This study among Finnish managers showed that work engagement and workaholism did not correlate with each other, thereby suggesting that they are independent constructs. Moreover, longitudinal analyses revealed four different groups: 1) those with high initial but decreasing engagement and low but stable workaholism levels (18%), 2) those with low initial but increasing engagement and average but decreasing workaholism levels (7%), 3) those with low initial but increasing engagement, and low but stable workaholism levels (6%), and 4) those with high stable engagement and average stable workaholism levels (68%). Overall, these results suggest first that also at the intra-individual level work engagement and workaholism were largely independent psychological states; second, job conditions had an impact on the levels of both work engagement and workaholism as, typically, the participants in the group 2 had typically changed their job during the study period. The fact that work engagement and workaholism are sensitive to job changes suggests that both psychological conditions depend on the individual’s work situation. Download article.