Workaholism profiles: Associations with determinants, correlates, and outcomes

Abstract

The present series of studies examines how the two dimensions of workaholism (working excessively and compulsively) combine within different profiles of workers. This research also documents the relations between these workaholism profiles and a series of correlates (psychological need thwarting) and adaptive and maladaptive work outcomes. In addition, this research investigates the role of emotional dissonance and employees' perceptions of their workplaces' psychosocial safety climate (Study 1, n = 465), as well as job demands, resources, and perfectionism (Study 2, n = 780) in the prediction of profile membership. Latent profile analysis revealed four identical workaholism profiles in both studies. In Study 1, emotional dissonance predicted a higher likelihood of membership in the Very High, Moderately High, and Moderately Low profiles relative to the Very Low profile. In contrast, Study 2 revealed a more diversified pattern of predictions. In both studies, levels of need thwarting were the highest in the Very High and Moderately High profiles, followed by the Moderately Low profile, and finally by the Very Low profile. Finally, in both studies, the most desirable outcomes levels (e.g., lower levels of work-family conflict and emotional exhaustion, and higher levels of perceived health) were associated with the Very Low profile, followed by the Moderately Low profile, then by the Moderately High profile, and finally by the Very High profile. Practitioner pointsThe most desirable outcomes are associated with the profile characterized by the lowest levels of workaholism. Emotional dissonance predicts a lower likelihood of membership in the profile characterized by the lowest levels of workaholism. Levels of need thwarting are the lowest in the Very Low workaholism profile. High levels of socially prescribed perfectionism are associated with an increased likelihood of membership into the Very High workaholism profile. Reducing emotional dissonance, need thwarting, and socially prescribed perfectionism may help to reduce workaholism, in turn leading to more positive outcomes.

Emotional labour profiles: Associations with key predictors and outcomes

“…First, despite mounting variablecentered evidence regarding the differentiated nature of the hiding feelings and faking emotions components of surface acting (Lee & Brotheridge, 2006), the present study suggested that all types of employees tend to rely on matching levels of these two components. As such, our results argue against the value of distinguishing among these two components of surface acting (e.g., Gillet, Morin, Cougot, & Gagné, 2017). Second, despite tentative variable-and person-centered (e.g., Gabriel et al, 2015) evidence suggesting that the effects of surface acting might differ for workers also relying on either high, or low, levels of deep acting, we found no evidence for a profile characterized by high levels of surface acting and low levels of deep acting.…”

Can Work Engagement Be a Resource for Reducing Workaholism’s Undesirable Outcomes? A Multiple Mediating Model Including Moderated Mediation Analysis

“…However, it was hypothesized that these two components are complementary and not distinct dimensions; therefore, workaholism is often considered as one dimension [54,55]. Workaholics show an exaggerated need to work and it seems impossible for them to repress it, endangering health, reducing their happiness, and deteriorating their interpersonal relationships [51].…”

The effects of work factors on nurses’ job satisfaction, quality of care and turnover intentions in oncology

“…Nurses’ turnover intentions from their current workplace were assessed with the three items (e.g. “I often think about quitting this organization”) used by Gillet, Morin, Cougot, and Gagné (). These items were rated on a 5‐point scale from 1 (strongly disagree) ‐ 5 (strongly agree).…”