Workaholism and work engagement: An examination of their psychometric multidimensionality and relations with employees’ functioning

This research sought to provide a better understanding of the psychometric multidimensionality of workers’ responses to the Utrecht Work Engagement Scale (UWES; Studies 1 and 3) and the Dutch Work Addiction Scale (DUWAS; Studies 2 and 3). This research also aimed to document the relations between the components of work engagement and workaholism and workers’ functioning (i.e., job satisfaction, work performance, work-family conflict, and sleeping problems). Three studies (N = 273, N = 241, N = 304) were conducted to reach these objectives. Results from these three studies indicated that a bifactor-exploratory structural equation modeling (bifactor-ESEM) representation of workaholism and work engagement ratings was superior to alternative representations. Specifically, employees’ assessments of work engagement concurrently reflected a global work engagement factor which co-existed with specific vigor, dedication, and absorption components. Similarly, employees’ ratings of workaholism revealed a global workaholism factor and simultaneous specific working excessively and working compulsively facets. Our findings also shed light on the criterion-related validity of these workaholism and work engagement components by documenting their differentiated associations with measures of job satisfaction, work performance, work-family conflict, and sleeping problems. Precisely, results from Studies 1 to 3 consistently showed the key role of global workaholism, global work engagement, and the specific vigor facet in predicting outcomes

Predictors and outcomes of teachers’ burnout trajectories over a seven-year period

International audienc

Psychological distress and post-traumatic growth in France during the COVID-19 pandemic: A mediation model of psychosocial safety climate as a determinant of work performance

International audienceThe psychosocial safety climate (PSC) reflects workers’ perceptions of senior management’s concern for mental health. Because the COVID-19 pandemic has exacerbated organizational issues, PSC could be a target for interventions attempting to preserve both the psychological health of employees and the economic health of companies. This study examines the direct and indirect relationships between PSC and work performance through two indicators of psychological health, psychological distress and post-traumatic growth, during a health crisis, i.e., prior to the second confinement in France. To this end, 2,004 participants from the French workforce completed a survey in October 2020. The results of mediation analyses indicate that PSC has a direct and positive influence on post-traumatic growth (PTG) and performance, as well as a direct negative influence on psychological distress. PSC also has an indirect positive influence on performance via psychological distress. Organizations that wish to jointly address mental health and performance at work would benefit from optimizing PSC