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The purpose of this article is to make an exhaustive analysis of the influencing factors for the phenomenon of workaholism in IT. In contemporary economies, workaholism is an increasingly common phenomenon. Companies should evaluate the impact on workers of this trend, and note that knowledge of the factors influencing the decision to overwork can be a competitive advantage when implementing human resources policies. Our approach involved the use of multivariate analysis of variance combined with multiple linear regression analysis. The article analyzes the data from 178 respondents who are employed in the IT sector in Romania, taking into account seven potential factors of influence. The data and econometric analyses were processed in IBM SPSS Software. The results of the multivariate analysis of variance combined with multiple linear regression analysis show a significant relationship between workaholism and influencing factors such as the remunerative component of work, the intrinsic pleasure of working, the sense of responsibility towards family, and the desire to develop during a professional career. In this study, socio-demographic influences were found to have a weak influence on the decision to work excessively.

Occupational stress and high workload are being increasingly recognized as significant contributors to the diseases and disorders constituting major components of the global burden of disease. A more detailed definition of burn-out was recently included by the World Health Organization (WHO) in the eleventh revision of the International Classification of Diseases (ICD-11) which reflects a growing acknowledgment of the role of professional work in mental health. One of the symptoms of obsessive-compulsive personality disorder/anankastic personality disorder (OCPD/APD) is an undue preoccupation with productivity to the exclusion of pleasure and interpersonal relationships. This compulsive overworking is closely related to the concept of work addiction, and OCPD/APD was suggested to be its major risk factor. OCPD/APD is the most prevalent personality disorder and one that appears to produce the highest direct and indirect medical costs. At the same time, it is vastly understudied. In recent years, it has been repeatedly emphasized that it requires consistent conceptualization and clarification of its overlapping with similar conditions. Even though the limited existing studies suggest its strong relationship with burn-out and depression among employed individuals, there has been no systematic effort to investigate its role in the consequences of occupational stress and high workload. This paper identifies several substantial gaps in the current understanding of the relationships between work addiction, OCPD/APD, burn-out, and the global burden of disease within the context of the WHO’s plan of developing evidence-based guidelines on mental wellbeing in the workplace.

The difference between having workers involved in their work, on the one hand, or too exhausted to contribute, on the other, can be tenuous and compromise work orientation. The positive outcomes of career calling (a deep purpose and meaningfulness in work characterized by vigor, dedication, and absorption) to organizations are clear, namely the relationship of career calling with high levels of commitment and engagement. However, the dark side of career calling remains a less explored point. The main purpose of this study analyzes this side of career calling and explores the relationship between sense of work purpose—perceived career calling—and workaholism. The sample consists of 743 Portuguese employees from different sectors of activity. The main hypothesis intends to test the presence of career orientation as a mechanism to explain the ambiguity of career calling outcomes, that is, the mediating effect of career orientation on the relationship between career calling and workaholism. The results showed that the workers’ career orientation helps to explain this relationship. Career orientation partially mediated the relation between career calling and the positive dimension of workaholism, involvement and enjoyment, and completely mediated the relation between career calling and negative dimensions of workaholism, drive. These results allow us to reflect on career calling, and how organizations manage workforce efforts to avoid work addiction and the negative consequences that compromise workforce sustainability. Career calling was looked at as an element of a mixed profile work orientation, rather than not just as a pure work orientation. Theoretical and practical implications are discussed.

Objective: Sleep disorders are a growing concern in occupational health due to their strong associations with emotional distress and impaired functioning. Employees with severe insomnia symptoms are at increased risk for affective symptoms such as anxiety and depression. However, this relationship may vary depending on work-related behavioral patterns. Workaholism, a compulsive drive to work excessively, may act as a moderator, intensifying the impact of sleep disturbances on affective symptoms and vice versa. This study aimed to assess sleep disorder risk among employees, examine differences in the severity of sleep disorders based on workaholism levels, and investigate the moderating roles of workaholism in the relationships between insomnia severity and affective symptoms. Materials and Methods: The sample consisted of 459 day-working employees (68.41% female, [M.sub.age] =41.14, standard deviation =10.90) who completed measures of demographics, workaholism, and sleep disorders. Results: Results showed that 40.31% were at risk for at least one sleep disorder, and 28.98% for multiple. Compared to employees with lower workaholism, those with higher workaholism had significantly higher scores of breathing-related sleep disorder, insomnia, narcolepsy, restless legs/periodic limb movement disorder, and circadian rhythm sleep disorder. Moderation analysis revealed that workaholism significantly moderated the relationship between insomnia severity and affective symptoms, but not vice versa. As workaholism increased, the relationship between insomnia severity and affective symptoms became stronger. Conclusion: These findings suggest a high prevalence of sleep disorders among employees and that workaholism can exacerbate the affective burden of insomnia. Targeted interventions addressing both sleep health and workaholism may be critical for improving employee well-being. Keywords: Sleep disorders, insomnia, affective symptoms, workaholism, moderation Amac: Uyku bozukluklari duygusal zorluk ve islevsellikteki bozulmalar ile guclu iliskileri nedeniyle is sagligi alaninda giderek artan bir endise kaynagina donusmustur. Siddetli uykusuzluk ceken calisanlar, anksiyete ve depresyon gibi afektif belirtiler acisindan yuksek risk altindadir. Ancak, bu etkilerin isle ilgili davranissal oruntulere bagli olarak degisebilecegi soylenebilir. Bu ba g lamda, asiri calisma durtusu ile karakterize olan iskoliklik, uykusuzluun afektif belirtiler ve afektif belirtilerin uykusuzluk uzerindeki etkilerini potansiyel olarak yogunlastiran bir duzenleyici degisken olarak islev gorebilir. Bu calismanin amaci, calisanlar arasinda uyku bozuklugu riskini degerlendirmek, iskoliklik duzeylerine gore uyku bozukluklari siddetindeki farkliliklari incelemek ve uykusuzluk siddeti ve afektif belirtiler arasindaki iliskilerde iskolikligin duzenleyici rolunu arastirmaktir. Gerec ve Yontem: Calismanin orneklemi gun icinde calisan ve demografik ozellikler, iskoliklik ve uyku bozuklugu olceklerini dolduran 459 kisiden (%68,41 kadin, ortalama yas =41,14, standart sapma =10,90) olusmaktadir. Bulgular: Sonuclar, calisanlarin %40,31'inin en az bir uyku bozuklugu, %28,98'inin ise birden fazla uyku bozuklugu acisindan risk altinda oldugunu gostermistir. Iskolikligi dusuk olanlara kiyasla yuksek olan bireylerde solunumla iliskili uyku bozuklugu, uykusuzluk, narkolepsi, huzursuz bacak/periyodik uzuv hareketi bozuklugu ve sirkadiyen ritim uyku bozuklugu puanlari anlamli derecede yuksek bulunmustur. Duzenleyici de n isken analizi, iskolikligin uykusuzluk siddeti ile afektif belirtiler arasmdaki iliskiyi anlamli olarak duzenledigini ancak afektif belirtiler ile uykusuzluk siddeti arasindaki iliskiyi duzenlemedigini gostermistir. Iskoliklik artikca uykusuzluk siddeti ile afektif belirtiler arasindaki iliski guclenmektedir. Sonuc: Bu bulgular, calisanlar arasinda uyku bozuklugu yayginliginin yuksek olabilecegine isaret etmekte ve iskolikligin uykusuzlugun afektif yukunu daha da agirlastirabilecegini ortaya koymaktadir. Hem uyku sagligini hem de iskolikligi hedef alan mudahalelerin, calisanlarin refahini artirmak icin kritik oneme sahip oldugu gorulmektedir. Anahtar Kelimeler: Uyku bozukluklari, uykusuzluk, afektif belirtiler, iskoliklik, duzenleyici

The aim of the present study was to explore the level of perceived workload of university professors and to evaluate related psychosocial risks, such as addiction to work, psychological distress, and work–life conflicts. A total of 252 professors, balanced for gender (Mean age = 48.1; DS: 5.1) from 10 different universities across Europe participated in the research. Participants completed the University’s Work Environment Survey, the Dutch Workaholism Scale, and The General Health Questionnaire. The results showed that workload, when linked to bureaucratic university practices, is a predisposing factor to a negative perception of work-related well-being among university professors.

Purpose This study investigated the distinctiveness of two types of heavy work investment (i.e., workaholism and work engagement) by examining their 2-year longitudinal relationships with employee well-being and job performance. Based on a previous cross-sectional study by Shimazu and Schaufeli (Ind Health 47:495–502, 2009 ) and a shorter term longitudinal study by Shimazu et al. (Ind Health 50:316–21, 2012 ; measurement interval = 7 months), we predicted that workaholism predicts long-term future unwell-being (i.e., high ill-health and low life satisfaction) and poor job performance, whereas work engagement predicts future well-being (i.e., low ill-health and high life satisfaction) and superior job performance. Method A two-wave survey was conducted among employees from one Japanese company, and valid data from 1,196 employees was analyzed using structural equation modeling. T1–T2 changes in ill-health, life satisfaction, and job performance were measured as residual scores, which were included in the structural equation model. Results Workaholism and work engagement were weakly and positively related to each other. In addition, and as expected, workaholism was related to an increase in ill-health and to a decrease in life satisfaction. In contrast, and also as expected, work engagement was related to increases in both life satisfaction and job performance and to a decrease in ill-health. Conclusion Although workaholism and work engagement are weakly positively related, they constitute two different concepts. More specifically, workaholism has negative consequences across an extended period of 2 years, whereas work engagement has positive consequences in terms of well-being and performance. Hence, workaholism should be prevented and work engagement should be stimulated.

Background: Several studies have explored the relationship between personality and work addiction, suggesting that individuals with certain mental disorders, including personality disorders such as obsessive-compulsive personality disorder (OCPD), may be more prone to work addiction. However, the characterization of personality organization (PO) among workaholics and its contribution to the persistence of work addiction remains unclear. Methods: In this longitudinal study of a representative sample of young adults (N = 1748), we applied the Bergen Work Addiction Scale and the Inventory of Personality Organization. Results: We found significant correlations between work addiction and identity diffusion, primitive psychological defenses, reality testing, and overall personality disorganization across three waves. A latent class growth analysis revealed three profiles: no work addiction, increasing work addiction, and constant moderate work addiction. Multinomial logistic regression analysis indicated that higher levels of personality disorganization in wave 1 and increases in personality disorganization between waves 1 and 3 were associated with higher odds of belonging to the increasing work addiction group. Similarly, higher overall personality disorganization in wave 1 was associated with higher odds of belonging to the constant moderate work addiction group. Conclusion: These findings suggest that individuals with chronic work addiction have lower levels of PO, and PO declines as work addiction persists. Screenings for work addiction are recommended to prevent potential mental health issues. Future research should explore the influence of workplace characteristics and work motivations on the association between work addiction and personality disorders. •The role of personality organization in work addiction has been unclear.•A longitudinal study in a representative sample of young adults has been conducted.•Work addiction associates personality disorganization across three waves.•Personality disorganization at baseline associates with increasing work addiction.•Personality disorganization at baseline links to constant moderate work addiction.•Increases in personality disorganization associates with increasing work addiction.