New publication: Are workaholics born or made?
This study explores whether the interaction between the perception of an overwork climate in the workplace and person characteristics (i.e., achievement motivation, perfectionism, conscientiousness, self-efficacy) may foster workaholism. Our results showed indeed that a work work climate that promotes overwork may foster workaholism, but especially for those high in achievement motivation, perfectionism, conscientiousness, and self-efficacy […]
New publication on workaholism and work engagement
A two-year follow-up study among Japanese workers revealed that work engagement predicted positive changes in health, life satisfaction, and performance, whereas workaholism predicted poor health and dissatisfaction. Moreover, workaholism was not related to future job performance (read more).
New publication on psychological needs, engagement and workaholism (in Dutch)
This study showed that – among 275 health care employees in the Netherlands –satisfaction of the psychological needs for autonomy and relatedness was associated with work engagement, whereas failure to satisfy the psychological needs for autonomy and competence was associated with workaholism. In their turn, work engagement and workaholism were positively related to extra-role performance, […]
New publication on the motivation of engagement and workaholism
The beauty versus the beast: On the motives of engaged and workaholic employees This chapter explores the motivational differences between two forms of heavy work investment: workaholism and work engagement, respectively. Theory and research on these two forms of heavy work investment is discussed from two perspectives: a personality trait perspective, in which the motivational […]
New publication on boredom
This study investigates the correlates of job boredom in 87 Finnish workplaces (N = 11,468) and to examine the associations between job boredom, health outcomes, and job attitudes. The Dutch Boredom Scale was used to measure job boredom. Results show that male, under-36-year-old employees and employees working in transportation, manufacturing, arts, recreation, and entertainment experienced the […]
New Publication on engagement and workability
This study investigates whether work engagement influences self-perceived health, work ability, and sickness absence beyond health behaviors and work-related characteristics. Employees of two organizations participated in a six-month longitudinal study (n=733). Using questionnaires, information was collected on health behaviors, work-related characteristics, and work engagement at baseline, and self-perceived health, work ability, and sickness absence at […]
New publication on work engagement and supervisor-rated performance
This study investigates a conceptual model that explains the mechanisms linking positive orientation (POS — i.e. a pervasive mode of viewing and facing reality from a positive stance) to future job performance in a sample of 388 security agents. Job performance was rated by three supervisors, and examined via the company’s performance appraisal tool. Results […]
New publication on workability and work engagement
Do job and personal resources predict work ability 10 years later? Yes, job and personal resources DO predict workability 10 years later! Moreover, it seems that work engagement plays an important role in this connection. Using a two-wave 10-year longitudinal design, the examined the motivational process proposed by the Job Demands-Resources (JD-R) model was studied. […]
New publication on different types of employee well-being
The aim of this study was to establish a typology of employee well-being, together with its psychosocial antecedents and consequences. Results obtained with a sample of 786 full-time employees from different occupational sectors show four types of employee well-being: 9-to-5 or relaxed, work engaged or enthusiastic, workaholic or tense, and burned-out or fatigued, each having […]
New publication: Engaged managers are not workaholics
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 […]