Work addiction is associated with increased stress and reduced quality of life: Validation of the Bergen Work Addiction Scale in Danish

Addiction to work is defined as a compulsion or an uncontrollable need to work incessantly. Only few measures exist to identify work addiction and the health consequences are sparsely explored. The Bergen Workaholic Scale (BWAS) measures seven core elements of work addiction and has been used in Norway, Hungary, Brazil, Italy, USA and Poland. The aim of this study was to validate the BWAS in a Danish sample and to investigate if high risk of work addiction was associated with stress and reduced quality of life. We conducted an online screening survey with 671 participants aged 16–68 years with the Danish translation of the BWAS. We added the perceived stress scale (PSS) and the quality of life scale EQ‐5D‐5L. Those with high risk of work addiction reported significantly higher mean PSS scores (20.0 points) compared to those with low risk of addiction (12.5 points) and poorer quality of life (61.9) compared to the low risk group (81.3). Furthermore, work addiction was associated with more weekly working hours (44.0 vs. 35.6 hours/week) and having more leadership responsibility. A preliminary estimate of work addiction prevalence was 6.6%. The BWAS demonstrated good reliability (α = 0.83), and factor analyses pointed at a single factor structure. Work addiction seems to be associated with health problems in terms of stress and poorer quality of life. The BWAS is recommended as a reliable and valid tool to identify work addiction in Danish.     

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.     

Workaholism in the Netherlands: Measurement and Implications for Job Strain and Work–Nonwork Conflict

Cette recherche traite de la mesure et des conséquences du travail comme conduite addictive aux Pays‐Bas. La première étude décrit le développement et la validation d’une version hollandaise de la Work Addiction Risk Scale (WART) de Robinson (1999 ). Une analyse factorielle portant sur les réponses de 356 sujets a montré que la structure factorielle de la WART hollandaise était analogue à celle de la version américaine. La deuxième étude (N= 232) avait pour objectif de décider si la sous‐échelle ?tendances compulsives? (CT) de la WART pouvait être utilisée comme mesure abrégrée du travail addictif. Le recouvrement entre l’échelle complète de 25 items et la sous‐échelle CT était large et la répartition des corrélations avec les autres concepts très proche. La troisième étude (N= 199) mit à l’épreuve un modèle des effets du travail addictif (CT) sur l’épusiement et le conflit travail—hors‐travail, montrant que le travail addictif affectait ces deux variables dépendantes à la fois directement et indirectement (par l’intermédiaire des exigences perçues du travail). On conclut 1) que la version hollandaise de la WART est très proche de la version américaine d’origin; 2) que la WART et la sous‐échelle CT sont toutes deux des mesures valides du travail addictif; 3) que le travail addictif est un concept virtuellement majeur pour l’étude du travail et du stress. This research deals with the measurement and consequences of workaholism in the Netherlands. Study 1 describes the development and validation of a Dutch version of Robinson's (1999 ) Work Addiction Risk Scale (WART). Confirmatory factor analysis (total N= 356) revealed that the factorial structure of the Dutch WART was similar to that of the US original. Study 2 (N= 232) examined whether the Compulsive Tendencies (CT) subscale of the WART could be used as a short measure of workaholism. The overlap between the full 25‐item WART and the CT subscale was high, whereas the patterns of correlations with other concepts were very similar. Study 3 (N= 199) tested a process model for the effects of workaholism (i.e., CT) on exhaustion and work–nonwork conflict, showing that workaholism affected these two outcome variables both directly and indirectly (via perceived job demands). It is concluded that: (i) the Dutch version of the WART is very similar to the US original; (ii) the WART and the CT subscale are both valid measures of workaholism; and (iii) workaholism is a potentially important concept in the study of work and stress.     

Are supervisors and coworkers likely to witness employee counterproductive work behavior? An investigation of observability and self–observer convergence

Supervisor and coworker ratings (i.e., “observer ratings”) remain a common manner of measuring counterproductive work behavior (CWB) despite long‐standing doubts that observers have the opportunity to witness the work behaviors they are expected to rate. We conducted 2 studies that evaluated the observability of CWB items and consequences of observability. First, we show that many CWBs are unlikely to be witnessed by supervisors or coworkers—specifically, behaviors such as “spends too much time fantasizing or daydreaming instead of working” and “discussed confidential company information with an unauthorized person” were found to be lowest in observability, whereas “cursed at someone at work” or “acted rudely toward someone at work” were relatively higher in observability (though observability was generally low). Second, a meta‐analysis revealed variability in item‐level relationships (correlations and mean differences) between self‐ratings and observer ratings for specific CWB scale items (i.e., items from Bennett & Robinson, 2,000). Important, this variability was partially explained by observability—behaviors with low self–observer convergence tend to have low levels of observability, whereas behaviors with higher levels of convergence tend to have higher levels of observability. This study demonstrates that supervisor and coworker ratings of CWB may be susceptible to an observability bias resulting from rating behaviors they have not likely witnessed.     

Understanding Workaholism: A Review of Causes and Counseling Approaches

Is workaholism an addiction or a rewarding work style and life-style that may be harmful to one's family and co-workers? This central question directed the review of definitions and causes of workaholism. Thereafter, the authors discuss the role of “Type A” and obsessive-compulsive traits on the behavior of some workaholics, review the effects of workaholism on workaholics themselves and on others, and suggest counseling approaches that might be helpful to workaholics.     

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.     

Gender Bias in the Measurement of Workaholism

Past research suggests gender differences in workaholism might be due to differences in how men and women respond to the item content in workaholism measures. Using item response theory differential item functioning, we show women are less likely to report some workaholism items, leading to contamination. Specifically, women are less likely to report spending more time at work than other activities, and staying at work longer than others. We speculate that societal norms and practical restrictions on women's time results in lower endorsement rates for these items compared to men, and thus underestimates their workaholism. Results contradict past findings that men and women are similar in regard to workaholism and suggest women are in fact higher in workaholism than men. Limitations and future directions are discussed.     

Examining the cross‐cultural validity of the positive affect and negative affect schedule between an Asian (Singaporean) sample and a Western (American) sample

The positive affect and negative affect schedule (PANAS) is a popular measure of positive (PA) and negative affectivity (NA). Developed and validated in Western contexts, the 20‐item scale has been frequently administered on respondents from Asian countries with the assumption of cross‐cultural measurement invariance. We examine this assumption via a rigorous multigroup confirmatory factor analysis, which allows us to assess between‐group differences in both strength of scale item‐to‐latent factor relationship (metric invariance test) and mean of each scale item (scalar invariance test), on a large sample of 1,065 respondents recruited from Singapore (Asian sample) and the United States (Western sample). We found that two items assessing PA (“excited” and “proud”) and three items assessing NA (“guilty,” “hostile,” and “ashamed”) exhibited metric noninvariance whereas 11 of the remaining metric invariant items exhibited scalar noninvariance, suggesting that the PA and NA constructs differ from what the PANAS is expected to measure for Asian respondents. Our findings serve as a cautionary note to researchers who intend to administer the PANAS in future studies as well as to researchers interpreting the results of past studies involving respondents from Asian countries.     

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.     

Understanding Workaholics' Motivations: A Self‐Determination Perspective

In order to explain the diverging well‐being outcomes of workaholism, this study aimed to examine the motivational orientations that may fuel the two main components of workaholism (i.e. working excessively and working compulsively). Drawings on Self‐Determination Theory, both autonomous and controlled motivation were suggested to drive excessive work, which therefore was expected to relate positively to both well‐being (i.e. vigor) and ill‐health (i.e. exhaustion). Compulsive work, in contrast, was hypothesised to originate exclusively out of controlled motivation and therefore to only associate positively with ill‐being. Structural equation modeling in a heterogeneous sample of Belgian white‐collar workers (N= 370) confirmed that autonomous motivation associated positively with excessive work, which then related positively to vigor. Controlled motivation correlated positively with compulsive work, which therefore related positively with exhaustion. The hypothesised path from controlled motivation to exhaustion through excessive work was not corroborated. In general, the findings suggest that primarily compulsive work yields associations with ill‐being, since it may stem from a qualitatively inferior type of motivation.     

Mix or Match? Consumer Spending Decisions in Conditional Promotions

Conditional multi‐item promotions are a prevalent marketing tactic whereby consumers have to buy a certain number of products to get a discount. This paper examines how framing a multi‐item promotion in terms of savings on multiple items versus a single item (e.g., “buy two, get X% off on both” vs. “buy two, get 2X% off on the cheaper item”) affects consumers’ decision‐making and product choices. Two laboratory studies and a field study at a boutique clothing store demonstrate that the “2X% on cheaper” framing makes consumers more likely to select similarly priced primary and secondary items. This strategy is driven by increased focus on promotional savings under the “2X% on cheaper” framing, which leads consumers to spend more on their secondary items. Overall, this research shows how a subtle change in the framing of multi‐item promotions changes consumers’ product selection strategies and shopping basket composition.     

Anxiety Sensitivity Taxonicity: a Concurrent Test of Cognitive Vulnerability for Post‐Traumatic Stress Symptomatology Among Young Adults

This study evaluated the anxiety sensitivity taxon using the 16‐item Anxiety Sensitivity Index in relation to 2 criteria relevant to post‐traumatic stress disorder; post‐traumatic stress disorder symptom severity as indexed by the Post‐Traumatic Diagnostic Scale, and post‐traumatic cognitions as indexed by the Post‐Traumatic Cognitions Inventory. Taxometric analyses of data collected from 331 young adults indicated that the latent structure of anxiety sensitivity was taxonic with an estimated base‐rate range of 11–12%. As predicted, an 8‐item Anxiety Sensitivity Index Taxon Scale accounted for significant variance above and beyond that accounted for by negative affectivity and the full‐scale Anxiety Sensitivity Index total score in terms of both criteria. Moreover, after accounting for variance explained by the full‐scale Anxiety Sensitivity Index total score and negative affectivity, the sum score for the 8 Anxiety Sensitivity Index items not included in the Anxiety Sensitivity Index Taxon Scale was associated with significant variance in these same dependent measures, but the relation was in the opposite direction to that predicted by theory. These findings are discussed in terms of theoretical and clinical implications for the study of anxiety sensitivity and post‐traumatic stress disorder vulnerability.     

To measure attributed mental illness1

This work follows from the assumption that person perception processes allow people to categorize others, and, thereupon, to predict the perceived person's behaviors. A scale, the Mental Illness Behaviors Prediction Scale (MIBPS) was developed for use in studies of ascribed mental illness. The MIBPS is comprised of fifteen items, each of which describes a situation and four alternative behaviors scaled for “mental illness level.” The alternatives were clearly scaleable. High item-to-total-score correlations were found. When subjects rated a “very poorly adjusted person” and a “very well-adjusted person,” the item scores, as assigned to these two persons, were clearly differentiating. In other studies the overall “mental illness level” of perceived persons was found to vary with selected independent variables. The utility of the scale supports the conclusion that people have developed and do use a person-perceiving dimension labeled mentally ill/mentally healthy, and the use of this dimension promotes the expectation of specific kinds of behavior from the target person.     

Stuck in the Middle: The Use and Interpretation of Mid-Points in Items on Questionnaires

Likert-type scales are commonly used when assessing attitudes, personality characteristics, and other psychological variables. This study examined the effect of varying the number of response options on the same set of 28 attitudinal items. Participants answered items using either a 4-point scale (forced choice), a 5-point scale that included a “neither” mid-point, or a 4-point scale with an option of “no opinion” presented after the item. The questionnaire also included an item asking participants what they believe the midpoint in a scale indicated. As predicted, participants’ interpretations of the midpoint varied widely with the most common responses being: “no opinion,” “don't care,” “unsure,” “neutral,” “equal/both,” and “neither.” The quantitative results showed that participants’ levels of item endorsement varied based on the response options offered. For example, “neither” was chosen more often than “no opinion” on all of the items.     

Sources of acute sport stress scale for sports officials: Rasch calibration

ObjectivesThe purpose of this study was to develop and calibrate the Sources of Acute Stress Scale for Sports Officials (SASS-SO) using the Rasch model.Design and methodThis was a cross-sectional, self-reported study. Of the 3300 participants with valid (no missing) data, 90.1% were males, ranging in age from 19.6 to 57.8 yrs., and serving as sports officials from 3 to 24 yrs. The officials represented high school, collegiate, and professional athletic associations representing 13 sports throughout the United States.ResultsUsing the Rasch model, the level of sources of stress item difficulty and individual's level of acute stress were estimated. Model-data fit was determined by Infit and Outfit statistics (≥0.5 and ≤1.5). A rating scale was also evaluated for proper functioning. With the exception of two items, the model fit the data well. Infit and Outfit measures were within the appropriate range supported the unidimensional structure of the SASS-SO. The two most severe sources of acute stress were “I made an incorrect call” and “I was out of position.” The two least severe sources of acute stress items were “I received verbal abuse from players” and “My supervisor/evaluator was present.”ConclusionsThe probability thresholds and item response ordering showed that the rating scale functioned well. Although item parameters had slightly inappropriate coverage, the ability parameters were reasonably varied. The results of this study support the use of the SASS-SO in assessing sources of acute stress among sports officials.     

What Drives Work Addicts to Action? The Extended Model of Work Craving

The theory of work craving highlights three pathological components of work addiction: the behavioral wanting component (an obsessive-compulsive desire for work), the hedonic liking components (the reduction of negative emotions and compensation for low self-worth), and the cognitive learning component (neurotic perfectionism). In this article, I link the theory of work craving with the theory of motivation and the incentive-sensitization theory of addiction and discuss three major issues: (a) obsessive-compulsive symptoms are not sufficient to diagnose workaholism; (b) two hedonic components of work craving, namely, activity-related and purpose-related incentives, should be considered; and (c) incentive-sensitization is an additional mechanism that may be prepotent for addictive working.     

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.     

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