The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

Kim, Nanhee; Kang, Yun Jin; Choi, Jinsoo; Sohn, Young Woo

doi:10.3390/ijerph17217742

Cited by 29 publications

(36 citation statements)

References 106 publications

(166 reference statements)

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“…Through a self-regulated process, engaged individuals freely choose to perform HWI because they enjoy their job and perceive it as enriching and stimulating [ 61 ]. This result agrees with the definition of work engagement as a harmonious passion, leading individuals to engage in a specific activity that is recognized as meaningful and represents them [ 65 ]. In contrast to workaholic employees, they do not experience an inner urge that compels them to center their existence on work-related activities as the only means for avoiding feelings of worthlessness.…”

Section: Discussionsupporting

confidence: 88%

Same Involvement, Different Reasons: How Personality Factors and Organizations Contribute to Heavy Work Investment

Mazzetti

Guglielmi

Schaufeli

2020

IJERPH

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The academic literature has drawn a clear distinction between a positive form (i.e., work engagement) and a negative form (i.e., workaholism) of heavy work investment (HWI). Nevertheless, the different weight of individual and situational factors contributing to their development was not thoroughly explored. This study aims to investigate the role of individual variables (i.e., obsessive–compulsive traits, achievement orientation, perfectionism, and conscientiousness) and situational factors (i.e., job demands and overwork climate) regarding engagement and workaholism simultaneously. Hypotheses were tested using a sample of 523 Italian employees. Results of structural equation modeling revealed that overwork climate and job demands were conversely related to engagement and workaholism, with job demand reporting the strongest association with workaholism. Furthermore, fear of failure was the only individual factor showing a significant and opposite relationship with workaholism and engagement. In contrast, perfectionism was positively associated with both forms of HWI. These results shed light on the potential effectiveness of intervention strategies focused on the employees and organizations in preventing workaholism and promoting engagement.

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Section: Discussionsupporting

confidence: 88%

Same Involvement, Different Reasons: How Personality Factors and Organizations Contribute to Heavy Work Investment

Mazzetti

Guglielmi

Schaufeli

2020

IJERPH

View full text Add to dashboard Cite

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“…Namely, job demands can lead to a decrease in self-efficacy. Role ambiguity, role conflict and interpersonal conflict are widely regarded as a kind of hindering job demands (Lorente Prieto et al, 2008 ; Ashill and Rod, 2011 ; Martinez-Corts et al, 2015 ; Kilroy et al, 2016 ; Kim and Beehr, 2018 ; Kim et al, 2020 ). Previous studies have also shown that role ambiguity, role conflict and interpersonal conflict were negatively correlated with individuals' self-efficacy (Jex and Gudanowski, 1992 ; Hartline and Ferrell, 1996 ; Chebat and Kollias, 2000 ; Eys and Carron, 2001 ; Karatepe et al, 2006 ; Li and Bagger, 2008 ; Tang and Chang, 2010 ; Kadir et al, 2017 ).…”

Section: Theoretical Background and Hypotheses Developmentmentioning

confidence: 99%

Safety Stressors and Construction Workers' Safety Performance: The Mediating Role of Ego Depletion and Self-Efficacy

Xiang

Yang

et al. 2022

Front. Psychol.

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As an important influencing factor of construction workers' safety performance, safety stressor has received increasing attention. However, no consensus has been reached on the relationship between different types of safety stressors and the subdimensions of safety performance, and the mechanism by which safety stressors influence safety performance remains unclear. This study proposed a multiple mediation model with ego depletion and self-efficacy as mediators between safety stressors and workers' safety performance. Data were collected from 335 construction workers in China. Results demonstrated that: (1) the three types of safety stressors (i.e., safety role ambiguity, safety role conflict, and interpersonal safety conflict) all had negative effects on workers' safety performance (i.e., safety compliance and safety participation); (2) self-efficacy mediated all the relationships between the three safety stressors and safety performance; (3) ego depletion only mediated part of the relationships between the three safety stressors and safety performance; and (4) only part of the multiple-step mediating effects through ego depletion and self-efficacy were supported. This study made contributions by shedding light on the mechanism by which safety stressors influence workers' safety performance and providing more empirical evidence for the relationship between various safety stressors and the subdimensions of safety performance. Additionally, targeted strategies for improving workers' safety performance were proposed according to the findings.

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“…With the rise of workaholism in the Korean society, much research has been carried out to investigate the antecedents and outcomes of workaholism (Jeong & Tak, 2009; Kim et al, 2020; Lee, 2019; Lee & Jung, 2012). However, the lack of reliable and valid measures of workaholism is one of the biggest obstacles to improving workaholism studies in Korea.…”

Section: Workaholism Studies In Koreamentioning

confidence: 99%

The Multidimensional Workaholism Scale in a Korean Population: A Cross-Cultural Validation Study

Kim

Choi

Park

et al. 2021

Journal of Career Assessment

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This study aimed to provide a reliable and valid measure of workaholism for Korean workers. We translated the Multidimensional Workaholism Scale (MWS) into Korean and validated it with a sample of 1020 full-time Korean employees. An exploratory factor analysis revealed a four-factor solution (Study 1; N = 524), and a confirmatory analysis further demonstrated good model fit of the four-factor structure (Study 2; N = 496). The scale’s concurrent and construct validity was supported by positive correlations with other existing measures of workaholism, emotional exhaustion, and work–family conflict (WFC) and by a negative correlation with psychological detachment. Moreover, the MWS demonstrated a moderate association with work engagement, but no significant association with job satisfaction. It further showed significant incremental validity in predicting emotional exhaustion and WFC. The findings support the Korean MWS version’s reliability and validity for measuring workaholism among Korean employees. Theoretical implications for the workaholism literature and practical implications for corporate counselors and human resource practitioners are discussed.

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The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

Cited by 29 publications

References 106 publications

Same Involvement, Different Reasons: How Personality Factors and Organizations Contribute to Heavy Work Investment

Same Involvement, Different Reasons: How Personality Factors and Organizations Contribute to Heavy Work Investment

Safety Stressors and Construction Workers' Safety Performance: The Mediating Role of Ego Depletion and Self-Efficacy

The Multidimensional Workaholism Scale in a Korean Population: A Cross-Cultural Validation Study

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