Workaholic worker type differences in work‐family conflict: The moderating role of supervisor support and flexible work scheduling

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The positive wellbeing aspects of workaholism in cross cultural perspective (2011, background): “Involvement has been conceptualized as job involvement, although there have been certain concerns about the soundness of this dimension to assess workaholism (McMillan, Brady, O'Driscoll, & Marsh, 2002; 2004; Russo and Waters, 2006”
Beyond workaholism: Towards a general model of heavy work investment (2012, methodology): “Indeed, using the three-scale Workaholism Battery (Spence & Robbins, 1992), Russo and Waters (2006) found that workaholics, in contrast to their enthusiastic workaholic (those who score high in work involvement, enjoyment, and drive) counterparts, did not experience declining work-family conflict…”
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): “To remain consistent with the 2 x 2 (Russo and Waters, 2006) syndrome nature of the construct (Aziz and Zickar, 2006), and current conceptualizations of the construct, the categorized four worker types were: 1) employees with high drive and low enjoyment (termed workaholic by Spence and Robbins);…”