Objectives: This study integrates the Self Determination Theory and the Job Demands-Resource model in explaining motivational antecedents of 2 forms of excessive work: work engagement and workaholism. It specifically examines the relationship between job autonomy, situational work motivation, work engagement, and workaholism. Material and Methods: The sample comprised 318 full-time employees of an international outsourcing company located in Poland. The mediation analysis was used for testing hypotheses about the mediation of autonomous and controlled motivation in the relationship between job autonomy, work engagement, and workaholism. Results: The results have confirmed that autonomous motivation mediates the relationship between job autonomy and work engagement. The assumption about the mediation role of controlled motivation in the relationship between job autonomy and workaholism has not been confirmed; however, external regulation (i.e., controlled motivation) is a significant predictor of workaholism. Conclusions: Giving employees more job autonomy might increase their intrinsic and identified regulation and may therefore lead to more energetic, enthusiastic, and dedicated engagement with their jobs. Workaholism may be predicted by external regulation, and work characteristics other than job autonomy may play an important role in enhancing this controlled type of motivation. Int

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Two studies were conducted to examine the association of two workaholism components (drive to work and work enjoyment) with life and work values. Study 1 examined whether life values that are lower on the ideal value hierarchy predict the drive to work; and whether life values that are higher on the hierarchy predict work enjoyment. Study 2 tested the hypotheses that extrinsic work values predict the drive to work, whereas intrinsic work values predict work enjoyment. The results of study 1 showed that moral values, which represent higher order life values, were negatively correlated with the drive to work and positively correlated with work enjoyment. Work enjoyment was also negatively associated with vital values, which have a low position on the ideal life values hierarchy. Hypotheses about the relationships between the two workaholism components and life and work values were not fully confirmed.