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Resilience
Published in Adam Staten, Combatting Burnout, 2019
The workaholic personality was associated with one potentially harmful and three positive wellbeing outcomes. The control freak personality was associated with five potentially harmful outcomes. Personality type is key to determining overall resilience.
Deriving Addiction
Published in Hanna Pickard, Serge H. Ahmed, The Routledge Handbook of Philosophy and Science of Addiction, 2019
Global bookkeeping is how economists depict consumer choice. For example, in a widely used text that has gone through at least 13 editions, Baumol and Blinder (1994) whimsically provide the example of consumers choosing between the best combinations of packs of rubber bands and pounds of cheese, e.g., “do I prefer two packs of rubber bands and three pounds of cheese or three packs of rubber bands and two pounds of cheese?” Although professors Baumol and Blinder may be alone when it comes to aggregates of rubber bands and cheese, people routinely aggregate their options. Competing bundles are what is at stake when we decide between different menus that each list different diets, when we decide between different schedules that each list different arrangements of a set of events, and even when we decide among different lifestyles and identities. For instance, a workaholic is someone who does not schedule in leisure time, and a “wild and crazy guy” is someone who does not schedule. One implication of these observations is that life styles and prudential rules (e.g., “dessert comes after the main dish,” “don’t drink before noon”) are a culture’s way of signaling the advantages of bundling choices, just as researchers arrange stimuli that encourage choice bundling when they want to teach their subjects to maximize reward.
Consultation as self-management
Published in Derek Steinberg, Complexity in Healthcare and the Language of Consultation, 2018
That much applies to particular events; but it should inform the healthcare worker’s whole work ethic, life style and philosophy. There is a choice between being a workaholic heading for maximum achievement or burnout, and being a competent practitioner with enough enjoyment of the job to have time, energy, empathy, generosity and imagination left over for the clientele, for colleagues and for trainees. What individuals should do to maintain their own health, strength, happiness and sense of proportion is for each to decide, though my impression is that sometimes particular activities are pursued outside work to make work tolerable rather than enjoyable, which I think is something that should be everyone’s right to expect. There are some thoughts about this in Chapters 11 and 12.
Depression and workaholism in undergraduates: Examining gender as a moderator
Published in Journal of American College Health, 2022
Aleksandra M. Rogowska, Barbara Zmaczyńska-Witek, Patrycja Olejniczak
Previous research has shown that workaholism is associated with various adverse outcomes, including depression, burnout, poor health, life dissatisfaction, family, and relationship problems.47 Depression appears significantly associated with workaholism, leading to work addiction directly (and vice versa).48 The relationship between workaholism and depression has been shown in the studies performed in various professional and cultural contexts.40,49–52 Haar and Roche40 found that both work involvement and work enjoyment (as two dimensions of workaholism) were related to anxiety and depression in a sample of the New Zealand blue-collar workers. Compared to Japanese workers' low workaholism group, both the middle and high workaholism samples showed significantly higher depressive mood scores.51 Houlfort et al.50 reported that depression is positively correlated with an obsessive passion for working among Canadian teachers in Quebec. Similarly, Nie and Sun52 found a significant correlation between workaholism and depression in Chinese university teachers. It is worth mentioning that a cross-sectional survey study in a large sample of 16,426 workers showed positive and significant correlations between workaholism and all examined psychiatric disorder symptoms, including depression.49
Understanding the etiology of workaholism: The results of the systematic review and meta-analysis
Published in Journal of Workplace Behavioral Health, 2021
Modesta Morkevičiūtė, Auksė Endriulaitienė, Mykolas Simas Poškus
In line with the detrimental effects of workaholism, previous research focused on the question of why people go to the extreme and become workaholics. However, conclusions about the factors determining workaholism are different and contradictory. For instance, trait theory conceptualizes workaholism as a stable behavioral pattern that is dispositional (rather than an environmental or biological one) and is exacerbated by the environmental stimuli (McMillan, O’Driscoll, Marsh, & Brady, 2001). Learning theory suggests that workaholism is a relatively durable behavior that is established through operant conditioning (Skinner, 1974). Cognitive theory implies that workaholism arises from core beliefs, consequent assumptions and automatic thoughts (Beck, 1995). Whereas, from the socio-cultural perspective, a workaholic may be influenced by observing obsessive work behavior of significant others (e.g., parents, peers, managers) or other role models (Bandura, 1986). Hence, the origin of workaholism is still unclear, which testifies to a scarcity of solid research findings.
Collaborative positive psychology: solidarity, meaning, resilience, wellbeing, and virtue in a time of crisis
Published in International Review of Psychiatry, 2020
Notably, many people experience work-family conflict, where role pressures from the work and family domains are incompatible (Greenhaus & Beutell, 1985; Zhou et al., 2020). Higher levels of work-family conflict predict lower levels of life satisfaction, increased depression, poor physical health, increased alcohol consumption, poor work performance, and poor family management (Hogan & Hogan, 2007). Multiple role demands may exceed an individual’s resource capacity and result in failure experiences, frustration, negative emotion, and exhaustion (Frone et al., 1992, 1997; Netemeyer et al., 1996). People often respond by working longer hours, but this can produce more work-life conflict and lower wellbeing (Hogan, Hogan, et al., 2014), and patterns of workaholism can become problematic (Hogan et al., 2016). In efforts to maintain control and balance, compensation can manifest, for example, relinquishing specific personal goals (e.g. I will no longer watch Game of Thrones) to make space for others goals (e.g. going for a walk with my children), or by removing absurd goals (e.g. I will be the most well-loved member of my organization), and thus alleviating negative emotion associated with failing to satisfy these expectations (Brandtstadter & Rothermund, 1994). Developing a new mental model of ‘how things should be’ may facilitate greater flexibility in how work and family goals are pursued, for example, allowing accommodations such as taking care of household tasks while at work, working through lunch so that one can go home early, and so on, which can reduce negative emotion in response to family-to-work interference (Behson, 2002).