Workaholism and work–life imbalance: Does cultural origin influence the relationship?

In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and scientific communities. Most research in this area has focused on the negative consequences of workaholism, specifically work–life imbalance. One area of research that has largely been ignored is the potential influence of demographic variables on the relationship between workaholism and work–life imbalance. Therefore, the current study focused on how cultural origin might influence the intensity of this relationship. Based on relative deprivation theory and previous empirical work, it was expected that cultural origin would moderate the relationship between workaholism and work–life imbalance. Specifically, it was predicted that Caucasian participants would score higher on levels of workaholism than Black participants, and that the relationship between workaholism and work–life imbalance would be stronger for Caucasians than for Blacks. The results revealed that high levels of workaholism were significantly correlated with high levels of work–life imbalance. However, results also indicated that cultural origin did not moderate the relationship between workaholism and work–life imbalance, and there was no significant mean difference between Caucasian and Black participants on our measure of workaholism. These findings are important in that it is essential for employers to be aware of workaholic tendencies so they can better handle the negative consequences that result for the organization, and to also help promote the well‐being of their employees.     

Commitment profiles: Combinations of organizational commitment forms and job outcomes

Although the three-component model of organizational commitment by Meyer and Allen (1991) posits that an employee can experience the three components concurrently, previous research has been largely variable-centered, looking at the antecedents and outcomes of each component separately. Two studies explored how the three components combine to create distinct “profiles” of commitment and the implications of different profiles. In Study 1, six clusters were identified using k-means cluster analysis. These were labeled as the Highly committed, Non-committed, Neutral, Affective dominant, Continuance dominant and the Affective-Normative dominant profiles. Analysis of variance results indicated that the Highly committed, Affective-Normative dominant and the Affective dominant profiles demonstrated the most desirable job behaviors. The Non-committed profile showed the least desirable outcomes, followed by the Continuance dominant profile. Study 2 largely replicated these findings. The results suggest that affective commitment is the primary driver of positive outcomes, especially when combined with low levels of continuance commitment.     

Present and future temporal profiles and their relationship to health intentions and behaviors: A test on a Norwegian general population sample

We investigated the temporal profiles of a Norwegian general population sample and their relation to health behaviors and intentions. The profiles were based on variables from the present and future dimensions of the Zimbardo Time Perspective Inventory (ZTPI), the Consideration of Future Consequences Scale (CFCS), and the combination of both scales. The analysis revealed that there were only two stable clusters that corresponded to the present and the future profiles. Generally, CFCS‐based present and future profiles were more effective at predicting health behaviors and intentions than ZTPI‐based profiles. Profiles based on the CFCS variables were more predictive of eating behaviors. However, the profiles based on the combination of both CFCS and ZTPI were more predictive of smoking, exercising, and health intentions than the profiles based solely on the CFCS. The variation in walking was explained only by the profiles based on a combination of CFCS and ZTPI.     

Complementary variable- and person-centred approaches to the dimensionality of work engagement: a longitudinal investigation

This study illustrates complementary variable- and person-centred approaches to the investigation of the underlying dimensionality of the work engagement construct. A sample of 730 participants completed a questionnaire twice across a four-month period. The results showed that employees’ ratings of their work engagement simultaneously reflected a global overarching work engagement construct, which co-existed with three specific dimensions (vigour, dedication, and absorption). Relying on factor scores from this initial measurement model, the present study examined latent profiles of employees defined based on their global (work engagement) and specific (vigour, dedication, and absorption) levels of work engagement. The results revealed five distinct work engagement profiles, which proved to be fully identical, and highly stable, across the two time points. These profiles characterized disengaged-vigorous, normative, totally disengaged, vigorously absorbed, and engaged yet distanced employees. These profiles were also showed to be meaningfully related to employees’ levels of stress, intentions to leave the organization, health, and job satisfaction.     

Situation-Behavior Profiles as a Locus of Consistency in Personality

Traditional approaches have long considered situations as "noise" or "error" that obscures the consistency of personality and its invariance. Therefore, it has been customary to average the individual's behavior on any given dimension (e.g., conscientiousness) across different situations. Contradicting this assumption and practice, recent studies have demonstrated that by incorporating the situation into the search for consistency, a new locus of stability is found. Namely, people are characterized not only by stable individual differences in their overall levels of behavior, but also by distinctive and stable patterns of situation-behavior relations (e.g., she does X when A but Y when B ). These if . . . then . . . profiles constitute behavioral "signatures" that provide potential windows into the individual's underlying dynamics. Processing models that can account for such signatures provide a new route for studying personality types in terms of their shared dynamics and characteristic defining profiles.     

Sequential Tree Analysis of Work Stressors: Exploring Score Profiles in the Context of the Stressor-Stress Relationship

In recent years concerns about whether the different measures of work stressors provide adequate information on the stressors themselves have led a number of reviewers to suggest that old constructs should be reconsidered and alternative approaches to measurement considered. One such alternative approach would be to consider the relationship between different work stressors in terms of score profiles and whether different score profiles emerge at different levels of tension. Sequential tree analysis was used to segment or split a sample into homogeneous subgroups reflecting the stressor or combination of stressors that reflected different levels of tension. The visual display that emerged from this analysis suggests that: (1) when considering the relationship between stressors and tension it is important to recognize that while absolute levels of work stressors scores may be low this is no reason to assume that the stressor-tension relationship will be correspondingly low; and (2) although individuals may report the same overall score for a work stressor, their experience of that stressor may be quite different. Finally, these results point to the need to consider the impact that generalizing work stressor scores may have on intervention strategies.     

Contributions des aspects idiomatiques et morphologiques du langage à la lecture aux CE1 et CM1

Background and objective

To our knowledge, no research has so far associated idiomatic (or figurative) and morphological aspects of language in children reading and in examining the various skills involved. This study aims to: (1) specify, at two levels of reading ability, the implication of these two dimensions of language in decoding-word identification and comprehension and their possible correlation: idiom comprehension and morphemic skills have in common the need to pay attention to the meaning and play with the different levels of language analysis (literal vs figurative and sublexical vs lexical representations); (2) examine individual performance profiles of children with reading difficulties, in the light of these idiomatic and morphological skills.

A Motivational Analysis of Russian Presidents, 1994–2018

This article analyzes the motivations of the three presidents of Russia since the end of the Soviet Union: Boris Yeltsin, Vladimir Putin, and Dmitry Medvedev. Imagery for the achievement, affiliation, and power motives was scored from the texts of annual presidential addresses to the Federal Assembly from 1994 through 2018. Although there were fluctuations from president to president, and from year to year within each term, the Russian presidents overall tended to be higher in achievement than power. This contrasts with many political leaders from other countries and suggests modification in previous conclusions about the problems of high achievement motivation in politics. The scores of each president are related to the events and policies of that president's term of office. The third term of Vladimir Putin is particularly interesting, because his achievement scores were lower, and power and affiliation scores higher, than in his previous terms. These changes seem to fit with his changes in foreign and domestic policies from his earlier terms.     

溢出-交叉视角下工作狂对配偶孤独感的影响

基于溢出-交叉的视角,采用工作狂量表、工作家庭冲突量表、孤独感量表对国内242个双职工家庭进行调查,探索工作狂对配偶孤独感的影响及其中介机制。结果表明,工作狂正向影响工作家庭冲突,继而正向影响配偶的孤独感,但是丈夫工作狂对妻子孤独感的直接影响不显著,而妻子工作狂对丈夫孤独感存在显著的直接影响,即丈夫工作家庭冲突完全中介丈夫工作狂对妻子孤独感的影响,而妻子工作家庭冲突部分中介妻子工作狂对丈夫孤独感的影响。此外,孤独感在双职工夫妻之间存在显著的相互交叉影响。     

The Assessment of Workaholism as Behavioral Tendencies: Scale Development and Preliminary Empirical Testing

This article reports on the development and preliminary empirical testing of two new scales designed to assess workaholic behavioral patterns. One scale assessed employee tendencies to perform nonrequired work (typically, spending time thinking of ways to perform work better), and the other measured tendencies to intrude on and attempt to control the work of others. These scales seem consistent with both conceptual definitions and anecdotal accounts of workaholism. Moreover, the scales were designed to assess behavioral tendencies rather than work attitudes, to circumvent the possibility of rationalization and denial among workaholic respondents, and to be applicable across multiple work contexts. Evidence from a sample of 278 employed respondents indicated that the scales were internally consistent, and represented distinct constructs. The scales also demonstrated evidence of convergent and discriminant validity. For example, scores on the nonrequired work scale correlated positively with hours worked and with the needs for achievement, autonomy, and affiliation. Scores on the control of others scale correlated positively with job involvement, stress, work-nonwork conflict, role conflict, dominance needs, and self-monitoring. In summary, the workaholism scales developed for this investigation appear both reliable and valid and thus potentially able to shed light on the phenomenon of workaholism.