust mediates the relationship between work enjoyment and team communication. Besides, affect-based trust mediates the relationship between work enjoyment and team coordination too. 5. Cognition-based trust mediates the relationship between work enjoyment and team performance. 6. Team communication and team coordination mediate the relationship between work enjoyment and team performance. 7. Affect-based trust has significantly positive effect on cooperation. 8. Cognition-based trust has significantly positive effect on team performance. 9. Team communication and team coordination have significantly positive effect on team performance.