scholarly journals Three-way interaction effects of workaholism on employee well-being: Evidence from blue-collar workers in New Zealand

2013 ◽  
Vol 19 (2) ◽  
pp. 134-149 ◽  
Author(s):  
Jarrod Haar ◽  
Maree Roche
Keyword(s):  
New Zealand ◽  
Well Being ◽  
Three Dimensions ◽  
Blue Collar ◽  
Blue Collar Workers ◽  
Work Enjoyment ◽  
Work Involvement ◽  
High Drive ◽  
Supported Work ◽  
Anxiety Depression

AbstractWorkaholism is an important workplace phenomenon that has received less empirical testing than might be expected. This study of 100 New Zealand blue-collar workers tested whether three dimensions of the workaholism triad: work involvement, drive to work and work enjoyment were related to anxiety, depression and insomnia, and in the majority this was supported. Work involvement was positively related to all outcomes, while work enjoyment was negatively related. Drive to work was positively related to anxiety and insomnia only. Overall, consistently, large amounts of variance were explained by the workaholism triad. While previously untested in the literature, a three-way interaction of the workaholism triad was found towards anxiety and insomnia. Overall, higher work involvement was useful in buffering detrimental outcomes for those with either high work involvement or high drive to work, but not both. The present study provides a new way of understanding the effects of workaholism in the workplace.

scholarly journals Company Satisfaction, Company Commitment and Work Involvement : An Empirical Examination of Blue Collar

2005 ◽  
Vol 31 (3) ◽  
pp. 434-447
Author(s):  
Vishwanath Baba ◽  
Muhammad Jamal
Keyword(s):  
Power Distribution ◽  
Positive Relationship ◽  
Scaling Factor ◽  
Manufacturing Industries ◽  
Blue Collar ◽  
Statistical Techniques ◽  
Empirical Examination ◽  
Blue Collar Workers ◽  
Work Involvement ◽  
Guttman Scaling

This study investigates the relationships among Company satisfaction, company commitment and work involvement for a sample of blue-collar workers drawn from packaging, power distribution and manufacturing industries in Canada. Guttman scaling, factor analysis and correlational analysis are the statistical techniques employed to analyze the data. The results confirms the hypothesized positive relationship among the three attitudes.

Training for the unemployed: differential effects in white- and blue-collar workers with respect to mental well-being

2014 ◽  
Vol 28 (4) ◽  
pp. 533-550 ◽  
Author(s):  
Antti Saloniemi ◽  
Katri Romppainen ◽  
Mattias Strandh ◽  
Pekka Virtanen
Keyword(s):  
Well Being ◽  
Blue Collar ◽  
Differential Effects ◽  
Blue Collar Workers ◽  
The Unemployed ◽  
Mental Well Being

scholarly journals Gender and Workaholism: A Study of New Zealand Academics

2021 ◽  
Author(s):  
◽  
Amanda Lea Smith
Keyword(s):  
New Zealand ◽  
Future Research ◽  
Work Addiction ◽  
Work Related ◽  
Work Enjoyment ◽  
Gender Perceptions ◽  
Work Involvement ◽  
Significant Difference ◽  
And Gender ◽  
The Individual

<p>The aim of this study was to examine gender's impact on Workaholism and, in particular, the correlates of 'Workaholism' characteristics (Work Involvement, Drive and Work Enjoyment). The Literature review draws attention to the various definitions developed, providing the source and foundation of the definition used in this study. This thesis defines Workaholism as the tendency towards heavy work investment and involvement (the behavioural dimension) with considerable allocation of time to work-related activities and work-related thoughts and the combination of high-drive with low-enjoyment (the cognitive dimension), which manifests itself in working compulsively and being obsessed with work for reasons that are not derived from external necessity. A sample of 331 New Zealand academic employees from the eight different universities completed a web-based survey measuring 'Workaholism', Workaholism perceptions, hours worked and gender perceptions. Results show that there are differences in the degree of Workaholism and Workaholism-related variables between genders in academics in New Zealand. Furthermore, it was found that there was a statistically significant difference between genders in Work Involvement and Drive – females were found to exhibit more of both characteristics. No significant difference between genders in Work Enjoyment was found. Again, there is no significant difference between genders in Workaholism perceptions. There was, however, a significant difference between genders in the proportion of overworkers. These findings provide insight into possible directions for future research as well as potentially influencing treatment for work addiction. In order for this knowledge to directly contribute towards benefiting practitioners further study is needed, leading to the ability to allow actions taken to reduce/prevent Workaholism to be tailored to the specific needs of employees. By understanding gender differences and the individual's perception of their own Workaholism, treatment could be tailored specifically for the individual. The current study suggests that blanket policies designed to promote work-life balance are unlikely to benefit all employees.</p>

scholarly journals Authenticity as a Predictor of Mental Health

2017 ◽  
Vol 10 (1-2) ◽  
pp. 23-34
Author(s):  
Djurdja Grijak ◽  
◽  
◽  
Keyword(s):  
Mental Health ◽  
Psychological Distress ◽  
Satisfaction With Life ◽  
Well Being ◽  
Three Dimensions ◽  
Hierarchical Regression ◽  
Health Index ◽  
Psychological Well Being ◽  
Personality Psychology ◽  
Anxiety Depression

The aim of this research was to evaluate the relationship between authenticity and mental health on a sample of 706 students. Results showed that all subscales of the Authenticity scale (authentic living, accepting external influence and self-alienation) were correlated with all general scales and subscales of the MHI-38 (psychological distress – anxiety, depression, loss of behavioural/emotional control; psychological well-being – overall positive affect, emotional ties and satisfaction with life and overall mental health index). Hierarchical regression showed that authenticity composed of all three dimensions together is a statistically significant predictor of psychological distress, psychological well-being and overall mental health index. The confirmation that authenticity is closely connected to mental health and significantly contributes to it is a good example of how classic perspectives in psychological counselling can set further directions of research within personality psychology. Keywords: authenticity, mental health, students

Reform and the Redefinition of the Social Contract under Gorbachev

1991 ◽  
Vol 43 (2) ◽  
pp. 284-312 ◽  
Author(s):  
Janine Ludlam
Keyword(s):  
Soviet Union ◽  
Social Contract ◽  
Well Being ◽  
Blue Collar ◽  
Soviet Society ◽  
Know How ◽  
Blue Collar Workers ◽  
The Past ◽  
The Soviet Union ◽  
The Social

The concept of “social contract” is useful in understanding the process of reform currently under way in the Soviet Union. The social contract “concluded” by Khrushchev and Brezhnev provided the population with economic guarantees but deprived it of any political power. Their contract was geared primarily toward less educated, blue-collar workers. During the past seventy years Soviet society has become industrialized, urbanized, and educated. Gorbachev has understood that the well-being of the Soviet economy will in the future rest on the labor and know-how of skilled and educated professionals. He must therefore conclude a new contract that will be advantageous to this sector of society in order to ensure its participation in his efforts to reform the economy.

scholarly journals Gender and Workaholism: A Study of New Zealand Academics

2021 ◽  
Author(s):  
◽  
Amanda Lea Smith
Keyword(s):  
New Zealand ◽  
Future Research ◽  
Work Addiction ◽  
Work Related ◽  
Work Enjoyment ◽  
Gender Perceptions ◽  
Work Involvement ◽  
Significant Difference ◽  
And Gender ◽  
The Individual

<p>The aim of this study was to examine gender's impact on Workaholism and, in particular, the correlates of 'Workaholism' characteristics (Work Involvement, Drive and Work Enjoyment). The Literature review draws attention to the various definitions developed, providing the source and foundation of the definition used in this study. This thesis defines Workaholism as the tendency towards heavy work investment and involvement (the behavioural dimension) with considerable allocation of time to work-related activities and work-related thoughts and the combination of high-drive with low-enjoyment (the cognitive dimension), which manifests itself in working compulsively and being obsessed with work for reasons that are not derived from external necessity. A sample of 331 New Zealand academic employees from the eight different universities completed a web-based survey measuring 'Workaholism', Workaholism perceptions, hours worked and gender perceptions. Results show that there are differences in the degree of Workaholism and Workaholism-related variables between genders in academics in New Zealand. Furthermore, it was found that there was a statistically significant difference between genders in Work Involvement and Drive – females were found to exhibit more of both characteristics. No significant difference between genders in Work Enjoyment was found. Again, there is no significant difference between genders in Workaholism perceptions. There was, however, a significant difference between genders in the proportion of overworkers. These findings provide insight into possible directions for future research as well as potentially influencing treatment for work addiction. In order for this knowledge to directly contribute towards benefiting practitioners further study is needed, leading to the ability to allow actions taken to reduce/prevent Workaholism to be tailored to the specific needs of employees. By understanding gender differences and the individual's perception of their own Workaholism, treatment could be tailored specifically for the individual. The current study suggests that blanket policies designed to promote work-life balance are unlikely to benefit all employees.</p>

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