The Unintended Effect of Perceived Transformational Leadership Style on Workaholism: The Mediating Role of Work Motivation

Endriulaitienė, Auksė; Morkevičiūtė, Modesta

doi:10.1080/00223980.2020.1776203

Cited by 20 publications

(14 citation statements)

References 61 publications

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“…Although the negative effects of perceived supervisor support on employees' global levels of workaholism matched our expectations (Gillet et al, 2018;Sandrin, Gillet, Fernet, Depint-Rouault, et al, 2019), the positive effects of employees' global levels of self-determined work motivation on their global levels of workaholism were not aligned with our expectations. However, although the bulk of prior research does support the idea that workaholism tends to be mainly driven by controlled types of motivation (van Beek et al, 2011), other studies have also revealed, like Study 1, positive associations between self-determined work motivation and workaholism (Endriulaitienė & Morkevičiūtė, 2020). These results thus suggest that the motivational pattern that underpins workaholism might be more complex than previously thought, and might involve a combination of autonomous and controlled forms of motivation (Van den Broeck et al, 2011).…”

Section: Workaholism As a Multidimensional Constructmentioning

confidence: 53%

“…Thus, workaholics are assumed to be stimulated by internal and external contingencies, such as gaining their supervisors' approval, peer admiration, and prestige (Spence & Robbins, 1992). This is evidenced by their tendency to invest efforts in activities that are more likely to lead to promotions, pay rises, or other forms of recognition (Endriulaitienė & Morkevičiūtė, 2020). Moreover, for workaholics, excessive investment in work is also purported to represent a way to decrease their feelings of anxiety, guilt, and shame, and to increase their self-esteem (Porter, 2004).…”

Section: Workaholism Dimensionality and Profilesmentioning

confidence: 99%

“…Despite the well-documented importance of LMX as a core indicator of the quality of the exchange relationship between a leader and an employee (Liden & Maslyn, 1998), no person-centred research has yet examined the effects of LMX on workaholism profiles. However, the theoretical rationale presented above in relation to the effects of perceived supervisor support, together with results from prior research (Endriulaitienė & Morkevičiūtė, 2020), allow us to formulate the following hypothesis.…”

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confidence: 99%

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

et al. 2021

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Section: Workaholism As a Multidimensional Constructmentioning

confidence: 53%

Section: Workaholism Dimensionality and Profilesmentioning

confidence: 99%

mentioning

confidence: 99%

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

et al. 2021

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“…More precisely, workaholics are assumed to be stimulated by internal (e.g., feeling negative emotions when not working) and external (e.g., gaining peer admiration and prestige) motivating factors (Spence & Robbins, 1992). This is evidenced by their tendency to invest efforts in activities that are more likely to lead to promotions, raises, or other external forms of recognition (Endriulaitienė & Morkevičiūtė, 2020). Moreover, for nurses with high levels of presenteeism and workaholism, excessive investment in work is also purported to represent a way to decrease their feelings of anxiety, guilt, and shame, and to protect their contingent self-esteem (Porter, 2004;Ryan & Deci, 2017).…”

Section: Interaction Between Workaholism and Presenteeismmentioning

confidence: 99%

“…Normality of the data was assessed using skewness and kurtosis values. All models were estimated using Mplus 8.4 (Muthén & Muthén, 2019) robust maximum likelihood estimator (MLR) in conjunction with Full Information Maximum Likelihood (FIML; Enders, 2010) procedures to handle the limited amount of missing data present in this study (i.e., 0-1.2%). First, we tested a measurement model including workaholism, presenteeism and WFC.…”

Section: Analysesmentioning

confidence: 99%

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

Gillet

Austin

Fernet

et al. 2021

Journal of Clinical Nursing

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Aims and objectives: While research suggests that nurses who experience work-family conflicts (WFC) are less satisfied and perform less well, these negative outcomes may be more important for some nurses. This study proposes a mediated moderation model wherein the interaction between two individual characteristics, workaholism and presenteeism, relates to family life satisfaction and work performance with WFC mediating these relationships. Background: Because a limited number of nursing studies have examined the potential outcomes of workaholism and presenteeism, we extend past research to address the question of how workaholism and presenteeism affect nurses' functioning. Design: We used a cross-sectional questionnaire survey design to test our hypotheses. STROBE guidelines for cross-sectional research were followed in designing and reporting this study. Methods: A total of 419 nurses completed measures of workaholism, presenteeism, WFC, family life satisfaction, and work performance. Results: Results revealed that the relationships between workaholism and outcomes (family life satisfaction and work performance) through WFC were stronger among nurses characterized by high levels of presenteeism. Conclusions: These results revealed that high presenteeism may exacerbate the negative relationships of workaholism to family life satisfaction and work performance through WFC. Relevance to clinical practice: Healthcare organizations and managers should consider addressing work environment factors in their efforts to reduce the negative outcomes (e.g., low family satisfaction and work performance) of nurses' workaholism, presenteeism, and WFC.

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Psychological empowerment, work addiction, and burnout among mental health professionals

Sun¹,

Yang²,

Chau³

et al. 2022

Curr Psychol

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The Unintended Effect of Perceived Transformational Leadership Style on Workaholism: The Mediating Role of Work Motivation

Cited by 20 publications

References 61 publications

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

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

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

Psychological empowerment, work addiction, and burnout among mental health professionals

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