A Qualitative Study on the Consequences of Intensive Working

Abstract

The nomological network of intensive working, or ‘workaholism’, is unclear. Taking a theoretically driven social constructivist approach, anchored in the field of human resource development (HRD), this study sought to explore how male intensive workers understand the consequences of their work patterns with respect to the experience of satisfaction and dissatisfaction in the work and nonwork domains. Deploying an interpretivist paradigm, data from 30 interviews were analyzed. These comprised 10 people who construed themselves as intensive workers, a coworker of each intensive worker, and 10 moderate workers. Each interview was analyzed using discourse analysis techniques. Intensive workers readily described the satisfaction they experienced from their work. Coworkers corroborated these accounts. Many experiences of dissatisfaction among intensive workers were readily offset against gains from intrinsic pleasure in the work or else rationalized. Data from coworkers suggested that intensive workers were both inspirational and troubling colleagues who unwittingly impaired their own career progress. Comparative data from moderate workers further illuminated the consequences of intensive work patterns. This study contributes to theories of intensive work by highlighting the variegated nature of the consequences of intensive working. Understanding how these work patterns are justified and maintained is a critical starting point to support HRD professionals in addressing the consequences that ensue. Such insights have implications for the design and development of organizational policies and procedures that have repercussions for workers’ lives.

Workaholism, Motivation, and Addiction in the Workplace: A Critical Review and Implications for HRD

“…with growing interest in human-oriented perspectives (Han, Chae, Han, & Yoon, 2017), such as work stress (Anthony-McMann, Ellinger, Astakhova, & Halbesleben, 2017), excessive work (Kirrane, Breen, & O'Connor, 2017), and employee wellbeing (Tonkin, Malinen, Näswall, & Kuntz, 2018). Although the concept of workaholism first appeared several decades ago (Oates, 1968(Oates, , 1971, it is an emerging topic that has received increasing attention in organizational research and has great implications for HRD.…”

“…Over the past few decades, scholars have dedicated a significant amount of time to understanding work involvement as a key factor affecting employee well-being. Since Russ-Eft’s (2001) call for research, human resource development (HRD) has discussed the outcomes of job involvement beyond performance and productivity with growing interest in human-oriented perspectives (Han, Chae, Han, & Yoon, 2017), such as work stress (Anthony-McMann, Ellinger, Astakhova, & Halbesleben, 2017), excessive work (Kirrane, Breen, & O’Connor, 2017), and employee well-being (Tonkin, Malinen, Näswall, & Kuntz, 2018). Although the concept of workaholism first appeared several decades ago (Oates, 1968, 1971), it is an emerging topic that has received increasing attention in organizational research and has great implications for HRD.…”

“…A fuller understanding of how workaholism occurs is important to HRD scholars and practitioners for several reasons. First, although excessive working is generally unwelcome while work engagement is favored (Kirrane et al, 2017; Shuck & Wollard, 2010), workaholics are likely to exhibit engagement that is closely related to addiction (Barber & Santuzzi, 2015; Salanova et al, 2014). Thus, this study helps researchers rethink the concept of engagement and work motivation.…”

A daily diary investigation on the job-related affective experiences fueled by work addiction

“…More recent studies also reported inconclusive results. For example, Balducci et al (2018) found that work addiction was related to negative job-related affect, while Kirrane, Breen, & O'Connor (2017) in a qualitative investigationfound that work addicted report higher levels of job satisfaction, a finding corroborated by coworkers. Overall, it is clear that there is a need for further research to clarify the work-related affective experiences of work addicted.…”

Advancing Workaholism Research

“…Additionally, and importantly, the heavy work investment characterizing workaholism does not seem to be associated with higher job performance [ 14 ]—although evidence on the relationship between workaholism and objective performance criteria is still sparse. Thus, the available research suggests—with only some exceptions [ 15 ]—that workaholism has few advantages for both individuals and organizations, and a number of disadvantages and that it therefore should be prevented as much as possible.…”