Effects of workaholism on volunteer firefighters’ performance: a moderated mediation model including supervisor recognition and emotional exhaustion

Complementary variable- and person-centered approaches to the dimensionality of burnout among fire station workers

“…Latent correlations are reported in Table 2. As hypothesized and in line with past studies (Huyghebaert et al, 2017;Sandrin et al, 2019), the three sources of recognition and job satisfaction were negatively related to the burnout G-factor. Organizational, supervisor, and colleagues recognition were associated with lower levels of reduced professional efficacy (i.e., higher levels of professional efficacy).…”

“…Recognition refers to the way the organization, supervisors, and colleagues show their appreciation and acknowledge the efforts and successes of employees (Fall, 2015). It can be shown by the spontaneous acknowledgment of work well done, by expressing consideration towards the staff, and by words of encouragement in difficult situations (Sandrin et al, 2019). We focus on recognition from different sources (i.e., organization, supervisor, and colleagues) based on the acknowledgement that providing professional recognition to workers represents a costeffective way to maintain and improve employees' well-being and performance (e.g., Fernet et al, 2012).…”

“…According to the job demands-resources model, recognition at work can be conceptualized as an important resource for employees, suggesting that it should help workers to regulate their short-term fatigue and recover more optimally from work, and thus to avoid burnout (Bakker & de Vries, 2021). Prior research has demonstrated negative associations between recognition (or similar constructs) and indicators of ill-being at work, including burnout (Caesens et al, 2014(Caesens et al, , 2020Sandrin et al, 2019). For these reasons, we expected organizational, supervisor, and colleagues support to be associated with lower G-levels of burnout and with lower S-levels of emotional exhaustion, cynicism, and reduced professional efficacy.…”

Workaholism, presenteeism, work–family conflicts and personal and work outcomes: Testing a moderated mediation model

“…More generally, these findings suggest that WFC may explain the personal and professional outcomes of workaholism and presenteeism (Gillet et al, 2016). However, future research should consider additional mediating variables such as recovery experiences (e.g., psychological detachment, relaxation), burnout, occupational commitment or psychological capital (Li et al, 2019;Sandrin et al, 2019).…”

Complementary variable‐ and person‐centred approaches to the dimensionality of workaholism

“…There is a general recognition (Gillet et al, 2017) that a comprehensive assessment of workaholism should tap into these two components. However, research has also suggested that employees could experience workaholism holistically as a single global construct (Sandrin et al, 2019a). This global representation is supported by the high correlations between ratings of working excessively and compulsively (Huyghebaert et al, 2018a), and by the demonstration of stronger associations with covariates when workaholism is defined as a global dimension (Taris et al, 2012).…”