A qualitative investigation of the origins of excessive work behaviour

Abstract

Studies of workers who engage in excessive work behaviour continue to attract the attention of researchers. Most research in this field adheres to quantitative methodologies aligned to the addiction or trait paradigms and largely focuses on correlates and consequences of such behaviour. However, within this literature, empirically based understandings of the factors that propel individuals to engage in excessive work patterns are sparse. Resting on socio‐cultural theories of work, we adopt a novel approach to this field of enquiry and examine the genesis of excessive working using a qualitative methodology. We use discourse analysis to comparatively explore data from a sample of twenty‐eight workers comprising excessive and non‐excessive workers. Our study identified the roles of family of origin, educational experience, and professional norms as clear drivers of excessive work patterns. Data to support the dominant addiction and trait paradigms within this research domain were equivocal. Lifestyle decision‐making differentiated the comparison group from the excessive workers. We discuss our findings with reference to theories of workaholism and consider their implications for the evolution of this field. Practitioner points Organizational culture can strongly influence the emergence of excessive work patterns among employees. Human resource professionals and organizational leaders are in a position to intervene in the development and support of work cultures that are conducive to effective work patterns Employee selection and assessment procedures should be sufficiently in‐depth to gather relevant information into the personal backgrounds of applicants Employee development initiatives should take account of learned work orientations to ensure the effectiveness of interventions.

Conceptualizing the distinctiveness of team coaching

“…Analysis continued with further iterations of discussion of themes and sub-themes with reference to the raw data, until a final set of themes were agreed. While it was not possible to calculate inter-rater agreement, trustworthiness of our approach is reinforced by ensuring that all interpretations are supported by raw data (Kirrane et al, 2018).…”

“…While it was not possible to calculate inter-CONCEPTUALIZING THE DISTINCTIVENESS OF TC 8 rater agreement, trustworthiness of our approach is reinforced by ensuring that all interpretations are supported by raw data(Kirrane et al, 2018).…”

How to counter the ten myths about work addiction?: Three postulates for future research

“…Importantly, case studies or other qualitative techniques used in the approaches of clinical psychology and systems could constitute raw preliminary data for further quantitative studies. For example, in a qualitative investigation of the origins of excessive work behavior, a participant invokes his early age experience of hard work (Kirrane et al., 2018): “ So even from an early age I was working. My father was a holy terror for work, work, work, work ” (p. 243).…”

“…In addition, the Japanese corporate culture malpractice that is expected to lead to “karoshi” is known as “sabisu zangyo,” which means voluntary overtime. Overtime is supposed to be for unanticipated occasions in Western Europe, but in Japan, where the social value system exhorts “ganbaru” (to suffer in silence and to endure difficulties), it has become an expected part of daily duties that nobody can refuse (Kirrane, Breen, & O’Connor, 2018).…”

Preconditions for Coping with Time and Performance Pressure in Different Ways

“…As (work) behaviours always emerge embedded in the (work) context, qualitative field studies in real work contexts can especially contribute to an understanding of concrete work behaviours. As one of the few studies, a qualitative study of Kirrane, Breen, and O'Connor (2018) investigated the origins of excessive work behaviour and concluded that not only dispositional and socio-cultural factors of the employees but also organizational norms play a central role. A study of Janetzke and Ertel (2017) used a comparative case study design to investigate success factors for the implementation of a psychosocial risk management and identified not only personal but also structural and organizational cultural factors.…”