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Heavy Work Investment (HWI) is a construct that comprises both workaholism and work engagement. We tested a path analysis model on 364 Italian workers, with servant leadership as a predictor of HWI and HWI as a predictor of Organizational Citizenship Behaviors (OCB) and Counterproductive Work Behaviors (CWB). We also performed ANOVAs and MANOVAs. Among the main findings, servant leadership is a positive predictor of both workaholism and work engagement. Work engagement is a positive predictor of OCB and a negative predictor of CWB. Conversely, workaholism, is a positive predictor of CWB, but it does not predict OCB. Hence, we encourage implementing soft-skills interventions aimed at making leaders aware of the different worker types in their organization to develop tailored measures to foster work engagement rather than workaholism. Also, we recommend controlling for work engagement when analyzing workaholism, given the different findings that arose when controlling or not controlling for work engagement. [ABSTRACT FROM AUTHOR]

The aim of this study was to analyse the occupational well‐being of academics by using a person‐centred approach. Data was collected by an online self‐report questionnaire involving the academic population of a large Italian university. Cluster analysis showed the presence of four significantly different clusters, that were labelled engaged‐satisfied, engaged‐workaholic, exhausted‐workaholic and detached. Multivariate analysis of variances showed significant differences between clusters regarding well‐being dimensions, and the perception of work demand on academics as sources of hindrance or challenge. The findings of this study suggested, for the first time, the existence of a well‐being typology within the academic context, considering aspects, such as workaholism, that have been rarely taken into account. Moreover, it has been shown that the well‐being profile can influence the way in which academics perceived academic work demands, highlighting the potentialities of analysing well‐being profile in order to identify employees who are more or less at risk. [ABSTRACT FROM AUTHOR]

The aim of the present study was to present and test a model assuming that career-related variables might function as antecedents of workaholism—the tendency to work compulsively and excessively. More specifically, based on conservation of resource theory and social identity theory, the study tested whether personal (i.e., career insecurity, extrinsic career goals, and career commitment) and contextual variables (i.e., career barriers and perceived organizational support) are related to workaholism. We tested our assumptions by means of stepwise hierarchical regression analyses within a large sample of N = 685 scientists working in different occupational fields (e.g., social science, arts and humanities, economics, and science, technology, engineering, mathematics) in German research institutes and universities. The results showed that career insecurity, career barriers, career commitment, and extrinsic career goals were positively associated, and perceived organizational support was negatively associated, with workaholism. Furthermore, the set of analyzed career variables showed incremental validity and explained a significant portion of variance in workaholism beyond control variables (i.e., gender, age, work hours, and occupational field) and personality (i.e., extroversion, conscientiousness, and neuroticism). [ABSTRACT FROM AUTHOR]

Background Workaholism is recognized as a health risk for academics given the open-ended nature of academic work; however, current prevalence rates of workaholism in the academic setting are unknown. Aims To assess the prevalence of workaholism within academics and determine the impact of workaholism on psychological well-being, work-life conflict, work-life fit, job satisfaction and perceived work effort. Methods Academics in three Irish universities completed a survey including measures of workaholism, psychological well-being, work-life conflict and job satisfaction. Analysis of variance tests were used to compare workaholism types on the outcome measures. Results A total of 410 academics completed the survey and were categorized by workaholism type: workaholics (27%), enthusiastic workaholics (23%), relaxed workers (27%) and uninvolved workers (23%). Workaholics reported poorer functioning across all the outcome measures in comparison to the other three groups. Conclusions This study demonstrates the high levels of workaholism within academia and highlights the negative impact of workaholism on work-related outcomes and psychological well-being. These findings are significant given the highly intensive nature of academic work today and reducing resources within this sector. [ABSTRACT FROM AUTHOR]

Ethnographic research probes both contextually situated and personally resonate values in ways that may provoke ethical tensions for researchers. Reflecting on my fieldwork, I demonstrate how my engagement with recovering workaholics disturbed the ontological security underlying my long-held understandings of “work ethic” and success. Subsequently, I encourage applied communication scholars to embrace the uncertainties they discover through their work—not as sites for resolution, but rather as sources for ongoing, heuristic inquiry. [ABSTRACT FROM AUTHOR]

Although provision of environmental enrichment is an effective tool to refine laboratory animal experiments, it is currently unknown which enrichments ferrets prefer. This study aimed to assess the suitability of a closed economy, two-chamber consumer demand set-up to determine ferrets’ preferences for selected enrichments. Twelve female ferrets were housed in a set-up consisting of a home and enrichment chamber (EC) connected by a weighted door. The maximum weights the ferrets pushed for food (MPP food ) and an empty chamber (MPP empty ) were determined to evaluate the maximum push capacity of the animals and as a control. Although the ferrets pushed significantly more for food (1325 ± 213 g) than for the empty chamber (1169 ± 193 g), the weight difference was minor (MPP empty was 89 ± 13% of MPP food ). To evaluate the ferrets’ underlying motivation to push for the empty chamber, a second study was performed in which MPP empty was tested in seven alternative set-ups. The first three set-ups included adapted versions of the standard design (set-up A 1 , A 2 and A 3 ), intended to determine the functional value of the empty chamber. The four other set-ups (set-up B 0 , B 1 , B 3 , B 4 ) aimed to evaluate the attractiveness of the door elements by allowing the ferrets to choose whether or not to use the weighted door to enter EC. Results demonstrated no significant differences in MPP empty between the A-set-ups, indicating that the value of the empty chamber could not be reduced by adapting the set-up. MPP empty reduced when allowing the ferrets free access to EC, demonstrating that the empty chamber had reinforcing properties. Nevertheless, the ferrets were still motivated to use the weighted door despite being granted free access to EC, indicating that the door also has reinforcing properties. The ferrets decreased the use of the weighted door most when, in a set-up with free access to EC, the nest box in the home cage (53 ± 22% of MPP food ) was replaced by a manipulable plastic bucket (26 ± 13% of MPP food ). These results indicate that availability of items in the home chamber may influence the results, which should be taken into account when designing motivation studies similar to the one performed in this study. The lack of differences between MPP food and MPP empty furthermore demonstrates that the two-chamber set-up is not suitable for evaluating the ferrets’ motivation for enrichments, thus necessitating other alternatives, such as a three- or multi-chamber consumer demand study, to be explored. [ABSTRACT FROM AUTHOR]

Aims: Recent research has suggested that for some individuals, educational studying may become compulsive and excessive and lead to 'study addiction'. The present study conceptualized and assessed study addiction within the framework of workaholism, defining it as compulsive over-involvement in studying that interferes with functioning in other domains and that is detrimental for individuals and/or their environment. Methods: The Bergen Study Addiction Scale (BStAS) was tested - reflecting seven core addiction symptoms (salience, mood modification, tolerance, withdrawal, conflict, relapse, and problems) - related to studying. The scale was administered via a cross-sectional survey distributed to Norwegian (n = 218) and Polish (n = 993) students with additional questions concerning demographic variables, study-related variables, health, and personality. Results: A one-factor solution had acceptable fit with the data in both samples and the scale demonstrated good reliability. Scores on BStAS converged with scores on learning engagement. Study addiction (BStAS) was significantly related to specific aspects of studying (longer learning time, lower academic performance), personality traits (higher neuroticism and conscientiousness, lower extroversion), and negative health-related factors (impaired general health, decreased quality of life and sleep quality, higher perceived stress). Conclusions: It is concluded that BStAS has good psychometric properties, making it a promising tool in the assessment of study addiction. Study addiction is related in predictable ways to personality and health variables, as predicted from contemporary workaholism theory and research. [ABSTRACT FROM AUTHOR]

Objective: According to the theory of work craving, a workaholic has a craving for self-worth compensatory incentives and an expectation of relief from negative affect experienced through neurotic perfectionism and an obsessive-compulsive style of working. Research has shown that workaholism and work engagement should be considered as two distinct work styles with different health consequences. However, the mechanisms underlying the adoption of these work styles have been neglected. The present study proposes that work craving and work engagement are differentially associated with self-regulatory competencies and health. In particular, we expected that the working styles mediate the relationships between emotional self-regulation and health. Methods: In the cross-sectional study, 469 teachers from German schools completed online administered questionnaires. By means of structural equation modeling, we tested two indirect paths: a) from self-relaxation deficits via work craving to poor health and b) from self-motivation competencies via work engagement to good health. Results: As expected, we found evidence that a) the negative relationship of self-relaxation deficits on health was partially mediated by work craving and b) the positive relationship of self-motivation competencies on health was partially mediated by work engagement. Conclusions: The present study emphasizes the importance of self-regulation competencies for healthy or unhealthy work styles. Whereas work craving was associated with a low ability to down-regulate negative emotions and poor health, work engagement was associated with a high ability to up-regulate positive emotions and good health. [ABSTRACT FROM AUTHOR]

The aim of the study presented was to verify empirically a conception of workaholism as a multidimensional syndrome. The study also investigated the notion of 'functional' and 'dysfunctional' types of workaholic, on the basis of the participants' cognitive evaluations of their quality of life. The research group comprised Polish managers who had graduated with, or were studying to attain, a Master's degree in Business Administration. The 137 participants completed a set of questionnaires that were based on five different research tools. Confirmatory factor analysis supported the theory that workaholism has a three-dimensional structure that includes behavioural, cognitive, and affective dimensions. Using cluster analysis, three types of worker were identified, two of which represented types of workaholic with different scores for the dimensions of workaholism and for aspects of quality of life. The research demonstrated that workaholism is a three-dimensional construct. It enabled the integration of different perspectives and also confirmed that dysfunctional and functional types of workaholic exist. Furthermore, this paper provides practical insights about workaholism for practitioners of human resources that can be used in the selection and evaluation of employees. [ABSTRACT FROM AUTHOR]

Work offers a positive side but also it can be a framework where some risks may appear that evolve in negative outcomes. This research focus on the possible relation between two aspects of the work context: irritation at work with its two dimensions, cognitive and emotional irritation, and workaholism. So far the two concepts have been studied in their relation to other variables, but there is a lack of studies on the relation between them. To carry out this investigation 285 subjects from different occupations answered the instruments used and we found results in the expected way. Irritation, both cognitive and emotional irritation, showed significant correlations with both factors of the DUWAS However, in the case of the WBAT the correlations were significant only for factor 1, working excessively. Regression analysis yielded interesting results in order to explain the relation between both concepts. [ABSTRACT FROM AUTHOR]

This paper considers the role of alcohol in agency problems in order to provide an economic rationale for alcoholics and workaholics. In our model, alcohol reduces productivity, but also can make imbibers blurt private information. We show that in the optimal contract, low-productivity workers are compelled to over-indulge in alcohol, while high-productivity workers overproduce output. Thus, workers are made into 'alcoholics' and 'workaholics' depending on their productivity. We conclude that excessive drinking (working) may be the result, not the cause, of low (high) productivity of workers. ( JEL D82, VSOP) [ABSTRACT FROM AUTHOR]

The article discusses the study which examines the stable tendency of compulsive and excessive working or workaholism and provides oversight of the research area which relates to its assessment, causes, and prevalence. The study involves clinicians and researchers where the findings identified through reviewing of the literature. Result shows that workaholism researches has expanded over the past two decades from 2013 and various screening equipment were developed to identify workaholics.

Introduction The work gives the person a sense of identity, affects its self-esteem and gives legitimacy to the family and society. However, there is a fraction of workers who carry it out in a very intense and compulsive way, which has negative implications. This sets a condition known as work addiction. Objective To describe the characteristics of workaholism and factors that predispose to it, as well as preventive actions to avoid workaholism at organizational and individual level. Methods: Literature review and critical and reflexive reading. workaholism within the following database: Medline, Cuiden, Cochrane, Pubmed and Google Scholar using as keywords: nursing, workaholism and clinical symptomatology during 2013. Results: The appearance of physical symptoms are usually indicators for detecting workaholism, however, these physical symptoms alone do not allow to point out a possible addiction, being also necessary to evaluate psychological and social aspects. Conclusions: It is difficult to differentiate between hard work and workaholism for four main reasons: 1) the rejection of the problem by the person affected 2) hardworking people are praised in society, excessive devotion is regarded as a quality 3) the lack of information to the population for awareness raising of work addiction as a disease, 4) non-existence of workaholism within the criteria of diagnostic manuals (ICD-10). [ABSTRACT FROM AUTHOR]

A case study of a plant ecologist named Jan Šuspa LepŠ who does not take life seriously and is workaholic and likes saunas, skiing skating, and driving. Šuspa maintains very soft and low voice along with tone while talking to his friends and he forgets and lose objects in his daily routine. The article focuses on contrasting traits possessed by an individual ranging from keeping oneself calm to violent behavior.

While commonly construed as an ethic and/or balanceable life quality, work rarely is looked upon as being a disease. Drawing from theories of structuration as well as work–life balance literature, this study examines how societal trends of production and efficiency impact the embodied nature of human life, particularly for self-proclaimed workaholics. Through conducting a narrative analysis of texts written by workaholics, the author investigates how individuals reconstruct meanings for their work through their use of diagnostic and therapeutic terminology. Themes for the analysis center on how workaholics define and diagnose workaholism, express their experiences of this addiction, and reconstruct their lifestyles through recovery. The findings underscore the benefits of intersecting health discourse with occupational and ethical discourses surrounding work. Meanwhile, the author cautions that framing work as a disease focuses attention on individuals' problems and thus runs the risk of overlooking potentially “ill” societal conditions that warrant further concern. Suggestions are offered for promoting discussions that raise explicit awareness of the embodied interconnections between work and health. [ABSTRACT FROM AUTHOR]

Background: The article has a two goals: first, investigation of the types of workaholic that exist, and second, examination of why they work too much, taking into consideration their motivational characteristics. Material/Methods: We examined the differences in motivation between two types of workaholic identified among a sample of 137 Polish managers. Workaholism was evaluated using questionnaires that assessed behavioural, cognitive, and affective dimensions of workaholism. The criteria for the distinction between functional and dysfunctional types of workaholic were based on a subjective assessment of quality of life. On the basis of the Self Determination Theory of Deci and Ryan, and other conceptualizations that cover motivational variables, such as goals, values, and value crisis, we expected to discern differences between types of workaholics. We used ANOVA to compare the two types of workaholic. Results: Contrary to expectations, the type of motivation (autonomous vs. controlled) did not differ between the two types of workaholic. However, functional and dysfunctional workaholics differed in their values (hierarchy of values and value crisis), and were driven by different goals. The present study emphasises the importance of differentiating between functional and dysfunctional workaholics. Conclusions: The present study has three main limitations. First, only self-report methods were applied. Ideally, information should be collected from other sources to supplement and verify the data from primary respondents. Second, the use of a cross-sectional approach made it difficult to take the developmental perspective that is encouraged strongly in the investigation of processes. Third, the ability to generalise the conclusions to different occupational groups is limited. [ABSTRACT FROM AUTHOR]

According to the proposal of the general factor of personality (GFP), socially desirable personality traits have been selected for throughout evolution because they increase fitness. However, it remains unknown whether people high on this factor actually behave in socially desirable ways or whether they simply endorse traits of positive valence. We separated these two sources of variance by having 619 participants respond to 120 personality adjectives organised into 30 quadruples balanced for content and valence (e.g. unambitious, easy-going, driven and workaholic tapped the trait achievement-striving). An exploratory six-factor solution fit well, and the factors resembled the Big Five. We subsequently extracted a higher-order factor from this solution, which appeared similar to the GFP. A Schmid-Leiman transformation of the higher-order factor, however, revealed that it clustered items of similar valence but opposite content (e.g. at the negative pole, unambitious and workaholic), rendering it an implausible description of evolved adaptive behaviour. Isolating this evaluative factor using exploratory structural equation modelling generated factors consisting of items of similar descriptive content but different valence (e.g. driven and workaholic), and the correlations among these factors were of small magnitude, indicating that the putative GFP capitalises primarily on evaluative rather than descriptive variance. Implications are discussed. Copyright © 2011 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Objectives: In this study, the relationship between levels of workaholism and obsession was investigated in a group that was composed of independent accountant-financial advisers and civil servants. Materials and methods: Two different scales were used in order to determine the workaholism and obsession levels. These two scales and a form to collect demographical variables were administered to 260 workers. Among them the data obtained from 170 workers were evaluated. Parametric tests and correlation analysis were used to analyze the data. The level of statistical significance was accepted as p<0.05. Results: The work enjoyment (WE) scores of independent accountant-financial advisers were higher than those of both civil servants and their employee. WE scores of participants who have graduated from university degree were higher than those of students who were high school graduates. There were positive correlations between WE score of workaholism scale and control and just-right scores. Additionally, work driven score of workaholism scale was found to be positively correlated with cleaning, ruminations, and control and just-right scores. Conclusion: It can be said that there is a positive correlation between workaholism sub components and obsessions. [ABSTRACT FROM AUTHOR]

Survey data show that Russians relegate free time and leisure activity to secondary status compared to work, and free time faces the threat of becoming devalued and losing its importance as a life value. At the same time, in the structure of Russians' leisure activities there is an ongoing tendency for leisure to become simpler, for active types of leisure to be reduced. This tendency is strengthened by the economic crisis, when spending on leisure activity is the first to be cut back in family budgets. [ABSTRACT FROM AUTHOR]

The current study examined Spence and Robbins' (1992) worker types in terms of correlates of workaholism (e.g., work-life imbalance, obsessive-compulsive behavior). A survey was administered to professionals, who were then classified into different worker types following the traditional median-split technique. The data were also analyzed with three composite variables that capture the worker types in a continuous fashion. The results of the correlation analysis with the composites were similar to those obtained with the median-split approach. Specifically, workaholics had higher levels of work-life imbalance than work enthusiasts, whereas unengaged workers and relaxed workers had low levels; workaholics and positively engaged workers had high levels of obsessive-compulsive behavior, whereas work enthusiasts, unengaged workers, and relaxed workers showed low levels. [ABSTRACT FROM AUTHOR]

Workaholics spend their time mostly with their job-related activities and they are addicted to working. In the literature, there are currently many academic studies about why workaholism and presenteeism are harmful. Workaholism is also a significant problem in the Turkish National Police Organization which has a hierarchical structure. Presenteeism/workaholism is destructive not only for officers but also organization itself. Throughout the study presenteeism/workaholism, its reasons, its negative effects on individuals and organization and some solutions were discussed. Also, it was emphasized that presenteeism/workaholism is differently applied in the Turkish National Police than in other public and private organizations. [ABSTRACT FROM AUTHOR]

The article reflects on the attitude of workaholics based on a cross-cultural perspective. He mentions that workaholics have been defined by Oates as people who has an exaggerated attitude towards working, which often lead and constitute dangers to their health, personal happiness and interpersonal relations. He relates that work-devoted person are commonly found in groups where self-expression values are more important than survival values.

This study examined the relationships between workaholism, perceived parental workaholism, self-acceptance, psychological well-being, and physical symptoms among 347 college students. Statistically significant relationships were found between college students' perceived parental workaholism and their own workaholism. Also, relationships between workaholism, self-acceptance, psychological well-being, and physical symptoms were discovered. Students with higher perceptions of parental workaholism reported lower levels of psychological well-being, lower levels of self-acceptance, and more physical health complaints. Implications and limitations are discussed. [ABSTRACT FROM AUTHOR]

Background: There is little research regarding specific work features that might cause chronic stress and burnout among primary care pediatricians. The aim of the present study was first, to assess specific negative and positive characteristics of the job that might be related to burnout; and second, to compare burnout levels and work characteristics among board-certified versus general pediatricians; and clinic directors versus non-directors. Methods: Questionnaires were sent to 200 pediatricians employed full-time in pediatric primary care community centers in the largest Israeli Health Maintenance Organization (HMO). Respondents replied anonymously. The questionnaires assessed sociodemographic details, burnout levels, and negative and positive job characteristics. Results: There were no differences in burnout levels between board-certified and general pediatricians. Positive job features had stronger associations with burnout than negative features. Compared with general pediatricians, board-certified pediatricians reported significantly higher levels of negative features (e.g. conflicts between the medical and administrative system in the HMO; parents disregarding instructions); but higher levels of autonomy and appreciation from patients. Compared with regular pediatricians, clinic directors had significantly higher levels of negative job features (e.g. less access to resources); and higher levels of positive work features. Conclusions: The absence of positive job features (e.g. autonomy, recognition for one’s work and utilization of skills) may be more important in causing burnout than the presence of negative characteristics (e.g. overload, demanding and noisy parents). It is consistent with recent suggestions that in the presence of positive features, employees can better tolerate stressful aspects of the job and still feel motivated and engaged. [ABSTRACT FROM AUTHOR]

This position paper introduces the emerging concept of work engagement: a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption. Although there are different views of work engagement, most scholars agree that engaged employees have high levels of energy and identify strongly with their work. The most often used instrument to measure engagement is the Utrecht Work Engagement Scale, a self-report instrument that has been validated in many countries across the world. Research on engagement has investigated how engagement differs from related concepts (e.g., workaholism, organizational commitment), and has focused on the most important predictors of work engagement. These studies have revealed that engagement is a unique concept that is best predicted by job resources (e.g., autonomy, supervisory coaching, performance feedback) and personal resources (e.g., optimism, self-efficacy, self-esteem). Moreover, the first studies have shown that work engagement is predictive of job performance and client satisfaction. The paper closes with an account of what we do not know about work engagement, and offers a brief research agenda for future work. [ABSTRACT FROM AUTHOR]

The current study investigated the role of lifestyle as a significant factor related to the aggression and violence between cohabitating partners. Based on previous research, lifestyle was defined as a special reflection of socialization into society and working life, where different lifestyles should also be able to produce different patterns of socialization into people's roles as partners. It was found that gender and years of cohabitating were significantly related to Emotional aggression and Sexual violence; lifestyle patterns were associated with specific forms of violence. More specifically, the lifestyles of Pleasure & Elegance and the one of Culture–Intellectualism were found to promote Emotional aggression. Also, the lifestyle of Yuppies/Workaholic and that of Physical activities stimulated the appearance of Sexual violence between partners. Moreover, individuals with Tradition–Religiousness lifestyle were more likely to show lower levels of Physical & Sexual violence while the adherents of the Substance abuse lifestyle pattern appeared to have an inclination towards Physical & Sexual Violence. Finally, the occurrence of one form of violent behaviour was likely to be related to the other forms of violent behaviour. Aggr. Behav. 33:73–85, 2007. © 2006 Wiley-Liss, Inc. [ABSTRACT FROM AUTHOR]

Previous research suggests that wives of workaholics experience greater marital estrangement and less positive feelings than do wives of nonworkaholics. This study examined husbands' perception of marital disaffection and the relationship to their wives' workaholic tendencies. A random sample of 272 male members of the American Counseling Association were mailed a survey that examined their spouses' workaholic behavior, marital disaffection, locus of control, and positive and negative affects. The results suggest that workaholism is positively related to martial disaffection (p < .01). The most important workaholism domains for predicting martial disaffection were overcontrolling behavior (r = .36) and impaired communication (r = .38). The results underscore the need for greater clinical awareness of marital problems associated with workaholic tendency. [ABSTRACT FROM AUTHOR]

The aim of this study was to determine the reliability and validity of the Turkish version of the Workaholism Battery (Spence & Robbins, 1992), The original scale was translated into Turkish and then administered to 175 working graduates. Confirmatory factor analysis yielded a 2-factor solution with 9 items established in the first factor (WE) and 11 in the second (D), The reliability coefficient of the new shortened scale was .83 and the split-half reliability coefficient was .69, This scale has adequate criterion-related validity, with a positive correlation between the Jenkins Activity Survey - Type A Behavior subscale (Jenkins, Zyzanski, & Rosenman, 1979) and both WE and D, Congruence between the findings and the literature is discussed. [ABSTRACT FROM AUTHOR]

Defends the continuous use of workaholism as a construct for academic and educational purposes. Origin of the term workaholism; Reasons for the increase in workaholism; Behavior of workaholics; Criteria used in establishing the condition of workaholism.

Work Addiction is accepted as a legitimate and sanctioned phenomenon in our culture. Et is also supported, defended, protected, and perpetuated as a positive force in society despite its harmful effect on individuals and the society in which they live. It shares with other addictions the characteristics of being primary, chronic, progressive, fatal, and with other addictions, has early, middle, and late stages of development. While it is relatively simple to diagnose, it is extremely difficult to treat because of the strong personal and societal denial that aids and abets it. All professions and vocations experience it. The focus of this article will he on how this particular addiction effects the life of the addict and those around him/her and how recovery can bring about a new, healthy life style. [ABSTRACT FROM AUTHOR]

This study examined correlates of workaholism among 211 Norwegian journalists. Three workaholism types were considered (work enthusiasts, work addicts, enthusiastic addicts) using measures developed by Spence and Robbins (1992). Correlates included a number of personal demographic and work situation characteristics, measures of positive and negative affect, burnout components and absenteeism. Although the three workaholism types were similar on personal and work situation characteristics, work enthusiasts indicated significantly more positive affect and significantly less negative affect, exhaustion and cynicism than one or both of the other workaholism types. The workaholism types did not differ on professional efficacy or absenteeism however. The three workaholism types worked similar hours per week ruling this out as a possible explanation of the findings. Copyright © 2004 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The article presents information about childcare in the U.S. In the current election season, one listens in vain for concrete proposals from candidates to improve the lives of children. The U.S. lags behind all other western democracies in providing for their needs. It describes that the national mindset that puts sole responsibility for children in the hands of individual families, many of whom are ill-equipped to give them the care and opportunities necessary to provide for the citizens, workers, and human beings to develop. Further, instead of viewing parents with professional careers as irresponsible workaholics, the incredibly hard working parents, who are simultaneously holding jobs and raising children, should appreciated.

Workaholism involves a reluctance to disengage from work that is evidenced by a tendency to work or think about work anytime and anywhere. Conceptual links made with the transactional model of stress suggest that workaholics focus on work at the expense of personal relationships. The present research tested the proposition that workaholics deny their workaholism and experience greater disturbances in close relationships than do non-workaholics. In addition to workers' own self-ratings, ratings from their partner or spouse were also obtained. Workaholics' ratings of their levels of enjoyment were not significantly different from their partners' ratings, but their self-ratings of drive were significantly higher than partners' ratings. Workaholic and non-workaholic dyads reported similar levels of relationship adjustment. The data indicated that workaholics' self-ratings of their level of workaholism were similar to the ratings provided by their spouse/partner, and that satisfaction with their personal relationship (with their spouse or partner) was minimally affected by workaholism. These findings were replicated 6 months after the first data collection, and demonstrated stability across time. The data suggest that intimate relationships may act as stress buffers for workaholics. Implications are discussed in terms of the transactional model of stress and practices for guidance counsellors. [ABSTRACT FROM AUTHOR]

This study examined correlations of workaholism types among 69 male and 86 female undergraduate business students. Three types were considered (Work Addicts, Work Enthusiasts, and Enthusiastic Addicts) using measures developed in 1992 by Spence and Robbins. Correlates included personal demographics, self-esteem, and motives for money. Work Addicts indicated significantly lower self- esteem than both Work Enthusiasts and Enthusiastic Addicts; the workaholism types mentioned above did not differ on motives for money, however. [ABSTRACT FROM AUTHOR]

This paper draws attention to the use of rational emotive behaviour therapy (REBT) in counselling clients who are workaholics. Essential REBT theoretical tenets can help to reveal and explain the causes of workaholic behavior, while REBT techniques can be used effectively in assisting workaholic clients to cope with their cognitive, emotive and behavioural biases. Having explained the general characteristics of workaholism, this paper utilizes a case illustration to demonstrate the basic tenets and techniques of REBT that can be used to help a workaholic client. [ABSTRACT FROM AUTHOR]

The Work Addiction Risk Test (WART) was designed to measure " workaholism." The present study examines the underlying dimensions of the WART and investigated the accuracy of the WART scores to discriminate between workaholics and a control group. The results suggest that workaholism, as measured by the WART, includes five dimensions: (a) Compulsive Tendencies, (b) Control, (c) Impaired Communication/Self-Absorption, (d) Inability to Delegate, and (e) Self-Worth were developed from the factor analysis. A discriminant analysis that used the subscale scores as the independent variables and group membership (workaholic or control group) as the dependent variable indicated that the first three subscales provided the greatest distinction between the groups, with a 88.5% correct classification rate. A discriminant analysis that used the total WART score as the independent variable and group membership as the dependent variable had an 86.4% correct classification rate. [ABSTRACT FROM AUTHOR]

One reason for a worker putting in (possibly inefficiently) high levels of effort is to signal dedication, as in the conventional “rat race” literature. Where high effort levels can also be used to hide incompetence, a highly able worker might have an incentive to slack, so as to avoid being thought incompetent. A game where firms offer contracts and workers, characterised by assiduousness and ability choose observable effort levels, may have three equilibria: one where all workers put in high levels of effort, one where all put in low effort levels, and a third in which able workers put in low effort levels. The difference between a “workaholic” culture and a more relaxed one might reflect different equilibria of the same game, rather than deep cultural differences. [Copyright &y& Elsevier]

Examines the differences between two types of workaholic and nonworkaholic workers with respect to work-life conflict, life satisfaction, and purpose in life. Causal explanations why workaholics dedicate excessive hours to work; Differences between nonenthusiastic and enthusiastic workaholics on measures of purpose in life.

This article examines the clinical and empirical literature on the impact of parental workaholism on adult children. A case study is presented along with recommendations for family therapists on how to address the needs of adult children of workaholics in therapy. [ABSTRACT FROM PUBLISHER]

Examines initial stages in the development of a self-report instrument that measures offsprings' mental disposition toward their parents' work habits. Psychometric measurement of workaholism; Utilization of the Beck Depression Inventory; Responses on the Children of Workaholics Screening Test pretest and posttest.

Presents information on a study which examined the gender differences in workaholism components and workaholic job behaviors among managers and professionals. Methodology; Prevalence of workaholic types; Strengths and limitations of the study.

In a variety of discourses and empirical studies it has been argued that compared with women, men show more reluctance to express intimate emotion in heterosexual couple relationships. Our paper attempts to theorise this gender asymmetry in intimate emotional behaviour as a sort of `emotional power', within the wider context of continuing gender inequalities of resources and power in society. To the extent that men's role as breadwinner becomes their central life interest (they become `workaholics'), women are left with emotional responsibility for the private sphere, including the performance of the `emotion work' necessary to maintain the couple relationship itself. Increasingly women's dissatisfaction in relationships (which men dismiss as unjustified `whingeing') stems mainly from this unequal division. Yet many women still collude with male power by living the family `myth' and `playing the couple game': they perform emotion work on themselves to convince themselves that they are `ever so happy really', thereby helping to reproduce their own false consciousness. This suggests that gender asymmetry in relation to intimacy and emotion work may be the last and most obstinate manifestation and frontier of gender inequality. [ABSTRACT FROM AUTHOR]