ipl-logo

Workaholism Addiction

1955 Words8 Pages

1. Conceptual Issues Scholars have some disagreement on whether they should conceptualize workaholism as an addiction, some researchers go as far as calling workaholism a positive addiction. Whereas, workaholism is best conceived as an addiction to work that leads to many negative consequences on different levels. While, burnout is associated with major consequences such as depression, lack of sleep, turnover intentions, lower organizational commitment and exhaustion. Major Contribution In their meta-analysis, Clark, Michel, Zhdanova, Pui, & Baltes, (2015) found that workaholism is associated with personal characteristics that is driven by achievements. Also, workaholism is unrelated to self-esteem, positive affect, gender, parental status, …show more content…

Thereafter, a lack of detachment is predictive of high levels of strain and poor individual well-being. Additionally, detachment may play a mediating role in the job stressor-strain relationship and a moderating role in the stressor-well-being relationship (Sonnentag, & Fritz, 2015). Lin et al., (2015) research on the moderating roles of conscientiousness indicated that both challenge stressors and hindrance stressors were positively related to psychological strain. Moreover, conscientiousness moderated the relationship between both stressors and psychological strain, and moderated the relationship between challenge stressors and performance. Overall, the outcomes of the study suggest that conscientiousness acts as a two-edged sword that elevate performance and trigger the stress reaction of employees when they are faced with stressful situations. On the other hand, job demands with aspects such as physical, psychological, social, and organizational may become stressors when they require a high degree of efforts (Schaufeli & Bakker, 2004). The meta-analytic study of Michel et al. (2011) indicated that work social support and family social support are negatively related to WHC and HWC. Scholars have some disagreement on whether they should conceptualize workaholism as an addiction, some researchers go as far as calling workaholism a positive addiction. …show more content…

Information flow is very important, skill discretions and predictability can be potential goal for improving the quality of work life (Lin et al., 2015). In addition, it is very imperative to empower employees with the appropriate resources to maintain their level of involvement in their work as well as their health. Managers can improve employee satisfaction at work and at home by enabling enrichment as they become more aware of work-family issues, whereas managers can help employees develop job-related skills and coping strategies (Carlson et al., 2014). Moreover, managers can help employees build their networks of relationships, and provide opportunities for success and empowerment because such an investment in work-to-family enrichment will a great impact on job satisfaction. If organizations seek to increase productivity and lower employee burnout, they should adopt employees’ engagement rather than praising workaholic behavior (Clark et al.,

Show More
Related

Metro Dental Services Employee Engagement Survey

444 Words | 2 Pages

Employees are engaged when they find positive, meaningful relations and motivation in their work and are supportive by management while working in an efficient environment; job engagement inheres to, good management, effective communication, and focused development; when very satisfied and productive, employees scores are high, and they are more likely to remain with the organization; as a result, the use of employee engagement scores can inhere to good long-term successful outcomes within the organization. (Simon, Jan-Mar 2011). With the link between organization strategy and outcome, performance management ensures the organization get the full performance needed from its employee (Flynn, Mathis., Jackson & Valentine, 2015). This is done by fostering employee engagement through the increase of performance; for example, when an employees job has a meaningful relations, fostered employee engagement leads to higher performance.

Read More

Analysis Of Barry Schwartz's Article Rethinking Work

946 Words | 4 Pages

By examining the negative consequences of depersonalized and routinized work, he highlights the importance of valuing and engaging employees to foster fulfillment and organizational success. Schwartz emphasizes that individuals desire meaningful and engaging experiences within the realm of work, yearning for challenges, discretion, personal growth, and purpose. When organizations recognize and honor these fundamental human aspirations, they create work environments that promote engagement, fulfillment, and personal growth. Furthermore, Schwartz establishes a positive connection between purposeful work, employee performance, and company profitability, emphasizing that workplaces that offer meaningful tasks and autonomy tend to be more profitable. By aligning work with employees' abilities and interests, organizations tap into intrinsic motivation and commitment, leading to improved performance and job satisfaction.

Read More

Critical Analysis Of Where There's A Way By Anna Argon

372 Words | 2 Pages

In her article, Where There’s a Will, There’s a Way, Anna Harrington discusses the correlation between resilience and workplace productivity (Harrington, A., 2012). The impact of employees’ mental health and wellbeing on productivity is well established. Job pressures can contribute to employee absenteeism, or what Harrington refers to as presenteeism, or “…the situation where individuals come to work when unwell or not fully productive”. (Harrington, A., 2012, p. 1) While some individuals are overcome by negativity, others develop resilience which allows them to overcome obstacles and perform without disruption, or even excel.

Read More

The Role Of Nurse Burnout In Nursing

1356 Words | 6 Pages

Research article examining at least one of the key words were selected for review and discussion in this chapter. Almost the entire study variables will be discussed in this chapter through reviewing relevant literature. Burnout Burnout is defined as a psychological syndrome which characterized by three concepts: emotional exhaustion, depersonalization, and diminished personal accomplishment. Emotional exhaustion refers to lack of energy and feeling that one’s emotion is used up to increase psychological demands. Depersonalization refers to treat other as objects rather than people through uncaring attitudes and behaviors.

Read More

Compare And Contrast Workaholics And Alcoholism

925 Words | 4 Pages

Those recovering being a workaholic are statistically

Read More

Five Key Strategies To Enhance Engagement

1149 Words | 5 Pages

Strategies to enhance Engagement There are five key strategies to promote organizational loyalty and engagement: (1) Promote identification with the organization; help nurses to see how the mission and values of the organization are consistent with nurses' values, (2) Connect nurses to the success/status of the organization; encourage nurses to develop a sense of pride in an organization by contributions in the organization’s accomplishments and status, (3) Create security; give nurses a sense of security about the employability and potential career paths within the organization, (4) Provide recognition and opportunities to build skills; provide nurses with opportunities to develop the skills and mastery at the jobs and (5) Build trust; build an environment of trust and transparency (Sherman, 2014). Also, nurses' engagement interventions can be classified in terms of organizational, job, and individual-level interventions: Organizational level: Civility Respect and Engagement at Work (CREW) program that builds upon a 6-month sequence of group sessions following principles of organizational development to improve civility among colleagues. Job level interventions; redesigning jobs in order to promote engagement boils down to increasing job resources and individual level intervention; programs

Read More

Aristotle's Nichomachean Ethics

1819 Words | 8 Pages

In addition, employees who experience more positive emotions at work make greater contributions to organizational effectiveness and, when people are in a good mood, they are more sociable, less aggressive, and better able to recall positive information (Pinder, 1998). Also, those employees who are more positive possess higher confidence, optimism, self-efficacy, likability, and sociability, which in turn, making them more satisfied with their job and increases workplace achievement (Lyubormirsky, King, & Diner, 2005). Happy employees bring their happiness from the office to their home and they also transfer their happiness from their home to the office (Lyubormirsky et. al,

Read More

Employee Engagement Case Study

1262 Words | 6 Pages

Profession 6. Customers 7. Career and self-development Employee Engagement has been in discussion since the early 1990s and growing body of evidence that demonstrates the importance of employee engagement to organisational performance. Much stress is being given to this area in order for the organisation to achieve its maximum potential through optimum utilization of its human resources while still looking after the well-being of the

Read More

Best-Self Activation Disadvantages

1235 Words | 5 Pages

Best-self activation is an all-encompassing tool that leads to immediate and long-run desirable outcomes through interaction, recursion and subjective construal between social system and social concept. Best-self activation concepts lead to improvements in employee’s productivity, emotions, resilience to burn out and stress normally associated with work environment. Creativity in problem solving, good relationships with colleagues and employers, high performance under pressure are some of the benefits associated with best-self activation. Best-self activation influences physiology and emotions in employment relationships. There is growing evidence which suggest that apart from making workers feel good, best-self activation also makes them experience a barrage of positive emotions like

Read More

JD-R Model Of Positive Management

1223 Words | 5 Pages

JD-R Theory states that job demands reduce positive attitudes and job resources promote them. Job demands are not only related to workload, but also with harmful environments with a lack of training possibilities (Chivato Pérez et al., 2011). Any medical specialty is associated with a strong medical vocation that requires continuous

Read More

Core Self-Affect Theory

729 Words | 3 Pages

Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. contended that there are four Core Self-assessments that decide one's demeanor towards job fulfillment: confidence, general self-viability, locus of control, and neuroticism. This model expresses that larger amounts of confidence (the esteem one places on his/her self) and general self-adequacy (the faith in one's own particular ability) prompt higher job satisfaction . Having an inner locus of control (trusting one has control over her\his claim life, instead of outside powers having control) prompts higher job satisfaction.

Read More

Bella's Case Study In Organizational Behaviour

1458 Words | 6 Pages

Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.

Read More

Coworker Support Theory: A Case Study

708 Words | 3 Pages

Leiter and Maslach (1988) in a cross-sectional study of hospital personnel found that positive coworker interactions were positively related to feelings of personal accomplishment. Seers, McGee, Serey, and Graen (1983) found that support from coworkers was positively related to both work satisfaction and supervisor satisfaction. Coworker support also moderated the relationship between role conflict and supervisory satisfaction. Coworker support and engagement. According to Conservation of Resources Theory, job resources play an important role in reinforcing positive images of oneself and could lead to work engagement (Demerouti et al., 2001).

Read More

Argumentative Essay: Can Money Lead To True Happiness?

783 Words | 4 Pages

Japan even has a word for, “death by overwork”, called karoshi. 10,000 cases of suicide due to work-related stress occurred at its peak in 19999. This is an extreme case, but work-related stress can also be found in the United States, where workers who were unhappy in their jobs were 32% more likely to die of a heart attack. On the other side, a study published in the Lancet, found that doing a job which you enjoy and gives you a sense of purpose were 30 percent less likely to die. Even though these two studies explored mortality rates, there are also countless studies of the general medical side-effects of exposing your body to lots of stress.

Read More

Humor In The Workplace: A Literature Review

1097 Words | 5 Pages

The inclination of an organization towards its human resources is a key task in survival, strategic success and efficient performance (Iveta, 2011), as the human resources singly known as the workers are fundamental, which goes in line with the African proverb as cited in (Tedam, 2013) which says A family (workers) is like a forest, when you are outside it is dense, when you are inside you see that each tree has its place. However, in line with Kristen (2011) an unsatisfied employee can only put much initial effort into work but will get bored and lose intrinsic motivation towards later work activities due to stress, poor fit between employee and job, perception, organizational performance lack of communication to mention a few. But dissent

Read More

More about Workaholism Addiction

Related Topics

Open Document