Dimensions, antecedents, and consequences of workaholism: a conceptual integration and extension

By Thomas W. H. Ng, K. Sorensen, D. Feldman. 2007

579 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/262ce5f962159424de0968fa9a52b15dddf72017

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Citations in the corpus

Are workaholics born or made? Relations of workaholism with person characteristics and overwork climate. (2014, background): “This is consistent with the findings of Ng et al. (2007), who showed that those individuals who report higher levels of self-efficacy in work activities than in nonwork activities are more likely to become workaholics.”
Competitive climate and workaholism: Negative sides of future orientation and calling (2016, background): “Conceptually, models regarding the inducement of workaholism (e.g. Liang & Chu, 2009; Ng et al., 2007) include personal factors (e.g., personality, self-esteem, and work values), sociocultural and work–family factors (e.g., learning experiences in childhood, conflicts at home, and the economic…”
The positive wellbeing aspects of workaholism in cross cultural perspective (2011, background): “Yet, workaholism is considered as an addiction, leading to a focus on its negative attributes, as typically discussed in the literature ( Ng et al. , 2007”
Being Driven to Work Excessively Hard (2009, background): “Finally, it also agrees with the most recent analysis of scholarly definitions that concludes that hard work at the expense of other important life roles and a strong internal drive to work are two key aspects of workaholism (Ng et al., 2007).”
Sex, Gender, and Decisions at the Family → Work Interface (2010, background): “As Path 1 in Figure 1 indicates, a wide range of familydomain factors may influence decisions in the work domain, including family background (e.g., Ng et al., 2007; White et al., 2007), family structure (e.g., D. Carr, 1996; Feldman, 2002), family demands and responsibilities (e.g., Belcourt,…”
The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism (2015, background): “differences in both wellbeing and performance (Christian et al., 2011; Forest et al., 2012; Ho & Pollack, 2014; Ng et al., 2007; Park, Baiden, Jacob, & Wagner, 2009).”
The relations between work centrality, psychological contracts, and job attitudes: The influence of age (2011, background): “Concepts such as overcommitment, workaholism, and Type A behaviour patterns are also related to disengagement from work in the long run (Burke & Fiksenbaum, 2009; Ng et al., 2007; Schaufeli, Taris, & van Renen, 2008).”
Work engagement and workaholism: comparing the self-employed and salaried employees (2010, background): “Finally, several authors discussed as to whether different cut off points might be needed to identify workaholics from different occupational groups (e.g. managers versus clerical officers; McMillan & O’Driscoll, 2004; Ng et al., 2007).”
All day and all of the night: The relative contribution of two dimensions of workaholism to well-being in self-employed workers (2008, background): “…to take a next step forward, it seems necessary that conceptually rich theoretical models be developed that link workaholism to well-being, rather than to focus on the simple bi-directional associations that have been abundant in past workaholism research (Ng et al., 2007; Taris et al., 2004).”
Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type (2010, background): “At the same time, if such individuals have very high levels of telecommuting, it likely creates an acceptable justification for deliberate boundary blurring, thereby reducing the anxiety they have when not working (Ng et al., 2007; Oates, 1971), enhancing job involvement, in effect having a positive”
Heavy work investment, personality and organizational climate (2016, background): “It has been argued that workaholism is particularly prevalent in masculine climates that encourage employees to be extremely competitive, power-hungry, task-oriented, and fearful of failure (Ng et al., 2007).”
Beyond workaholism: Towards a general model of heavy work investment (2012, background): “For instance, Ng, Sorensen, and Feldman (2007) expect workaholism to have more negative consequences in the long term than in the short term.”