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Purpose: While the role of solidarity in the workplace has been examined in previous research, it is still an important component of the workplace for Japanese employees. The purpose of this paper is to integrate findings on solidarity at the workplace, job satisfaction and intent to turnover. A moderated mediation model is hypothesized where solidarity predicts intent to turnover via job satisfaction, but the strength of this whole mediation process is moderated by employees' length of working overtime or working long hours. Design/methodology/approach: The data analyzed in this study were acquired from the Japanese General Social Survey 2010, which was administered to 527 men and 278 women. Findings: The results generally supported the assumptions; the proposed mediation model proved to be statistically significant, even when background covariates were introduced into the model to control for pre-existing differences. Also, the proposed moderated mediation model was supported; solidarity strongly increased job satisfaction when working overtime was low. Research limitations/implications: Because of measurement of solidarity, this study results may limit the generalizability. Researchers should explore the relationship between the dimension of solidarity and job satisfaction. Practical implications: The paper includes the implications for human resource management, the developing of solidarity at the workplace and for managing the strain of working overtime. Originality/value: This study was the first to examine the relationship between solidarity at the workplace and job satisfaction and the moderating effects of working overtime. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to evaluate whether employees’ tendency to work excessive hours is motivated by the perception of a work environment that encourages overwork (overwork climate). Thus, this study introduces a self-report questionnaire aimed at assessing the perception of a psychological climate for overwork in the workplace. Design/methodology/approach – In Study 1, the overwork climate scale (OWCS) was developed and evaluated using principal component analysis (n=395) and confirmatory factor analysis (n=396). In Study 2, the total sample (n=791) was used to explore the association of the overwork climate with opposite types of working hard (work engagement and workaholism). Findings – Two overwork climate dimensions were distinguished, namely, overwork endorsement and lacking overwork rewards. The lack of overwork rewards was negatively associated with engagement, whereas workaholism showed a strong positive association with overwork endorsement. These relationships remained significant after controlling for the impact of psychological job demands. Research limitations/implications – The findings rely on self-report data and a cross-sectional design. Practical implications – The perception of a work environment that encourages overwork but does not allocate additional compensation seems to foster workaholism. Moreover, the inadequacy of overwork rewards constitutes a lack of resources that negatively affect employees’ engagement. Originality/value – This study represents one of the first attempts to develop a questionnaire aimed at assessing a psychological climate for overwork and to explore whether the perception of this type of climate may be significantly related to workaholism and work engagement. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to understand: how and why do experienced professionals, who perceive themselves as autonomous, comply with organizational pressures to overwork? Unlike previous studies of professionals and overwork, the authors focus on experienced professionals who have achieved relatively high status within their firms and the considerable economic rewards that go with it. Drawing on the little used Bourdieusian concept of illusio, which describes the phenomenon whereby individuals are “taken in and by the game” (Bourdieu and Wacquant, 1992), the authors help to explain the “autonomy paradox” in professional service firms. Design/methodology/approach – This research is based on 36 semi-structured interviews primarily with experienced male and female accounting professionals in France. Findings – The authors find that, in spite of their levels of experience, success, and seniority, these professionals describe themselves as feeling helpless and trapped, and experience bodily subjugation. The authors explain this in terms of individuals enhancing their social status, adopting the breadwinner role, and obtaining and retaining recognition. The authors suggest that this combination of factors cause professionals to be attracted to and captivated by the rewards that success within the accounting profession can confer. Originality/value – As well as providing fresh insights into the autonomy paradox the authors seek to make four contributions to Bourdieusian scholarship in the professional field. First, the authors highlight the strong bodily component of overwork. Second, the authors raise questions about previous work on cynical distancing in this context. Third, the authors emphasize the significance of the pursuit of symbolic as well as economic capital. Finally, the authors argue that, while actors’ habitus may be in a state of “permanent mutation”, that mutability is in itself a sign that individuals are subject to illusio. [ABSTRACT FROM AUTHOR]

This article discusses how the concepts of exploration and exploitation are fruitful for understanding individual fantasies of escape from the demands of contemporary workplaces. We examine one influential articulation of such fantasies, namely the best-selling self-help book 'The 4-Hour Workweek. " This book advocates that individuals outsource the bulk of the routine ("exploitation") tasks of their lives, leaving themselves free for creativity, play, and leisure ("exploration"). In this way, a radical separation of exploitation and exploration at the individual level is proposed. We examine the meanings and contradictions of such ideas by discussing how they may function as powerful escape fantasies for those facing corporate overwork. However, we argue that the solution proposed is unsatisfactory because of its individualism, which fails to see the inherently social nature of work and life. [ABSTRACT FROM AUTHOR]

Purpose -- The purpose of this exploratory research is to examine the relationship of a measure of work intensity with potential antecedents and consequences. Design/methodology/approach -- A questionnaire was developed and pre-tested. It included a new 15-item measure of work intensity. Data were collected from 106 respondents enrolled in three university business courses using anonymously completed questionnaires. Regression and factor analyses were used in developing the measure and testing the relationships. Findings -- The 15-item measure of work intensity was found to have high internal consistency and reliability. Work intensity was significantly related to respondents' organizational level and work status. In addition, respondents indicating higher levels of work intensity also reported working more hours, a higher workload, and greater job stress. Work intensity was unrelated to organizational values supporting work-personal life imbalance, three workaholism components, or to indicators of work engagement. Factor analysis of the work intensity measure produced three factors: emotional demands, job demands, and time demands, the first two were fairly consistently related to other study variables, whereas time demands was not. Research limitations/implications -- The sample was relatively small and the data were collected using self-reports. The design was cross-sectional, thus limiting causal inferences. Practical implications -- Managers will find the study useful in assessing the effects of work intensity and working long hours for employees, including stress levels and work engagement. Originality/value -- The study developed a work intensity measure and examined its properties and correlates, something that is lacking in the literature. [ABSTRACT FROM AUTHOR]

Considers ths sources of stress in small businesses: overload, uncertainty, understaffing, lack of sufficient experience and personal problems. Suggests some strategies to reduce these issues in three categories, attacking uncertainty and balancing the load, promoting employee success and providing for a participative, supportive environment. Concludes that these points taken together represent a proactive stress reduction programme designed to prevent stress in the work setting. [ABSTRACT FROM AUTHOR]

Presents a model of "idleness" as a graceful and effective mental state for the execution of purposeful work. Uses examples from members of an open space conference, who described what they were offering. Reflects on the place of idleness in society, including the stress associated with some having too much work and others too little. [ABSTRACT FROM AUTHOR]

This article focuses on the study by Roffey Park Management Institute regarding managers in Great Britain. According to the study, most managers in Great Britain are overworked and stressed out but are becoming more adept at dealing with their workloads and controlling their stress levels. The survey also reflect that 56 percent of managers are considering changing their jobs in the near future and reported that their were fostering a culture of presenteeism.