Journal
SOCIAL BEHAVIOR AND PERSONALITY
Volume 41, Issue 10, Pages 1655-1665Publisher
SOC PERSONALITY RES INC
DOI: 10.2224/sbp.2013.41.10.1655
Keywords
work engagement; workaholism; job resources; job demands; turnover intention; organizational citizenship behavior
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Workaholism and work engagement both indicate high involvement with work, leading to some conceptual confusion. There are important differences, however, but few researchers have investigated the distinction. In this study, I used the Job Demands-Resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) to propose an integrative model to demonstrate their theoretical and empirical dissimilarity. I chose turnover intention (TI) and occupational citizenship behavior (OCB) to measure organizational outcomes. The results showed that job resources were positively related to work engagement and that job demands moderated the relationship between job resources and work engagement. In addition, job demands were positively related to workaholism and job resources moderated the relationship between job demands and workaholism. Finally, work engagement influenced TI negatively and OCB positively. However, although workaholism influenced OCB negatively, as expected, the negative influence of workaholism on TI was contrary to my hypothesis.
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