The differences between work engagement and workaholism, and organizational outcomes: An integrative model
- Keywords:
- work engagement, workaholism, job resources, job demands, turnover intention, organizational citizenship behavior
- Abstract
-
Workaholism and work engagement both indicate high involvement with work, leading to some conceptual confusion. There are important differences, however, but few researchers have investigated the distinction. In this study, I used the Job Demands-Resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) to propose an integrative model to demonstrate their theoretical and empirical dissimilarity. I chose turnover intention (TI) and occupational citizenship behavior (OCB) to measure organizational outcomes. The results showed that job resources were positively related to work engagement and that job demands moderated the relationship between job resources and work engagement. In addition, job demands were positively related to workaholism and job resources moderated the relationship between job demands and workaholism. Finally, work engagement influenced TI negatively and OCB positively. However, although workaholism influenced OCB negatively, as expected, the negative influence of workaholism on TI was contrary to my hypothesis.
- Author Biography
- References
- Downloads
- Published
- 2013-10-03
- Issue
- Vol. 41 No. 10 (2013)
- Section
- Articles
- License
-
Author(s) agree that copyright of an article published in SBP Journal is transferred from the author(s) to the journal publisher (Scientific Journal Publishers Limited) upon publication.
Disclaimer
Social Behavior and Personality maintains an open editorial policy and may or may not endorse the conclusions made in its published articles. Neither the journal nor its publisher, editors or staff assume any responsibility for any material considered to be offensive or defamatory, or for obtaining any copyright permissions necessary for publication of articles.