Gender and Workaholism: A Study of New Zealand Academics

<p>The aim of this study was to examine gender's impact on Workaholism and, in particular, the correlates of 'Workaholism' characteristics (Work Involvement, Drive and Work Enjoyment). The Literature review draws attention to the various definitions developed, providing the source and foundation of the definition used in this study. This thesis defines Workaholism as the tendency towards heavy work investment and involvement (the behavioural dimension) with considerable allocation of time to work-related activities and work-related thoughts and the combination of high-drive with low-enjoyment (the cognitive dimension), which manifests itself in working compulsively and being obsessed with work for reasons that are not derived from external necessity. A sample of 331 New Zealand academic employees from the eight different universities completed a web-based survey measuring 'Workaholism', Workaholism perceptions, hours worked and gender perceptions. Results show that there are differences in the degree of Workaholism and Workaholism-related variables between genders in academics in New Zealand. Furthermore, it was found that there was a statistically significant difference between genders in Work Involvement and Drive – females were found to exhibit more of both characteristics. No significant difference between genders in Work Enjoyment was found. Again, there is no significant difference between genders in Workaholism perceptions. There was, however, a significant difference between genders in the proportion of overworkers. These findings provide insight into possible directions for future research as well as potentially influencing treatment for work addiction. In order for this knowledge to directly contribute towards benefiting practitioners further study is needed, leading to the ability to allow actions taken to reduce/prevent Workaholism to be tailored to the specific needs of employees. By understanding gender differences and the individual's perception of their own Workaholism, treatment could be tailored specifically for the individual. The current study suggests that blanket policies designed to promote work-life balance are unlikely to benefit all employees.</p>

Gender and Workaholism: A Study of New Zealand Academics

<p>The aim of this study was to examine gender's impact on Workaholism and, in particular, the correlates of 'Workaholism' characteristics (Work Involvement, Drive and Work Enjoyment). The Literature review draws attention to the various definitions developed, providing the source and foundation of the definition used in this study. This thesis defines Workaholism as the tendency towards heavy work investment and involvement (the behavioural dimension) with considerable allocation of time to work-related activities and work-related thoughts and the combination of high-drive with low-enjoyment (the cognitive dimension), which manifests itself in working compulsively and being obsessed with work for reasons that are not derived from external necessity. A sample of 331 New Zealand academic employees from the eight different universities completed a web-based survey measuring 'Workaholism', Workaholism perceptions, hours worked and gender perceptions. Results show that there are differences in the degree of Workaholism and Workaholism-related variables between genders in academics in New Zealand. Furthermore, it was found that there was a statistically significant difference between genders in Work Involvement and Drive – females were found to exhibit more of both characteristics. No significant difference between genders in Work Enjoyment was found. Again, there is no significant difference between genders in Workaholism perceptions. There was, however, a significant difference between genders in the proportion of overworkers. These findings provide insight into possible directions for future research as well as potentially influencing treatment for work addiction. In order for this knowledge to directly contribute towards benefiting practitioners further study is needed, leading to the ability to allow actions taken to reduce/prevent Workaholism to be tailored to the specific needs of employees. By understanding gender differences and the individual's perception of their own Workaholism, treatment could be tailored specifically for the individual. The current study suggests that blanket policies designed to promote work-life balance are unlikely to benefit all employees.</p>

THE INFLUENCE OF WORK ETHICS, WORK ENGAGEMENT AND PERSONALITY ON EMPLOYEE PERFORMANCE

The purpose of this study was to determine and analyze the effect of work ethics, work involvement and personality on employee performance (study at the Medan City Regional Tax and Retribution Management Agency). The approach used in this study is an associative approach. The population in this study were employees of the Medan City Regional Tax and Retribution Management Agency)., A total of 32 employees while the sample in this study used Nonprobability sampling or Saturated Sampling as many as32 Employees. The data collection technique in this study used a questionnaire technique by distributing questionnaires. The data analysis technique in this study uses Multiple Linear Regression Test, Hypothesis Testing (T Test and F Test), and Coefficient of Determination. Data processing in this study using IBM SPSS Statistic 23 software program. The results of this study prove that partially work ethics (X1) has an effect on performance (Y) with t-test work ethics (X1) 1.954 > ttable 1.693 with sig 0.008 < 0, 05, and Work Involvement (X2) 2,348 > t table 1,693 with sig 0,089 < 0,05. and Personality (X3) 1,880 > ttable 1,693 with sig 0,006 < 0,05. The results of this study prove that simultaneously Fcount 7.142 > Ftable 4.20 with R Square 0.509 or 50.9% which means that there is an influence of work ethics.

The Workaholism Phenomenon in Portugal: Dimensions and Relations with Workplace Spirituality

Workaholism phenomenon affects a quarter of the employed world population. The concept has been used to describe hardworking employees, which is not resulting from external requirements. Considering that organizations with well-developed workplace spirituality have employees more committed to achieving self-development, but also to serve the company, the relationship between workaholism and workplace spirituality is not straightforward, remaining unclear. The principal aim of this research is to analyze the workaholism phenomenon, considering patterns of workaholic and non-workaholic workers and their relationships with dimensions of workplace spirituality. The sample is comprised of a heterogeneous group of 306 Portuguese employees, who were surveyed by the Workaholism Battery, five dimensions of Workplace Spirituality, and a socio-demographic questionnaire. Cluster analysis defined three workaholic profiles (24% of the sample), and five non-workaholic profiles. Workplace spirituality dimensions differed according to worker profile and associations with work involvement, work enjoyment, and compulsive work addiction. Enthusiastic addicts and work enthusiasts showed the highest workplace spirituality, contrasting mainly with Reluctant hard worker, Disenchanted workers, and Unengaged workers, but also with work addicts. Workaholism is a complex and multidimensional phenomenon, whose dimensions are distinctly related to workplace spirituality. Workplace spirituality development can promote a more balanced and healthy relationship with work.

GAMBARAN WORK CENTRALITY (STUDI PADA KARYAWAN SWASTA DI JAKARTA)

Work centrality is defined as the extent to which individuals believe that their work plays an important role in their life. This study aims to describe the work centrality of the private employment in Jakarta. Descriptive quantitative was used in this study. The data collection techniques in this study were using snowball sampling and convenience sampling. The participants were 107 private employees in Jakarta. Work centrality was measured using Work Involvement Questionnaire. The results showed that work centrality of the private employees in Jakarta were low. Based on demographic factors, it also shows that the mean value of male gender is lower, but based on other factors, there is a significant relationship to work centrality and the level of education. Work centrality diartikan sebagai sejauh mana individu percaya bahwa pekerjaan mereka memainkan peran penting dalam kehidupan. Penelitian ini bertujuan untuk mengetahui gambaran work centrality pada karyawan swasta di Jakarta. Jenis penelitian ini adalah deskriptif kuantitatif. Teknik pengambilan data dalam penelitian ini adalah menggunakan snowball sampling dan convenience sampling. Subjek pada penelitian ini melibatkan 107 karyawan swasta di Jakarta. Alat ukur yang digunakan dalam penelitian ini adalah kuesioner work centrality yang telah diadaptasi dari Work Involvement Questionnaire. Hasil penelitian ini menunjukkan bahwa gambaran work centrality secara umum pada karyawan swasta di Jakarta cenderung rendah. Berdasarkan faktor demografis juga menunjukkan bahwa nilai rerata pada jenis kelamin laki-laki lebih rendah, namun berdasarkan faktor lainnya terdapat hubungan yang signifikan terhadap work centrality dengan tingkat pendidikan.

EFFECT OF EDUCATIONAL BACKGROUND AND WORK EXPERIENCE ON COUNSELOR’S WORK ENGAGEMENT

Work engagement is one of the dimensions that contribute to the development of professional identity. This article aims to describe 1) the level of work involvement of the counselor, and 2) the influence of work experience and educational background on counselors' work engagement. The research method used is comparative. A total of 211 school counselors participated as online-incidental sampling respondents. The research respondent was asked to be involved by sharing the invitation link to several counselor social media groups in Indonesia. The instrument used is a work engagement scale adapted from the Utrecht Work Engagement Scale. The results of the instrument reliability test showed a score of 0.88. The data were analyzed by inferential statistics using a two-way analysis of variance (two-way ANOVA). The conclusions of this study are the average work engagement of 211 respondents in this study is in the high category and there is no effect of work experience and educational background on counselor work engagement. The results of this study serve as preliminary findings of a complete framework for further research on the professional identity of school counselors in Indonesia.

Hospital Childbirth: Perspectives of Women and Professionals for a Positive Experience—A Qualitative Study

The perception and interpretation of childbirth are changing as values change. This requires women and professionals to adapt to new circumstances. The objective of this study was to analyze the perspectives of women and professionals on hospital birth and to identify improvement areas in order to achieve a positive perinatal experience. A qualitative prospective study with a phenomenological approach was conducted using semi-structured interviews with women, two and eight months after childbirth, participant observation, and professional focus groups. The analysis of the transcribed texts involved a thematic inductive approach. Four improvement areas emerged from the analysis: (a) strengthening communication and the therapeutic relationship; (b) unifying criteria between hospitals and primary care centers to provide coordinated and coherent information; (c) involvement of the partner in the whole process of pregnancy-childbirth-puerperium; (d) improvement of the spaces used in prenatal care and births. The need for a continuity of care from the beginning of pregnancy to the postpartum period is emphasized, which requires an improvement in information, participation, and the promotion of shared decision-making. To this end, coordinated interdisciplinary work, involvement of the partner and the improvement of the spaces used in prenatal care and births are essential.

The Effect of Job Involvement and Work Stress on Turnover Intention with Organizational Commitment as an Intervening Variable PT. Perkebunan Minanga Ogan

The purpose of this study was to determine the effect of work involvement and work stress on the turnover intention with organizational commitment as an intervening variable at PT. Perkebunan Minanga Ogan. The approach used in this research is quantitative. To determine the sample using probability sampling, then probability sampling used is simple random sampling. The sample in this study were contract employees totaling 200 people at PT. Perkebunan Minanga Ogan. The analytical method used to determine the relationship between these variables is path analysis using the structural equation model (SEM) method and the AMOS program. The results of hypothesis testing are as follows: the work involvement variable has a positive and insignificant effect on organizational commitment. The job stress variable harms organizational commitment. The organizational commitment variable has a positive and significant effect on turnover intention. Job involvement variable harms turnover intention. The job stress variable has a positive and significant effect on turnover intention. Job involvement has a positive and significant effect on the turnover intention with organizational commitment as an intervening variable and work stress has a negative and significant effect on the turnover intention with organizational commitment as an intervening variable.

Work climate and organizational commitment in the teachers of a private university in Huacho

The present research aims to reveal the nexus between work environment and organizational commitment in a private university in Huacho in a province of Lima. A basic type research was carried out, descriptive correlational level, quantitative approach, non-experimental cross-sectional design. The sample estimated by probability sampling was made up of 130 teachers from a private university. Two adapted instruments were used to collect data, where the first was called the Workplace Climate Scale and the second the Organizational Commitment Scale. The results found showed that there is a significant relationship between the work environment and organizational commitment, as well as there was a significant relationship between the dimensions of self-realization, work involvement, supervision, communication with organizational commitment It was concluded that work should be done to increase organizational commitment followed by the work climate of teachers.

Empowerment leadership as a predictor of expatriates job performance and creative work involvement

Purpose The purpose of this study is to investigate the relationship between empowering leadership and organizational commitment and its effect on job performance and creative work involvement within the expatriate society of the UAE. Design/methodology/approach The paper suggests a theoretical model derived from survey responses gathered from expatriates used in multinational organizations located in Dubai city in the UAE. Findings The results show that organizational commitment partially mediates the relationship between empowering leadership and job performance. Furthermore, the results show that organizational commitment partially mediates the relationship between empowering leadership and creative work involvement. Originality/value This research adds to the existing body of knowledge on international business by investigating the effects that organizational commitment and empowering leadership have on creative work involvement and job performance of expatriates.