Adicción al trabajo:¿un fenómeno positivo o negativo?

Decenes Jornades de Foment de la Investigació de la FCHS (Any 2004-2005)El concepto de adicción al trabajo generalmente se ha considerado de forma negativa para el bienestar del trabajador y la productividad de la organización (SCOTT, MOORE Y MICELI, 1997). Últimamente, sin embargo, se ha encontrado evidencia de que la adicción también puede estar relacionada con dimensiones positivas (DEL LÍBANO, RODRÍGUEZ, LLORENS, CIFRE Y SALANOVA, 2005). El objetivo de este trabajo es estudiar cómo se sienten los adictos al trabajo en una muestra de 470 trabajadores pertenecientes distintos sectores económicos: cerámica (N= 175), sanidad (N= 47) y funcionariado (N= 248). Además se pretende analizar si existen distintos perfiles de adicción al trabajo en función del sector al que pertenece el trabajador. Los MANOVAS realizados con el programa estadístico SPSS nos permiten señalar que los adictos al trabajo en general presentan un patrón caracterizado por el bienestar (con puntuaciones significativas en satisfacción, interés, dedicación y placer) y que se pueden diferenciar distintos perfiles en función del sector considerado. Se discutirán las posibles implicaciones teóricas y prácticas de los resultados obtenidos

About the Dark and Bright Sides of Self-efficacy: Workaholism and Work Engagement

Taking the Resources-Experiences-Demands Model (RED Model) by Salanova and colleagues as our starting point, we tested how work self-efficacy relates positively to negative (i.e., work overload and work-family conflict) and positive outcomes (i.e., job satisfaction and organizational commitment), through the mediating role of workaholism (health impairment process) and work engagement (motivational process). In a sample of 386 administrative staff from a Spanish University (65% women), Structural Equation Modeling provided full evidence for the research model. In addition, Multivariate Analyses of Variance showed that self-efficacy was only related positively to one of the two dimensions of workaholism, namely, working excessively. Finally, we discuss the theoretical and practical contributions in terms of the RED Model

Engaged, Workaholic, Burned-Out or Just 9-to-5? Toward a Typology of Employee Well-being

The aim of this study was to establish a typology of employee well-being, together with its psychosocial antecedents and consequences. Results obtained with a sample of 786 full-time employees from different occupational sectors show four types of employee well-being: 9-to-5 or relaxed, work engaged or enthusiastic, workaholic or tense, and burned-out or fatigued, each having different relationships with job and personal characteristics. This study provides evidence of a parsimonious, theory-based classification of employee well-being and contributes to the existing literature about work investment because meaningful relations were found between various types of employee well-being, and heavy and soft work investors

¿Existen relaciones significativas entre adicción al trabajo y satisfacción?

Novenes Jornades de Foment de la Investigació de la FCHS (Any 2003-2004

Psychosocial Impact of the COVID-19 Pandemic on Healthcare Professionals in Spain

In December 2019, a new virus called SARS-CoV-2 appeared, and the disease it produced was named COVID-19. After the pandemic situation was declared by the World Health Organization in March 2020, an increasing worsening of the mental health of the population, especially healthcare professionals, became apparent. To determine the psychosocial impact of the pandemic on healthcare professionals in Spain, a longitudinal study was conducted at two time points separated by 5 weeks (n time 1 = 169; n time 2 = 65). Participants completed an online questionnaire assessing depression, anxiety, and stress (Depression Anxiety Stress Scale, DASS-21), burnout (Maslach Burnout Inventory—MBI), resilience (Brief Resilience Scale—BRS), and health-related quality of life (SF-36 Health Questionnaire). The results showed high levels of depression, anxiety, stress, and burnout, as well as moderate levels of resilience and low levels of quality of life at the first assessment. Resilience was negatively related to negative experiences, and positively related to the quality of life, also at the first assessment. Overall, there was an improvement in the mental health of healthcare professionals when comparing the two assessments. In this improvement, having COVID-19 in the first assessment had a positive effect on perceived mental health in the second assessment

Adicción al trabajo y flow: una relación conflictiva

Imagínese que la empresa donde usted trabaja cuenta con un empleado que no puede “dejar de trabajar”. Hace horas extra, se lleva trabajo a casa,… y cuando intenta realizar actividades no relacionadas con el trabajo, siente un terrible “cargo de conciencia” y malestar interno que le hace caer inmediatamente en la vorágine, sin fin, del trabajo

Predicting workaholism in Spain: a discrete mathematical model

At the present time one of the most 'desirable' behavioural addictions that any person could develop is workaholism, a negative psychological state characterized by working excessively and compulsively. In our society, the successful person is one who spends all of their time working. Moreover, a common pattern of company management consists of stressing and putting pressure on employees to achieve the maximum profit. This trend has increased with the economic crisis in Spain and over the world. As a consequence, the terms hard working and workaholism are easily confounded, but their effects on the companies are highly different in terms of productivity. This paper proposes a discrete mathematical model to forecast the development of workaholism in Spain in the next years. A questionnaire is used in order to measure and classify our sample in subpopulations by their level of addiction. Then, different economic scenarios are simulated. Finally, economic and social consequences of this addiction are studied and public health recommendations are suggested.De La Poza, E.; Líbano, MD.; García, I.; Jódar Sánchez, LA.; Merello Giménez, P. (2014). Predicting workaholism in Spain: a discrete mathematical model. International Journal of Computer Mathematics. 91(2):233-240. https://doi.org/10.1080/00207160.2013.783205S233240912Schou Andreassen, C., Ursin, H., & Eriksen, H. R. (2007). The relationship between strong motivation to work, «workaholism», and health. Psychology & Health, 22(5), 615-629. doi:10.1080/14768320600941814Bowling, N. A., Beehr, T. A., & Swader, W. M. (2005). Giving and receiving social support at work: The roles of personality and reciprocity. Journal of Vocational Behavior, 67(3), 476-489. doi:10.1016/j.jvb.2004.08.004Burke, R. J., & Koksal, H. (2002). Workaholism among a Sample of Turkish Managers and Professionals: An Exploratory Study. Psychological Reports, 91(1), 60-68. doi:10.2466/pr0.2002.91.1.60Burke, R. J., Oberklaid, F., & Burgess, Z. (2004). Workaholism among Australian women psychologists: antecedents and consequences. Women in Management Review, 19(5), 252-259. doi:10.1108/09649420410545971De la Poza, E., Guadalajara, N., Jódar, L., & Merello, P. (2013). Modeling Spanish anxiolytic consumption: Economic, demographic and behavioral influences. Mathematical and Computer Modelling, 57(7-8), 1619-1624. doi:10.1016/j.mcm.2011.10.020Duato, R., & Jódar, L. (2013). Mathematical modeling of the spread of divorce in Spain. Mathematical and Computer Modelling, 57(7-8), 1732-1737. doi:10.1016/j.mcm.2011.11.020Fry, L. W., & Cohen, M. P. (2008). Spiritual Leadership as a Paradigm for Organizational Transformation and Recovery from Extended Work Hours Cultures. Journal of Business Ethics, 84(S2), 265-278. doi:10.1007/s10551-008-9695-2García, I., Jódar, L., Merello, P., & Santonja, F.-J. (2011). A discrete mathematical model for addictive buying: Predicting the affected population evolution. Mathematical and Computer Modelling, 54(7-8), 1634-1637. doi:10.1016/j.mcm.2010.12.012Gustafsson, P. E., Janlert, U., Virtanen, P., & Hammarström, A. (2012). The association between long-term accumulation of temporary employment, the cortisol awakening response and circadian cortisol levels. Psychoneuroendocrinology, 37(6), 789-800. doi:10.1016/j.psyneuen.2011.09.011Hochschild, A. (1997). The Time Bind. WorkingUSA, 1(2), 21-29. doi:10.1111/j.1743-4580.1997.tb00019.xNelder, J. A., & Mead, R. (1965). A Simplex Method for Function Minimization. The Computer Journal, 7(4), 308-313. doi:10.1093/comjnl/7.4.308Ng, T. W. H., Sorensen, K. L., & Feldman, D. C. (2006). Dimensions, antecedents, and consequences of workaholism: a conceptual integration and extension. Journal of Organizational Behavior, 28(1), 111-136. doi:10.1002/job.424W.E. Oates,Confessions of a Workaholic: The Facts about Work Addiction, World Publishing Company, New York, 1971.Raafat, R. M., Chater, N., & Frith, C. (2009). Herding in humans. Trends in Cognitive Sciences, 13(10), 420-428. doi:10.1016/j.tics.2009.08.002Robinson, B. E., & Post, P. (1997). Risk of Addiction to Work and Family Functioning. Psychological Reports, 81(1), 91-95. doi:10.2466/pr0.1997.81.1.91Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational Behavior, 25(3), 293-315. doi:10.1002/job.248Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement of Work Engagement With a Short Questionnaire. Educational and Psychological Measurement, 66(4), 701-716. doi:10.1177/0013164405282471Schaufeli, W. B., Taris, T. W., & van Rhenen, W. (2008). Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well-being? Applied Psychology, 57(2), 173-203. doi:10.1111/j.1464-0597.2007.00285.xSchaufeli, W. B., Bakker, A. B., van der Heijden, F. M. M. A., & Prins, J. T. (2009). Workaholism, burnout and well-being among junior doctors: The mediating role of role conflict. Work & Stress, 23(2), 155-172. doi:10.1080/02678370902834021Shimazu, A., Schaufeli, W. B., & Taris, T. W. (2010). How Does Workaholism Affect Worker Health and Performance? The Mediating Role of Coping. International Journal of Behavioral Medicine, 17(2), 154-160. doi:10.1007/s12529-010-9077-xSonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518-528. doi:10.1037/0021-9010.88.3.518Yaniv, G. (2011). Workaholism and marital estrangement: A rational-choice perspective. Mathematical Social Sciences, 61(2), 104-108. doi:10.1016/j.mathsocsci.2010.11.00

Addiction to Work: A Critical Review of the Workaholism Construct and Recommendations for Assessment

Workaholism was first conceptualized in the early 1970s as a behavioral addiction, featuring compulsive use and interpersonal conflict. The current article briefly examines the empirical and theoretical literature over the past four decades. In relation to conceptualization and measurement, how the concept of workaholism has worsened from using dimensions based on anecdotal evidence, ad-hoc measures with weak theoretical foundation, and poor factorial validity of multidimensional conceptualizations is highlighted. Benefits of building on the addiction literature to conceptualize workaholism are presented (including the only instrument that has used core addiction criteria: the Bergen Work Addiction Scale). Problems estimating accurate prevalence estimates of work addiction are also presented. Individual and sociocultural risk factors, and the negative consequences of workaholism from the addiction perspective (e.g., depression, burnout, poor health, life dissatisfaction, family/relationship problems) are discussed. The current article summarizes how current research can be used to evaluate workaholism by psychiatric–mental health nurses in clinical practice, including primary care and mental health settings. [Journal of Psychosocial Nursing and Mental Health Services, 53 (10), 48-59.]

The dark side of technologies: Technostress among users of information and communication technologies

This paper tests the structure and the predictors of two psychological experiences of technostress associated with the use of information and communication technologies (ICT), i.e., technostrain (users report feelings of anxiety, fatigue, scepticism and inefficacy beliefs related to the use of technologies) and technoaddiction (users feel bad due to an excessive and compulsive use of these technologies). The study included a sample of 1072 ICT users (N = 675 nonintensive ICT users and N = 397 intensive ICT users). Results from multigroup confirmatory factor analyses among non-intensive and intensive ICT users showed, as expected, the four-factor structure of technostrain in both samples. Secondly, and also as expected, confirmatory factorial analyses revealed that technostress experiences are characterized not only by technostrain but also by an excessive and compulsive use of ICT. Moreover, multiple analyses of variance showed significant differences between non-intensive and intensive ICT users (1) in the dimensions of technostress and (2) in specific job demands and job/personal resources. Finally, linear multiple regression analyses revealed that technostrain is positively predicted by work overload, role ambiguity, emotional overload, mobbing and obstacles hindering ICT use, as well as by lack of autonomy, transformational leadership, social support, ICT use facilitators and mental competences. Work overload, role ambiguity and mobbing, as well as the lack of emotional competences, positively predict technoaddiction. Theoretical and practical implications, in addition to future research, are discussed

До проблеми прочитання алегоричного і символічного в картинах Н. Пуссена «Танок людського життя» і «Час рятує Істину від заздрості і розбрату»

The aim of this study was to establish a typology of employee well-being, together with its psychosocial antecedents and consequences. Results obtained with a sample of 786 full-time employees from different occupational sectors show four types of employee well-being: 9-to-5 or relaxed, work engaged or enthusiastic, workaholic or tense, and burned-out or fatigued, each having different relationships with job and personal characteristics. This study provides evidence of a parsimonious, theory-based classification of employee well-being and contributes to the existing literature about work investment because meaningful relations were found between various types of employee well-being, and heavy and soft work investors