The predictive role of perfectionism on heavy work investment: A two-waves cross-lagged panel study

• Published in: Personality and individual differences Vol. 173; p. 110632
• Main Authors: Spagnoli, Paola, Kovalchuk, Liliya Scafuri, Aiello, Michelle S., Rice, Kenneth G.
• Format: Journal Article
• Language: English
• Published: Oxford Elsevier Ltd 01.04.2021; Elsevier Science Ltd
• Subjects: Absorption; Cross-lagged panel method; Investments; Longitudinal studies; Perfectionism; Structural equation modeling; Work; Work engagement; Workaholism; Workers; Work engagement; Structural equation modeling; Workaholism; Perfectionism; Cross-lagged panel method
• ISSN: 0191-8869; 1873-3549
• DOI: 10.1016/j.paid.2021.110632

Research on the relationship between perfectionism and heavy work investment is all cross-sectional. It mainly considers these constructs as unidimensional, neglecting to examine possible relationships among these constructs' sub-dimensions. Thus, there is a lack of evidence supporting the predictive role of different perfectionism dimensions (perfectionistic concerns and strivings) in heavy work investment dimensions such as workaholism and work engagement. The current study addressed this gap by examining these relationships with two cross-lagged panel models (CLPM). Results based on 431 (T1) and 213 (T2) workers supported the predictive role of perfectionistic concerns at T1 on two T2 workaholism sub-dimensions of working excessively and working compulsively. Perfectionistic strivings at T1 also predicted three sub-dimensions of work engagement at T2: vigor, dedication, and absorption. Practical implications of these positive and negative aspects of perfectionism might suggest managers assess workers' perfectionism and to hire individuals high in perfectionistic strivings because it could be a predictor of work engagement. In contrast, they should try to mitigate workers' perfectionistic concerns tendencies by taking a more regulatory role to encourage employees to not overinvest in perfecting their work to their detriment. Study limitations and future directions for research are discussed. •Perfectionism strivings predict work engagement.•Perfectionism concerns predict workaholism.•Managers should assess perfectionism to insure healthy and happy workplace climate.