BEYOND THE BIG FIVE: HOW NARCISSISM, PERFECTIONISM, AND DISPOSITIONAL AFFECT RELATE TO WORKAHOLISM

By Malissa A. Clark, Ariel M. Lelchook, M. L. Taylor. 2010

207 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/242b516c98c78ba6918d6166beac115043517b51

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Wilmar B. Schaufeli
2. Arnold B. Bakker
3. Joachim Stoeber
4. Yehuda Baruch
5. I. V. Beek
6. Lavinia E. Damian
7. Toon W. Taris
8. Marjan Gorgievski

In Social Psychology

1. Wilmar B. Schaufeli
2. Arnold B. Bakker
3. Toon W. Taris
4. I. V. Beek
5. Marjan Gorgievski
6. Evangelia Demerouti
7. Joachim Stoeber
8. Dina Guglielmi

Citations in the corpus

• The positive wellbeing aspects of workaholism in cross cultural perspective (2011, background): “Many questions about the nature of workaholism and its influence remain unanswered, though some scholars identified negative implications for work and family (See Clark et al. , 2010”
• Relating work engagement and workaholism to entrepreneurial performance (2014, background): “Empirical results show that workaholism relates to active, negative affective states (Bakker and Oerlemans, 2011; Wijhe et al., 2011) and trait negative affect (e.g., Clark et al., 2010), which can be expected to relate negatively to performance.”
• Perfectionism in Employees: Work Engagement, Workaholism, and Burnout (2016, background): “3The cut-off date of Clark et al.’s literature search was July 2013, so their meta-analysis did not include Stoeber, Davis, and Townley (2013), Tziner and Tanami (2013), and Mazzetti,”
• Are workaholics born or made? Relations of workaholism with person characteristics and overwork climate. (2014, background): “Supporting this notion, Clark, Lelchook, and Taylor (2010) found that the perceived gap between an employee’s performance expectations and the self-evaluation of current performance represents a driving force behind workaholic behaviors.”
• Heavy work investment, personality and organizational climate (2016, background): “The study of Clark et al. (2010) corroborated the prominent role of neuroticism because it was the only Big Five personality factor that was is significantly related to workaholism.”
• Heavy work investment: Its motivational make-up and outcomes (2013, background): “As employees with a compulsion to work have the propensity to perceive a discrepancy between their job performance expectations and their job performance evaluations (Clark et al., 2010), workaholic employees may evaluate their own performance as below par, even if others would rate their performanc”
• All Work and No Play? A Meta-Analytic Examination of the Correlates and Outcomes of Workaholism (2016, background): “Previous research has shown positive relationships between neuroticism and feeling driven to work (Clark et al., 2010).”
• Perfectionism and workaholism in employees: The role of work motivation (2013, methodology): “Furthermore Clark, Lelchook, and Taylor (2010) examined perfectionism and workaholism in student employees working part-time, and found compulsion to work to show a positive correlation with discrepancy, a dimension of perfectionism capturing perfectionists’ feelings that their achievements fall…”
• The Workaholism Analysis Questionnaire: Emphasizing Work-Life Imbalance and Addiction in the Measurement of Workaholism (2013, background): “, 2001), and negative temperament (Clark et al., 2010).”