ENRICHING THE SPENCE AND ROBBINS TYPOLOGY OF WORKAHOLISM: DEMOGRAPHIC, MOTIVATIONAL AND ORGANIZATIONAL CORRELATES

By Marc Buelens, S. Poelmans. 2004

218 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6a3ae1590f3f1a2f19fcdb1a76077aeba6628c73

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Citations in the corpus

Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis (2019, background): “…the literature has helped to dispel confusion over the possible existence of a positive side to workaholism, as demonstrated in several oxymoronic expressions, such as "the happy workaholic” (Friedman & Lobel, 2003) or "enthusiastic workaholics” (Buelens & Poelmans, 2004; Spence & Robbins, 1992).”
Being Driven to Work Excessively Hard (2009, background): “…is also labeled positively engaged workers (aziz & Zickar, 2006, p. 58), or happy hard workers who “are enthusiastic, meet interesting people, love their jobs, and avoid conflict at home and in the workplace, possibly owing to their resulting positive attitude” (Buelens & Poelmans, 2004, p. 454).”
The positive wellbeing aspects of workaholism in cross cultural perspective (2011, background): “Using clear, value-free and neutral constructs, they define workaholism based on three properties: work involvement, a feeling of being compelled to work, and work enjoyment (see a validation study by Buelens and Poelmans, 2004”
The Workaholism Analysis Questionnaire: Emphasizing Work-Life Imbalance and Addiction in the Measurement of Workaholism (2013, background): “Other studies have also eliminated the work involvement facet, finding it to consistently be a misfit in the model, thus supporting the two-factor solution (Andreassen, Ursin, & Eriksen, 2007; Burke, Richardsen, & Martinussen, 2002; Ersoy-Kart, 2005; Kanai, Wakabayashi, & Fling, 1996). Robinson (198”
All Work and No Play? A Meta-Analytic Examination of the Correlates and Outcomes of Workaholism (2016, background): “For example, Buelens and Poelmans (2004) proposed a subtype of workaholic called the “reluctant hard worker,” who works long hours because of external pressures and who would strongly prefer to work less.”
Beyond workaholism: Towards a general model of heavy work investment (2012, background): “Study of situational investors, regardless of the specific terminology used to name them (e.g., reluctant hard workers: Buelens & Poelmans, 2004; unhappy workaholics: Friedman & Lobel, 2003; the overemployed: Golden, 2006), is scarce.”
Understanding Workaholics' Motivations: A Self-Determination Perspective (2011, methodology): “Applied Psychology: An International Review © 2011 International Association of Applied Psychology. do so (Snir & Harpaz, 2006; Snir & Zohar, 2008), up to 50 hours a week (Brett & Stroh, 2003; Buelens & Poelmans, 2004; Burke, 2001).”
The push and pull of work: The differences between workaholism and work engagement (2010, background): “Buelens and Poelmans (2004) refer to the latter group as the “happy and hard workers”, who are “enthusiastic, meet interesting people, love their jobs, and avoid conflict at home and in the workplace, possibly owing to their resulting positive attitude and a high level of social intelligence” (p.”
A Brief History of Long Work Time and the Contemporary Sources of Overwork (2009, unknown): “It is characterized by a tendency to over-commit time at work, in excess of that expected either organizationally or financially or at the expense of one’s own health or family and social time (Buelens and Poelmans, 2004; Scott et al., 1997).”
Enough is enough : Cognitive antecedents of workaholism and its aftermath (2014, background): “Previous studies have shown that demographic characteristics (Spence & Robbins, 1992), a stressful work environment (Kanai & Wakabayashi, 2004), and an organizational culture that values high work pressure (Buelens & Poelmans, 2004) relate to workaholism.”
Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type (2010, methodology): “While the present study employed the most widely utilized definition, dimensions (Buelens and Poelmans, 2004), and measure of the construct (Aziz and Zickar, 2006), future research is needed in order to ascertain consensus among researchers on the construct and its application.”
Driven to Work and Enjoyment of Work (2012, background): “Workaholism scholars typically view driven to work as detrimental, highlighting the sense of inner pressure that characterizes it and sometimes connecting it to work compulsion or addiction (Buelens & Poelmans, 2004; Johnstone & Johnston, 2005).”