Workaholism and work-life imbalance: Does cultural origin influence the relationship?

In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and scientific communities. Most research in this area has focused on the negative consequences of workaholism, specifically work–life imbalance...

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Published inInternational journal of psychology Vol. 45; no. 1; pp. 72 - 79
Main Authors Aziz, Shahnaz, Adkins, Carrie T., Walker, Alan G., Wuensch, Karl L.
Format Journal Article
LanguageEnglish
Published England Blackwell Publishing Ltd 01.02.2010
Wiley Subscription Services, Inc
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Abstract In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and scientific communities. Most research in this area has focused on the negative consequences of workaholism, specifically work–life imbalance. One area of research that has largely been ignored is the potential influence of demographic variables on the relationship between workaholism and work–life imbalance. Therefore, the current study focused on how cultural origin might influence the intensity of this relationship. Based on relative deprivation theory and previous empirical work, it was expected that cultural origin would moderate the relationship between workaholism and work–life imbalance. Specifically, it was predicted that Caucasian participants would score higher on levels of workaholism than Black participants, and that the relationship between workaholism and work–life imbalance would be stronger for Caucasians than for Blacks. The results revealed that high levels of workaholism were significantly correlated with high levels of work–life imbalance. However, results also indicated that cultural origin did not moderate the relationship between workaholism and work–life imbalance, and there was no significant mean difference between Caucasian and Black participants on our measure of workaholism. These findings are important in that it is essential for employers to be aware of workaholic tendencies so they can better handle the negative consequences that result for the organization, and to also help promote the well‐being of their employees. En los últimos años la adicción al trabajo se ha vuelto muy popular en las organizaciones y ha capturado la atención tanto de líderes organizacionales, así como de las comunidades científicas y académicas. La mayoría de investigaciones en esta área se han focalizado en las consequencias negativas de la adicción al trabajo (workoholismo), específicamente en el desequilibrio entre trabajo‐vida. Una área de investigación que ha sido ignorada por mucho tiempo es la influencia potencial de las variables demográficas sobre la relación entre adicción al trabajo y el desequilibrio trabajo‐vida. Por este motivo es que el presente estudio se focalizó en como el origen cultural puede influenciar la intensidad de esta relación. Tomando como base la teoría de la deprivación relativa y estudios empíricos previos, se esperó que el origen cultural moderaría la relación entre adicción al trabajo y desequilibrio trabajo‐vida. Específicamente se pudo predecir que los participantes caucásicos mostraron más elevados puntajes en los niveles de adicción al trabajo que los participantes negros, y que la relación entre adicción al trabajo y desequilibrio trabajo‐vida era más intensa entre los caucásicos que entre los negros. Los resultados revelaron que elevados niveles de adicción al trabajo correlacionaron significativamente con altos niveles de desequilibrio trabajo‐vida. Sin embargo los resultados también revelaron que el origen cultural no moderaba la relación entre adicción al trabajo y desequilibrio trabajo‐vida, y que además no había una diferencia significativa de medias entre los participantes caucásicos y negros respecto de nuestras mediciones de adicción al trabajo. Estos resultados son importantes en la medida en que es esencial para los empleadores el ser conscientes respecto de las tendencias de adicción al trabajo, lo que les permitirá manejar con mayor efectividad las consequencias negativas para la empresa resultantes de estas tendencias, y por otro lado apoyar a sus empleados en la promoción de su bienestar. Au cours des dernières années, le travaillolisme (workaholism) a pris de l'ampleur dans les organisations et a capté l'attention à la fois des dirigeants d'organisations et des communautés académique et scientifique. La majorité de la recherche dans ce domaine fut orientée sur les conséquences négatives du travaillolisme et, plus spécifiquement, sur le conflit travail‐vie. Un champ de recherche qui a été largement ignoré est l'influence potentielle des variables démographiques sur la relation entre le travaillolisme et le conflit travail‐vie. La présente étude visait à comprendre comment l'origine culturelle peut influencer l'intensité de cette relation. Se basant sur la théorie de la privation relative et sur les travaux empiriques antérieurs, il était attendu que l'origine culturelle allait jouer un rôle modérateur dans la relation entre le travaillolisme et le conflit travail‐vie. Plus spécifiquement, il était prédit que les participants caucasiens allaient obtenir des scores plus élevés de travaillolisme comparativement aux participants noirs, et que la relation entre le travaillolisme et le conflit travail‐vie allait être plus forte pour les caucasiens que pour les noirs. Les résultats ont révélé que des niveaux élevés de travaillolisme étaient significativement corrélés avec des niveaux élevés de conflit travail‐vie. Cependant, les résultats ont aussi indiqué que l'origine culturelle ne modère pas la relation entre le travaillolisme et le conflit travail‐vie. De plus, il n'y avait pas de différence significative entre les participants caucasiens et les participants noirs sur notre mesure de travaillolisme. Ces résultats sont importants puisqu'il est essentiel pour les employeurs d'être à l'affût des tendances travaillolistes pour qu'ils puissent mieux en gérer les conséquences négatives pour l'organisation, ainsi que pour aider à promouvoir le bien‐être de leurs employés. diferenciaban en algunos aspectos.
AbstractList In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and scientific communities. Most research in this area has focused on the negative consequences of workaholism, specifically work–life imbalance. One area of research that has largely been ignored is the potential influence of demographic variables on the relationship between workaholism and work–life imbalance. Therefore, the current study focused on how cultural origin might influence the intensity of this relationship. Based on relative deprivation theory and previous empirical work, it was expected that cultural origin would moderate the relationship between workaholism and work–life imbalance. Specifically, it was predicted that Caucasian participants would score higher on levels of workaholism than Black participants, and that the relationship between workaholism and work–life imbalance would be stronger for Caucasians than for Blacks. The results revealed that high levels of workaholism were significantly correlated with high levels of work–life imbalance. However, results also indicated that cultural origin did not moderate the relationship between workaholism and work–life imbalance, and there was no significant mean difference between Caucasian and Black participants on our measure of workaholism. These findings are important in that it is essential for employers to be aware of workaholic tendencies so they can better handle the negative consequences that result for the organization, and to also help promote the well‐being of their employees. En los últimos años la adicción al trabajo se ha vuelto muy popular en las organizaciones y ha capturado la atención tanto de líderes organizacionales, así como de las comunidades científicas y académicas. La mayoría de investigaciones en esta área se han focalizado en las consequencias negativas de la adicción al trabajo (workoholismo), específicamente en el desequilibrio entre trabajo‐vida. Una área de investigación que ha sido ignorada por mucho tiempo es la influencia potencial de las variables demográficas sobre la relación entre adicción al trabajo y el desequilibrio trabajo‐vida. Por este motivo es que el presente estudio se focalizó en como el origen cultural puede influenciar la intensidad de esta relación. Tomando como base la teoría de la deprivación relativa y estudios empíricos previos, se esperó que el origen cultural moderaría la relación entre adicción al trabajo y desequilibrio trabajo‐vida. Específicamente se pudo predecir que los participantes caucásicos mostraron más elevados puntajes en los niveles de adicción al trabajo que los participantes negros, y que la relación entre adicción al trabajo y desequilibrio trabajo‐vida era más intensa entre los caucásicos que entre los negros. Los resultados revelaron que elevados niveles de adicción al trabajo correlacionaron significativamente con altos niveles de desequilibrio trabajo‐vida. Sin embargo los resultados también revelaron que el origen cultural no moderaba la relación entre adicción al trabajo y desequilibrio trabajo‐vida, y que además no había una diferencia significativa de medias entre los participantes caucásicos y negros respecto de nuestras mediciones de adicción al trabajo. Estos resultados son importantes en la medida en que es esencial para los empleadores el ser conscientes respecto de las tendencias de adicción al trabajo, lo que les permitirá manejar con mayor efectividad las consequencias negativas para la empresa resultantes de estas tendencias, y por otro lado apoyar a sus empleados en la promoción de su bienestar. Au cours des dernières années, le travaillolisme ( workaholism ) a pris de l'ampleur dans les organisations et a capté l'attention à la fois des dirigeants d'organisations et des communautés académique et scientifique. La majorité de la recherche dans ce domaine fut orientée sur les conséquences négatives du travaillolisme et, plus spécifiquement, sur le conflit travail‐vie. Un champ de recherche qui a été largement ignoré est l'influence potentielle des variables démographiques sur la relation entre le travaillolisme et le conflit travail‐vie. La présente étude visait à comprendre comment l'origine culturelle peut influencer l'intensité de cette relation. Se basant sur la théorie de la privation relative et sur les travaux empiriques antérieurs, il était attendu que l'origine culturelle allait jouer un rôle modérateur dans la relation entre le travaillolisme et le conflit travail‐vie. Plus spécifiquement, il était prédit que les participants caucasiens allaient obtenir des scores plus élevés de travaillolisme comparativement aux participants noirs, et que la relation entre le travaillolisme et le conflit travail‐vie allait être plus forte pour les caucasiens que pour les noirs. Les résultats ont révélé que des niveaux élevés de travaillolisme étaient significativement corrélés avec des niveaux élevés de conflit travail‐vie. Cependant, les résultats ont aussi indiqué que l'origine culturelle ne modère pas la relation entre le travaillolisme et le conflit travail‐vie. De plus, il n'y avait pas de différence significative entre les participants caucasiens et les participants noirs sur notre mesure de travaillolisme. Ces résultats sont importants puisqu'il est essentiel pour les employeurs d'être à l'affût des tendances travaillolistes pour qu'ils puissent mieux en gérer les conséquences négatives pour l'organisation, ainsi que pour aider à promouvoir le bien‐être de leurs employés. diferenciaban en algunos aspectos.
In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and scientific communities. Most research in this area has focused on the negative consequences of workaholism, specifically work–life imbalance. One area of research that has largely been ignored is the potential influence of demographic variables on the relationship between workaholism and work–life imbalance. Therefore, the current study focused on how cultural origin might influence the intensity of this relationship. Based on relative deprivation theory and previous empirical work, it was expected that cultural origin would moderate the relationship between workaholism and work–life imbalance. Specifically, it was predicted that Caucasian participants would score higher on levels of workaholism than Black participants, and that the relationship between workaholism and work–life imbalance would be stronger for Caucasians than for Blacks. The results revealed that high levels of workaholism were significantly correlated with high levels of work–life imbalance. However, results also indicated that cultural origin did not moderate the relationship between workaholism and work–life imbalance, and there was no significant mean difference between Caucasian and Black participants on our measure of workaholism. These findings are important in that it is essential for employers to be aware of workaholic tendencies so they can better handle the negative consequences that result for the organization, and to also help promote the well‐being of their employees. En los últimos años la adicción al trabajo se ha vuelto muy popular en las organizaciones y ha capturado la atención tanto de líderes organizacionales, así como de las comunidades científicas y académicas. La mayoría de investigaciones en esta área se han focalizado en las consequencias negativas de la adicción al trabajo (workoholismo), específicamente en el desequilibrio entre trabajo‐vida. Una área de investigación que ha sido ignorada por mucho tiempo es la influencia potencial de las variables demográficas sobre la relación entre adicción al trabajo y el desequilibrio trabajo‐vida. Por este motivo es que el presente estudio se focalizó en como el origen cultural puede influenciar la intensidad de esta relación. Tomando como base la teoría de la deprivación relativa y estudios empíricos previos, se esperó que el origen cultural moderaría la relación entre adicción al trabajo y desequilibrio trabajo‐vida. Específicamente se pudo predecir que los participantes caucásicos mostraron más elevados puntajes en los niveles de adicción al trabajo que los participantes negros, y que la relación entre adicción al trabajo y desequilibrio trabajo‐vida era más intensa entre los caucásicos que entre los negros. Los resultados revelaron que elevados niveles de adicción al trabajo correlacionaron significativamente con altos niveles de desequilibrio trabajo‐vida. Sin embargo los resultados también revelaron que el origen cultural no moderaba la relación entre adicción al trabajo y desequilibrio trabajo‐vida, y que además no había una diferencia significativa de medias entre los participantes caucásicos y negros respecto de nuestras mediciones de adicción al trabajo. Estos resultados son importantes en la medida en que es esencial para los empleadores el ser conscientes respecto de las tendencias de adicción al trabajo, lo que les permitirá manejar con mayor efectividad las consequencias negativas para la empresa resultantes de estas tendencias, y por otro lado apoyar a sus empleados en la promoción de su bienestar. Au cours des dernières années, le travaillolisme (workaholism) a pris de l'ampleur dans les organisations et a capté l'attention à la fois des dirigeants d'organisations et des communautés académique et scientifique. La majorité de la recherche dans ce domaine fut orientée sur les conséquences négatives du travaillolisme et, plus spécifiquement, sur le conflit travail‐vie. Un champ de recherche qui a été largement ignoré est l'influence potentielle des variables démographiques sur la relation entre le travaillolisme et le conflit travail‐vie. La présente étude visait à comprendre comment l'origine culturelle peut influencer l'intensité de cette relation. Se basant sur la théorie de la privation relative et sur les travaux empiriques antérieurs, il était attendu que l'origine culturelle allait jouer un rôle modérateur dans la relation entre le travaillolisme et le conflit travail‐vie. Plus spécifiquement, il était prédit que les participants caucasiens allaient obtenir des scores plus élevés de travaillolisme comparativement aux participants noirs, et que la relation entre le travaillolisme et le conflit travail‐vie allait être plus forte pour les caucasiens que pour les noirs. Les résultats ont révélé que des niveaux élevés de travaillolisme étaient significativement corrélés avec des niveaux élevés de conflit travail‐vie. Cependant, les résultats ont aussi indiqué que l'origine culturelle ne modère pas la relation entre le travaillolisme et le conflit travail‐vie. De plus, il n'y avait pas de différence significative entre les participants caucasiens et les participants noirs sur notre mesure de travaillolisme. Ces résultats sont importants puisqu'il est essentiel pour les employeurs d'être à l'affût des tendances travaillolistes pour qu'ils puissent mieux en gérer les conséquences négatives pour l'organisation, ainsi que pour aider à promouvoir le bien‐être de leurs employés. diferenciaban en algunos aspectos.
In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and scientific communities. Most research in this area has focused on the negative consequences of workaholism, specifically work-life imbalance. One area of research that has largely been ignored is the potential influence of demographic variables on the relationship between workaholism and work-life imbalance. Therefore, the current study focused on how cultural origin might influence the intensity of this relationship. Based on relative deprivation theory and previous empirical work, it was expected that cultural origin would moderate the relationship between workaholism and work-life imbalance. Specifically, it was predicted that Caucasian participants would score higher on levels of workaholism than Black participants, and that the relationship between workaholism and work-life imbalance would be stronger for Caucasians than for Blacks. The results revealed that high levels of workaholism were significantly correlated with high levels of work-life imbalance. However, results also indicated that cultural origin did not moderate the relationship between workaholism and work-life imbalance, and there was no significant mean difference between Caucasian and Black participants on our measure of workaholism. These findings are important in that it is essential for employers to be aware of workaholic tendencies so they can better handle the negative consequences that result for the organization, and to also help promote the well-being of their employees. Adapted from the source document.
In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and scientific communities. Most research in this area has focused on the negative consequences of workaholism, specifically work-life imbalance. One area of research that has largely been ignored is the potential influence of demographic variables on the relationship between workaholism and work-life imbalance. Therefore, the current study focused on how cultural origin might influence the intensity of this relationship. Based on relative deprivation theory and previous empirical work, it was expected that cultural origin would moderate the relationship between workaholism and work-life imbalance. Specifically, it was predicted that Caucasian participants would score higher on levels of workaholism than Black participants, and that the relationship between workaholism and work-life imbalance would be stronger for Caucasians than for Blacks. The results revealed that high levels of workaholism were significantly correlated with high levels of work-life imbalance. However, results also indicated that cultural origin did not moderate the relationship between workaholism and work-life imbalance, and there was no significant mean difference between Caucasian and Black participants on our measure of workaholism. These findings are important in that it is essential for employers to be aware of workaholic tendencies so they can better handle the negative consequences that result for the organization, and to also help promote the well-being of their employees. En los últimos años la adicción al trabajo se ha vuelto muy popular en las organizaciones y ha capturado la atención tanto de líderes organizacionales, así como de las comunidades científicas y académicas. La mayoría de investigaciones en esta área se han focalizado en las consequencias negativas de la adicción al trabajo (workoholismo), específicamente en el desequilibrio entre trabajo-vida. Una área de investigación que ha sido ignorada por mucho tiempo es la influencia potencial de las variables demográficas sobre la relación entre adicción al trabajo y el desequilibrio trabajo-vida. Por este motivo es que el presente estudio se focalizó en como el origen cultural puede influenciar la intensidad de esta relación. Tomando como base la teoría de la deprivación relativa y estudios empíricos previos, se esperó que el origen cultural moderaría la relación entre adicción al trabajo y desequilibrio trabajo-vida. Específicamente se pudo predecir que los participantes caucásicos mostraron más elevados puntajes en los niveles de adicción al trabajo que los participantes negros, y que la relación entre adicción al trabajo y desequilibrio trabajo-vida era más intensa entre los caucásicos que entre los negros. Los resultados revelaron que elevados niveles de adicción al trabajo correlacionaron significativamente con altos niveles de desequilibrio trabajo-vida. Sin embargo los resultados también revelaron que el origen cultural no moderaba la relación entre adicción al trabajo y desequilibrio trabajo-vida, y que además no había una diferencia significativa de medias entre los participantes caucásicos y negros respecto de nuestras mediciones de adicción al trabajo. Estos resultados son importantes en la medida en que es esencial para los empleadores el ser conscientes respecto de las tendencias de adicción al trabajo, lo que les permitirá manejar con mayor efectividad las consequencias negativas para la empresa resultantes de estas tendencias, y por otro lado apoyar a sus empleados en la promoción de su bienestar. Au cours des dernières années, le travaillolisme (workaholism) a pris de l'ampleur dans les organisations et a capté l'attention à la fois des dirigeants d'organisations et des communautés académique et scientifique. La majorité de la recherche dans ce domaine fut orientée sur les conséquences négatives du travaillolisme et, plus spécifiquement, sur le conflit travail-vie. Un champ de recherche qui a été largement ignoré est l'influence potentielle des variables démographiques sur la relation entre le travaillolisme et le conflit travail-vie. La présente étude visait à comprendre comment l'origine culturelle peut influencer l'intensité de cette relation. Se basant sur la théorie de la privation relative et sur les travaux empiriques antérieurs, il était attendu que l'origine culturelle allait jouer un rôle modérateur dans la relation entre le travaillolisme et le conflit travail-vie. Plus spécifiquement, il était prédit que les participants caucasiens allaient obtenir des scores plus élevés de travaillolisme comparativement aux participants noirs, et que la relation entre le travaillolisme et le conflit travail-vie allait être plus forte pour les caucasiens que pour les noirs. Les résultats ont révélé que des niveaux élevés de travaillolisme étaient significativement corrélés avec des niveaux élevés de conflit travail-vie. Cependant, les résultats ont aussi indiqué que l'origine culturelle ne modère pas la relation entre le travaillolisme et le conflit travail-vie. De plus, il n'y avait pas de différence significative entre les participants caucasiens et les participants noirs sur notre mesure de travaillolisme. Ces résultats sont importants puisqu'il est essentiel pour les employeurs d'être à l'affût des tendances travaillolistes pour qu'ils puissent mieux en gérer les conséquences négatives pour l'organisation, ainsi que pour aider à promouvoir le bien-être de leurs employés. diferenciaban en algunos aspectos.
Author Wuensch, Karl L.
Aziz, Shahnaz
Adkins, Carrie T.
Walker, Alan G.
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  givenname: Carrie T.
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  givenname: Karl L.
  surname: Wuensch
  fullname: Wuensch, Karl L.
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BackLink https://www.ncbi.nlm.nih.gov/pubmed/22043851$$D View this record in MEDLINE/PubMed
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Snippet In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and...
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SubjectTerms Adult
African Continental Ancestry Group - psychology
Awareness
Behavior, Addictive - ethnology
Behavior, Addictive - psychology
Consequences
Cross-Cultural Comparison
cultural origin
European Continental Ancestry Group - psychology
Female
Health Promotion
Humans
Imbalance
Leaders
Leisure Activities
Male
Middle Aged
Negative events
Personality Inventory - statistics & numerical data
Psychometrics
Social Behavior
Wellbeing
work-life imbalance
Workaholism
Workload - psychology
Young Adult
Title Workaholism and work-life imbalance: Does cultural origin influence the relationship?
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