Journal of Human Resource Management
Volume 8, Issue 1, March 2020, Pages: 32-38
Received: Dec. 19, 2019;
Accepted: Jan. 27, 2020;
Published: Feb. 10, 2020
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Jun Zhang, Department of Human Resource Management and Public Administration, Beijing Institute of Petrochemical Technology, Beijing, People’s Republic of China
Chen Song, Department of Human Resource Management and Public Administration, Beijing Institute of Petrochemical Technology, Beijing, People’s Republic of China
Yuxuan Lan, Department of Human Resource Management and Public Administration, Beijing Institute of Petrochemical Technology, Beijing, People’s Republic of China
With the popularization of the new ways of working (such as flexible work schedule and telecommuting), boundary between family and work is becoming increasingly blurred. Consequently, public concern about overtime-work has been deepened by the emergence of “996” working schedule, which means employees are required to be indulged in work from 9am to 9pm weekly except Sunday. Both positive and negative outcomes may be caused by such work schedule. According to self-determination theory (SDT), an understanding of human motivation requires a full consideration of innate psychological needs for autonomy, competence and relatedness, hence the ‘workaholic’ behavioral pattern could be understood in terms of satisfying the needs for competence. The work motivation of ‘workaholic’ originates from inner motivation, workaholics devote themselves to work and enjoy working both energetically and strenuously. Enjoyment of work is expected to be positively related to high level of satisfying the needs of competence. Based on SDT, the data collected from 3513 employees during an online survey in two time points indicates that workaholism positively predicts personal well-being, which is mediated by the sense of competence. The direct effect of work enjoyment on personal well-being could be seen more evident than that of work drive. Finally, the theoretical and practical contributions of this study are as followings: (1) this study contributes to the existing empirical research of relationship between workaholism and well-being by comparing effects of well-being generated by drive of work and enjoyment of work, (2) this study extends the understanding of the relationship between workaholism and well-being by revealing the internal mechanism using self-determination theory, (3) the employees of the organization are supposed to be trained in order to enhance their competence and the leaders would be well advised to offer employees more positive feedback. Future studies should focus on the integration of main various theory models, examining the influence of various mediating and moderating variables, and exploring the relationship between workaholism and well-being at dimensional level.
Workaholism and Subjective Well-being: Examining a Mediation Model, Journal of Human Resource Management.
Vol. 8, No. 1,
2020, pp. 32-38.
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