The relationship between ‘workaholism’, basic needs satisfaction at work and personality

The aim of this study was to examine correlates of ‘workaholism’ components (Work Involvement, Drive, Enjoyment of Work). A cross‐occupational sample of 661 Norwegian employees in six different organizations completed a web‐based survey measuring ‘workaholism’, basic needs satisfaction at work and personality. Needs satisfaction at work was positively related to Enjoyment of Work, and negatively to Drive. Conscientiousness was positively related to all ‘workaholism’ components; Extraversion and Openness to Work Involvement and Enjoyment of Work; and Neuroticism to Drive. Negative relations were found between Neuroticism and Enjoyment of Work, and Agreeableness and Drive. Although the associations were rather weak, the findings give reason to differentiate between enthusiastic and non‐enthusiastic ‘workaholic’ characteristics, which were consistent with predictions taken from central theories on ‘workaholism’. Copyright © 2009 John Wiley & Sons, Ltd.     

Self-Evaluation Processes: Motives, Information Use, and Self-Esteem

ABSTRACT At least three motives guide self-evaluation: accuracy, self-enhancement, and self-improvement. To satisfy these motives, self-evaluation may utilize different information sources. Self-esteem may also moderate self-evaluation strategies. Participants evaluated the frequency and usefulness of eight types of information for meeting the three motives in two life domains: academics and social life. Personal standards information was reported to be used more frequently than objective or social comparison information and also perceived as most useful for meeting all three motives. Individuals low in self-esteem reported using more social comparison information than those high in self-esteem, especially upward social comparison information. Individuals with high self-esteem reported using personal standards information more often than they used social comparison information, while individuals with low self-esteem relied equally often on these two types of information. Discussion focuses on the role social comparison information may have for those with unstable self-concepts.     

Workaholism Components,Job Satisfaction,and Career Progress1

This investigation examined the relationship of workaholism‐related measures to work satisfaction and career‐progress outcomes. A comprehensive research framework was developed based on previous speculation and research findings to guide selection of variables and data analysis. Five blocks of predictor variables were included: individual demographics, work‐situation characteristics, two antecedents of workaholism (one an individual‐level measure of beliefs and fears; the other an organizational‐level measure of perceived support of work‐personal‐life imbalance), three workaholism components identified by Spence and Robbins (1992), and workaholic job behaviors (eg, hours worked, perfectionism). Work outcomes included job and career satisfaction, future career prospects, and salary increases. Hierarchical regression analysis generally indicated relationships between workaholism‐related measures and work outcomes.     

For Fun,Love, or Money: What Drives Workaholic,Engaged, and Burned‐Out Employees at Work?

Previous research has distinguished between two types of working hard: workaholism, a “bad” type of working hard, and work engagement, a “good” type of working hard. However, the motivations underlying workaholism and work engagement have not been examined extensively. Building on Deci and Ryan's Self‐Determination Theory, the present study examined the motivational correlates of workaholism, work engagement, and burnout (a possible consequence of working hard), using data from Chinese health care professionals (544 nurses and 216 physicians), and controlling for job demands and resources. As expected, structural equation modeling revealed that high levels of workaholism were associated with high levels of introjected regulation and identified regulation; that high levels of work engagement were mainly associated with high levels of intrinsic regulation; and that high levels of burnout were mainly associated with low levels of intrinsic regulation. Thus, different types of motivational regulation are associated with different types of job‐related well‐being.     

Morally based self-esteem, drinking motives, and alcohol use among college students.

This research examined the relationship of morally based self-esteem with drinking motives and alcohol consumption among college students. Basing self-esteem on morals was expected to be negatively associated with drinking behavior. We further expected this relationship to be mediated by drinking motives. Participants (N = 201; 45% male, 55% female) completed self-report measures of contingencies of self-worth, drinking motives, and drinking behavior. Previous research was supported in that college students whose self-esteem was more strongly contingent upon following personal morals consumed less alcohol. The current research extended these findings by showing that this relationship was mediated by drinking motives. Results suggest that it may be useful to better incorporate personal values into interventions for college students. The implementation of personal values in combination with brief treatments is discussed.     

Different groups, different motives: identity motives underlying changes in identification with novel groups

Social identification is known to have wide-reaching implications, but theorists disagree about the underlying motives. Integrating motivated identity construction theory with recent social identity research, the authors predicted which motives underlie identification with two types of groups: interpersonal networks and social categories. In a five-wave longitudinal study of social identity processes among 268 new university residents, multilevel analyses showed that motives involved in identity enactment processes--self-esteem, belonging, and efficacy--significantly predicted within-person changes in identification with flatmates (an interpersonal network group), whereas motives involved in identity definition processes--meaning, self-esteem, and distinctiveness--significantly predicted within-person changes in identification with halls of residence (an abstract social category). This article discusses implications for research into identity motives and social identity.     

身份认同动机：概念、测量与心理效应

身份认同动机（identity motive,简称身份动机）是引导个体进行身份建构、寻求特定的自我概念与自我评价的心理需要,主要包括自尊、效能、连续、意义、独特、归属六种动机。近十年的研究表明,不同的身份动机在身份的建构、维持、防御与改变等过程中协同发挥作用,而且动机的满足可以增强幸福感和心理适应。未来研究应进一步检验动机维度、考察发展规律、开发实验范式、探究神经机制。     

工作狂的研究述评

工作狂是指那些在强烈的内部动机的驱动下,长期投入大量时间和精力到工作上的个体,其形成和发展可以用成瘾模型、强化理论、特质理论和家庭系统理论来解释。工作狂的测量工具主要有工作成瘾风险测验、工作狂问卷和工作狂行为量表。该领域的研究者对于人格变量、人口统计学变量和组织因素等工作狂前因变量及健康、人际关系等工作狂的结果变量的探讨比较深入,但在概念界定、理论整合、测量工具、取样和变量探索等方面还有待进一步研究     

Between enthusiasm and refusal: A cluster analysis on consumer types and attitudes towards peer‐to‐peer sharing

The rise of peer‐to‐peer platforms for sharing private resources has introduced new possibilities for access beyond ownership. Although experiencing fast growth, the academic literature has only recently begun to study individual user attitudes towards such new forms of consumption. Building on findings on the underlying consumer motives for peer‐to‐peer sharing, this study differentiates prototypical consumers by means of cluster analysis. Based on data from a large‐scale online survey (n = 745) on consumer motives, we identify 5 main dimensions (concerns, benefits, product‐specific aspects, social aspects, and ownership‐related aspects). On these grounds, we identify 4 consumer types with distinct demographic and attitudinal characteristics: Social Enthusiasts, Conflicted Materialists, Skeptic Ascetics, and Individualistic Refuseniks. Based on these clusters' differences with regard to demographics and sharing behaviors, we derive implications for practitioners to tailor their business models and marketing strategies to the specific motivational patterns of the respective user groups.     

Achievement motives,cognitive and social competence,and achievement goals in the classroom

This study investigated the interrelations of approach and avoidance achievement motives (Motive to Achieve Success and Motive to Avoid Failure), two types of competence (Cognitive and Social competence), achievement goals (Mastery, Performance-approach, Performance-avoidance, and Work Avoidance goals), of 131 eighth and ninth grade students from a Japanese junior high school. Multiple regression analysis indicated positive relations between Mastery goals and the Motive to Achieve Success and Cognitive Competence. Performance-approach goals and both the Motive to Achieve Success and the Motive to Avoid Failure, and Performance-avoidance Goals and both the Motive to Achieve Success and the Motive to Avoid Failure. Negative relations were found between Work Avoidance goals and the Motive to Achieve Success and Cognitive Competence. Several interactions between achievement motives and competence on achievement goals were also found. The different antecedents of four achievement goals were discussed.     

Money and subjective well-being: it's not the money, it's the motives.

Past researchers have argued that the relative importance a person attaches to money is negatively related to subjective well-being (SWB). However, the past research suffers from the theoretical problem of not including the diferent motives for making money. With a sample of 240 business students, the authors developed a set of scales to measure motives for making money. They used a sample of 492 business students to confirm the factor structure of these motives. With another sample of 266 business students, the authors found that the negative relationship between money importance and SWB was due to the two variables being the result of a common cause; namely, the motives of social comparison. seeking power, showing off, and overcoming self-doubt. This finding was replicated with a sample of 145 entrepreneurs.     

Workaholism,Health, and Self‐Acceptance

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.     

Why individuals want money is what matters: Using self-determination theory to explain the differential relationship between motives for making money and employee psychological health

Researchers have debated for years whether money can lead to happiness. Indeed, the findings to date are contradictory in regard to the impact of individuals’ motives for making money on their psychological well-being. This study aimed to reconcile these findings and show that certain motives for making money can be beneficial to individuals’ psychological health, while others can be detrimental, not only by reducing well-being, but also by increasing ill-being. Based on self-determination theory, basic psychological needs (autonomy, competence, and relatedness) were hypothesized to be the psychological mechanism explaining these differential effects. More precisely, need satisfaction and need frustration were hypothesized to mediate the relationship between employees’ money motives and psychological health (well-being and ill-being). Our findings suggest that self-integrated motives for making money lead to greater well-being and lesser ill-being by positively predicting need satisfaction and negatively predicting need frustration. On the other hand, non-integrated motives for making money appear to result in lesser well-being and greater ill-being by being negatively associated with need satisfaction and positively associated with need frustration. Together, these findings suggest that money motives can have differential effects on employees’ psychological health depending on whether these underlying reasons are need-satisfying or need-frustrating life goals.     

Young Group Identification and Motives as Predictors of Ageism,Aging Anxiety,and Life Satisfaction

Abstract

The present study examined young group identification and young group motives (i.e., self-esteem, distinctiveness, belonging, meaning, efficacy, and continuity) as predictors of ambivalent ageism, stereotyping of older people, aging anxiety, and life satisfaction among Turkish university students. Participants (N?=?226) completed scales measuring age group identification, social identity motives, ambivalent ageism, stereotyping of older people, aging anxiety, and life satisfaction. Multiple hierarchical regression analyses showed that belonging to a young group was a significant predictor for ambivalent ageism. Young group identification and meaning were significant predictors for negative stereotyping of older people. Young group self-esteem was a significant predictor for aging anxiety. Young group identification, self-esteem, and meaning were significant predictors for life satisfaction. None of the independent variables was a significant predictor for positive stereotyping of older people.     

Social implications of smartphone use: korean college students' smartphone use and psychological well-being

Abstract The purpose of this study is to explore the relationship between motives of smartphone use, social relation, and psychological well-being. The correlation analysis shows that the motives of smartphone use were positively related to bonding relations but negatively related to bridging relations. The hierarchical multiple regression analysis finds the associations among motives of smartphone use, social relations, perceived social support, and variables of psychological well-being. The results demonstrate that needs for caring for others were negatively related to loneliness and depression and positively related to self-esteem. However, the communication motives are not a significant predictor to determine self-esteem, loneliness, and depression. In addition, bonding and bridging social relations and social support significantly increase self-esteem and decrease loneliness and depression.     

Work Craving: A Conceptualization and Measurement

Obsessive-compulsive models of workaholism do not allow diagnosing it as an addiction. We introduce an empirical evidence for conceptualization and measurement of work addiction as work craving. The Work Craving Scale (WCS) comprises: (a) obsessive-compulsive desire for work, (b) anticipation of self-worth compensation, (c) anticipation of reduction of negative affect or withdrawal symptoms resulting from working, and (d) neurotic perfectionism. Results (N = 1,459) confirmed the four-factorial structure of the WCS and indicated its good validity and reliability. The conceptualization of work craving significantly contributes to understanding of workaholism as an addiction, and should stimulate future research on work craving.     

Understanding Workaholism: Data Synthesis, Theoretical Critique, and Future Design Strategies

Workaholism involves a personal reluctance to disengage from work, which is evidenced by the tendency to work irrespective of external demands. While the term workaholism has been widely used by the public for over 30 years, scientists are only beginning to explore the behavior in depth. To date, most research has occurred on an ad hoc basis, emerging from a wide variety of paradigms without being explicitly linked to theory. The current article presents three methods for defining workaholism and a précis of relevant measures, then provides an integrated overview of research relating workaholism to individual well-being. Three models implicit in existing workaholism research (addiction, learning, and trait theory) are expounded and critiqued, and four new procedures for researching workaholism are suggested. Finally, an integrated, multidisciplinary approach is proposed as an essential element in encouraging rigorous debate and continued development of workaholism theory.     

Identity motives underlying desired and feared possible future selves

Desired and feared possible future selves are important motivators of behavior and provide a temporal context for self-evaluation. Yet little research has examined why people desire some possible selves and fear others. In two studies, we tested the reflection of identity motives for self-esteem, efficacy, meaning, continuity, belonging, and distinctiveness in people's desired and feared possible future selves and in their possible future identity structures. As predicted, participants desired especially those possible futures in which motives for self-esteem, efficacy, meaning, and continuity would be satisfied, and they feared especially those in which the same four motives and, marginally, the motive for distinctiveness would be frustrated. Analyses supported an indirect path from belonging via self-esteem to desire and fear. Desired and feared possible future selves reflect potential satisfaction and frustration of these identity motives.     

Does parental job insecurity matter? Money anxiety, money motives, and work motivation

A structural model focusing on the spillover effect of parental perceived job insecurity on money anxiety was developed and tested. The crossover effect of parents' money anxiety on their children's money anxiety, money motives, and motivation to work was also examined. Data were collected from a sample of undergraduates and their parents. Results of structural equation modeling analyses supported a spillover effect of paternal perceived job insecurity on paternal money anxiety. However, maternal perceived job insecurity was not significantly associated with maternal money anxiety. Results also supported a crossover effect of parental money anxiety on youths' money anxiety. Youths' money anxiety was significantly related to youths' negative money motives. In turn, youths' negative money motives were associated with their intrinsic motivation to work. Implications of the findings are discussed.     

Predictors of Workaholism Components and Behaviors

This study examined the relationship of three types of predictors of self-reported workaholism components and workaholic job behaviors: individual demographics, work situation characteristics, and two substantive workaholism antecedents (personal beliefs and fears, perceptions of organizational support of work-personal life imbalance). Data were collected from 530 women and men managers and professionals using anonymous questionnaires. The three blocks of predictors explained statistically significant but moderate levels of variance in workaholism components and workaholic job behaviors. The two substantive workaholism antecedents showed somewhat consistent relationships with the criterion measures. Participants more strongly endorsing the beliefs and fears and participants perceiving greater organizational support of work-personal life imbalance generally indicated higher levels of workaholism components and workaholic job behaviors.