Job involvement, obsessive‐compulsive personality traits, and workaholic behavioral tendencies

By Peter E. Mudrack. 2004

186 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/a6828455ead4f3b1b0e98a10b034c9512fda9069

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In Social Psychology

Citations in the corpus

BEYOND THE BIG FIVE: HOW NARCISSISM, PERFECTIONISM, AND DISPOSITIONAL AFFECT RELATE TO WORKAHOLISM (2010, background): “In another study, which investigated the relationship between obsessive–compulsive personality and workaholism, individuals scoring higher on measures of obstinacy and superego were more likely to engage in non-required work activities (Mudrack, 2004).”
The influence of service climate and job involvement on customer‐oriented organizational citizenship behavior in Greek service organizations: a survey (2007, background): “For highly involved employees, their jobs seem inexorably connected with their very identities, interests and life goals, and are crucially important ( Mudrack, 2004”
Spiritual Leadership as a Paradigm for Organizational Transformation and Recovery from Extended Work Hours Cultures (2009, background): “Nonenthusiastic workaholics have an obsessive-compulsive personality that is manifested through a pervasive pattern of preoccupation with orderliness, perfectionism, and mental and interpersonal control that reduces flexibility, openness, creativity, and efficiency (Mudrack, 2004).”
Enough is enough : Cognitive antecedents of workaholism and its aftermath (2014, background): “With some exceptions (e.g., Burke, 1999b, 2001; Burke & Koksal, 2002; Mudrack, 2004; Ng et al., 2007; Spence & Robbins, 1992), relatively little research has focused on cognitive antecedents in studies of workaholism.”
Beyond workaholism: Towards a general model of heavy work investment (2012, background): “…activities: Douglas & Morris, 2006), some dimensions of obsessive–compulsive personality (namely obstinacy, orderliness, rigidity, and superego: Mudrack, 2004), materialism (striving for a high standard of living may cause one to work longer/harder: Burke, 2006b), and the work ethic, which…”
A Tale of Passion: Linking Job Passion and Cognitive Engagement to Employee Work Performance (2011, unknown): “In another stream of workaholism research, workaholism is construed as a set of potentially destructive behaviours that include spending excessive time at work and neglecting other areas of life (e.g. Harpaz and Snir, 2003; Mudrack, 2004; Oates, 1971; Porter, 1996), whereas obsessive job passion is ”
Being Driven to Work Excessively Hard (2009, background): “…WC is expected to be related to personality factors such as at University Library Utrecht on January 10, 2010 http://ccr.sagepub.comDownloaded from perfectionism, consciousness, obstinacy, rigidity, orderliness, dominance, and to obsessive thinking and ruminating (Killinger, 2006; Mudrack, 2004).”
Organizational cynicism: Extending the exit, voice, loyalty, and neglect model of employees' responses to adverse conditions in the workplace (2007, background): “Rigidity is a personality trait associated with tendencies toward behavioral consistency, to follow routines, to be inflexible and set in one’s ways, and a general tendency to be skeptical of change in any form (Mudrack, 2004; Oreg, 2003).”