1,720,960 research outputs found
Can Psychological Detachment, Emotions, and Health Make the Difference between Workaholism and Work Engagement?
Full text linkOverlapping aspects between work addiction and work engagement make difficult distinguish the pathological forms of heavy work investment. Since workaholism and work engagement are responsible of different consequences on individual well-being, a source of distinction is searched among their relationships with affect, perceived health, and psychological detachment from work.
Data were collected from 265 employees, through the administration of an online questionnaire containing scales of workaholism, work engagement, psychological detachment from work, positive and negative affect, and general health. Correlational analysis and structural equation modeling were conducted in order to study the relationships among the constructs investigated.
Workaholism and work engagement shared two sub-dimensions, namely working excessively and absorption. Workaholism was positively related to negative affect and negatively related to perceived health and to psychological detachment. Work engagement was positively related to positive affect and to perceived health, but it was negatively related with psychological detachment.
Although workaholism and work engagement show some common features, the outcomes they produce on employees’ life are quite different, especially in terms of personal well-being and feelings. However, both types of heavy work investors could have difficulty to stop thinking to job and to take rest from it.
Similarities of workaholism and work engagement confound researchers and professionals’ comprehension of healthy conditions of intense investment in work. The current study reveals the importance to sharpen knowledge about pathological aspects of overwork, in order to prevent organizations from dangerously stimulating an addictive working style in their members
Workaholism and Work Engagement: How Are They Similar? How Are They Different? A Meta-Analysis of Their Relation
No full textWorkaholism and work engagement can be depicted, respectively, as the pathological and the healthy form of heavy work investment. The former has been described as an addiction to work, yielded by the combination of excessive working hours and compulsive working style, whilst the latter has recently been introduced in workplace health literature as a pleasant mental state consisting of vigor, dedication, and absorption. In spite of their different definitions and outcomes on individual and organizational life, workaholism and work engagement are not clearly and adequately distinguished by scholars and researchers, since these two constructs seem to show some overlapping features. The aim of this investigation was to meta-analyze available studies on the relation among subdimensions of workaholism and work engagement, as they emerged from a systematic review. Thirty-two studies were eligible for the analyses. Associations emerged between Working Excessively and Absorption (g = .35), between Working Compulsively and Absorption (g = .28), and between Working Excessively and Dedication (g = .14). Moreover, results were not influenced by publication bias and showed that nationality was a significant moderator Overall, these findings suggest that further research is necessary to deepen our knowledge of workaholism, work engagement, and their relation, in order to disentangle commonalities and differences between them
Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis
Full text linkWorkaholism and work engagement can be depicted, respectively, as the pathological and the healthy form of heavy work investment. In spite of their different definitions and outcomes on individual and organizational life, workaholism and work engagement are not clearly and adequately distinguished by scholars and researchers as they appear to show some overlapping features. The aim of this investigation was to meta-analyze available studies, selected by systematic review, on the relations between subdimensions of workaholism and work engagement. Thirty-five studies were eligible for analysis. Associations emerged between Working Excessively and Absorption (g = .34), Working Compulsively and Absorption (g = .28), and Working Excessively and Dedication (g = .14). Moreover, the results were not influenced by publication bias and showed nationality to be a significant moderator. Overall, these findings suggest that further research is necessary to extend our knowledge of workaholism, work engagement, and the relationship between the two, in order to disentangle commonalities and differences between them
Distinguishing Workaholism and Work Engagement through Work–Life Conflict
Full text linkWorkaholism and work engagement are described respectively as addiction to work and passion for work, leading to significantly different outcomes in employees’ life. Nevertheless, since they seem to share some features, a useful distinction could be reached by focusing on work–life balance levels of workaholics and engaged workers.
The study was carried out by assessing levels of workaholism, work engagement and work–life conflict (work-to-life and life-to-work conflict) of 212 subjects, who completed a questionnaire. Data were analyzed through correlational strategy and structural equation modeling method.
As hypothesized, workaholism and work–life conflict showed a positive relationship, while work engagement and work–life conflict were negatively related. In particular, workaholism showed a stronger positive correlation with work-to-life conflict, whereas work engagement showed a stronger negative correlation with life-to-work conflict. Workaholism and engagement were weakly positively related.
Workaholics and engaged workers have different levels of balance among their life spheres. The “reversed symmetry” observed in the relations with the two directions of conflicts interestingly suggests new questions about the distinct way these two types of hard workers perceive interferences deriving from job and from personal life demands.
Work–life balance practices in organizations can help to prevent negative impact of compulsive investment in and to maintain a healthy relation between job and personal life domains. Managers should be careful about the real nature of hard working of their coworkers and support a balanced working style
Differential effects of workaholism and work engagement on the interference between life and work domains
Full text linkThis study analyzed the differences between workaholism and work engagement in relation to their influence on work–life interference. Workaholism is an addiction to work, characterized by obsessive attitude towards job, whereas work engagement concerns a positive pattern of thoughts and feelings about one’s job; these two constructs thus represent pathological and healthy forms of heavy work investment, respectively. As a consequence, it was expected that workaholism and work engagement would have different effects on perceived interference between work and life domains. We assessed levels of workaholism, work engagement, work-to-life interference, and life-to-work interference in a sample of 212 Italian workers. Results from structural equation modeling showed an inverse symmetry involving patterns and magnitudes of the relations observed: work engagement was more negatively related to life-to-work interference than work-to-life interference, whereas workaholism was more positively related to work-to-life interference than life-to-work interference. Implications about findings of the study are discussed
The role of organizational trust and organizational support on employees’ well-being
No full textIntroduzione: In letteratura l’impatto della fiducia organizzativa e del supporto organizzativo percepito sul be- nessere dei lavoratori è stato prevalentemente riconosciuto senza una chiara distinzione focalizzata sui diversi livelli su cui tali variabili possono avere un effetto. Obiettivi: L’obiettivo dello studio è quindi quello di verificare un più diretto ruolo di queste variabili come precursori del benessere, della soddisfazione lavorativa e dell’intenzione di tur- nover. Per questo si sono tenuti distinti, concettualmente ed empiricamente, due livelli di indagine sia per la fiducia che per il supporto: la dimensione del gruppo di lavoro, cioè il contesto nei confronti del quale il lavoratore intrattiene relazioni interpersonali quotidiane e dirette e all’interno del quale costruisce la sua esperienza lavorativa, e la di- mensione organizzativa propriamente detta. Metodi: L’indagine è stata condotta tramite un questionario sommi- nistrato a oltre 1000 dipendenti di un’azienda ospedaliera pubblica siciliana. Le relazioni fra le variabili indagate sono state studiate mediante l’utilizzo di analisi di regressione gerarchica. Risultati: Fiducia e supporto percepito sono entrambi risultati associati significativamente alla salute psicofisica (fiducia nel gruppo di lavoro: β=.088; fi- ducia nell’organizzazione: β=.110; supporto dal gruppo di lavoro: β=.245; supporto dall’organizzazione: β=.082), alla soddisfazione lavorativa (fiducia nel gruppo di lavoro: β=.245; fiducia nell’organizzazione: β=.222 supporto dal gruppo di lavoro: β=.209; supporto dall’organizzazione: β=.168) e alle intenzioni di turnover (fiducia nel gruppo di lavoro: β=-.086; fiducia nell’organizzazione: β=-.164; supporto dal gruppo di lavoro: β=-.166; supporto dall’or- ganizzazione: β=.064). Tuttavia, il supporto dal gruppo di lavoro risulta avere un peso maggiore, mentre la fiducia risulta più incisiva a livello organizzativo. Conclusioni: Distinguere la dimensione del gruppo di lavoro da quella dell’organizzazione sembra permettere di comprendere meglio la relazione fra fiducia e supporto percepito da un lato e benessere e soddisfazione lavorativa dall’altro. Applicazioni concrete e indirizzi di ricerca dovrebbero quindi anche rivolgersi verso i differenti livelli di tali costrutti.Background: In available scientific literature, the impact of organizational trust and perceived organizational support on employees’ wellbeing has mainly been investigated without focusing on the different targets they can refer to. Objectives: The aim of the study is to test the direct role of these variables as precursors of well-being, job satisfaction and turnover intentions, by distinguishing two different levels in trust and support: the first one stemming from the employees’ own team (in which employees have direct and daily interpersonal relationships, and within which they build their work experience), the second stemming from the organization itself. Methods: In this study, a survey was administered to more than 1,000 employees of a Sicilian hospital. The relationships between the variables were studied through the use of hierarchical regression analysis. Results: Trust and perceived support are both significant predictors of mental and physical health (team trust: Β=.088; organizational trust: Β=.110; team support: Β=.245; organizational support: Β=.082), job satisfaction (team trust: Β=.245; organizational trust: Β=.222; team support: Β=.209; organizational support: Β=.168) and turnover intentions (team trust: Β=-.086; organizational trust: Β=-.164; team support: Β=-.166; organizational support: Β=.064). However, the support at the team level is a more important predictor, while trust is a stronger predictor at the organizational level. Conclusions: Distinguishing between team and organizational levels of trust and support allows to better understand the relationship between trust and support and wellbeing and organizational outcomes such as job satisfaction and turnover intentions. Practical implications, as well as future research, should therefore refer to the different levels of such predictors
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
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