Workaholism Addiction

Research article examining at least one of the key words were selected for review and discussion in this chapter. Almost the entire study variables will be discussed in this chapter through reviewing relevant literature. Burnout Burnout is defined as a psychological syndrome which characterized by three concepts: emotional exhaustion, depersonalization, and diminished personal accomplishment. Emotional exhaustion refers to lack of energy and feeling that one’s emotion is used up to increase psychological demands. Depersonalization refers to treat other as objects rather than people through uncaring attitudes and behaviors.

In her article, Where There’s a Will, There’s a Way, Anna Harrington discusses the correlation between resilience and workplace productivity (Harrington, A., 2012). The impact of employees’ mental health and wellbeing on productivity is well established. Job pressures can contribute to employee absenteeism, or what Harrington refers to as presenteeism, or “…the situation where individuals come to work when unwell or not fully productive”. (Harrington, A., 2012, p. 1) While some individuals are overcome by negativity, others develop resilience which allows them to overcome obstacles and perform without disruption, or even excel.

By examining the negative consequences of depersonalized and routinized work, he highlights the importance of valuing and engaging employees to foster fulfillment and organizational success. Schwartz emphasizes that individuals desire meaningful and engaging experiences within the realm of work, yearning for challenges, discretion, personal growth, and purpose. When organizations recognize and honor these fundamental human aspirations, they create work environments that promote engagement, fulfillment, and personal growth. Furthermore, Schwartz establishes a positive connection between purposeful work, employee performance, and company profitability, emphasizing that workplaces that offer meaningful tasks and autonomy tend to be more profitable. By aligning work with employees' abilities and interests, organizations tap into intrinsic motivation and commitment, leading to improved performance and job satisfaction.

In the case where the HIS Department was looking to mitigate the boredom and tried to skill level, the outcomes were those of role ambiguity and conflict as well as qualitative overload.   What was the impact of job enrichment on motivation and communication in the HIS Departments? Job enrichment has a positive impact in the HIS Department as employees as well as the different sector and organization had been involved in the change. Employees have perceived their job as more meaningful which has caused increased job satisfaction and involvement.

In addition, employees who experience more positive emotions at work make greater contributions to organizational effectiveness and, when people are in a good mood, they are more sociable, less aggressive, and better able to recall positive information (Pinder, 1998). Also, those employees who are more positive possess higher confidence, optimism, self-efficacy, likability, and sociability, which in turn, making them more satisfied with their job and increases workplace achievement (Lyubormirsky, King, & Diner, 2005). Happy employees bring their happiness from the office to their home and they also transfer their happiness from their home to the office (Lyubormirsky et. al,

Profession 6. Customers 7. Career and self-development Employee Engagement has been in discussion since the early 1990s and growing body of evidence that demonstrates the importance of employee engagement to organisational performance. Much stress is being given to this area in order for the organisation to achieve its maximum potential through optimum utilization of its human resources while still looking after the well-being of the

Best-self activation is an all-encompassing tool that leads to immediate and long-run desirable outcomes through interaction, recursion and subjective construal between social system and social concept. Best-self activation concepts lead to improvements in employee’s productivity, emotions, resilience to burn out and stress normally associated with work environment. Creativity in problem solving, good relationships with colleagues and employers, high performance under pressure are some of the benefits associated with best-self activation. Best-self activation influences physiology and emotions in employment relationships. There is growing evidence which suggest that apart from making workers feel good, best-self activation also makes them experience a barrage of positive emotions like

Those recovering being a workaholic are statistically

Strategies to enhance Engagement There are five key strategies to promote organizational loyalty and engagement: (1) Promote identification with the organization; help nurses to see how the mission and values of the organization are consistent with nurses' values, (2) Connect nurses to the success/status of the organization; encourage nurses to develop a sense of pride in an organization by contributions in the organization’s accomplishments and status, (3) Create security; give nurses a sense of security about the employability and potential career paths within the organization, (4) Provide recognition and opportunities to build skills; provide nurses with opportunities to develop the skills and mastery at the jobs and (5) Build trust; build an environment of trust and transparency (Sherman, 2014). Also, nurses' engagement interventions can be classified in terms of organizational, job, and individual-level interventions: Organizational level: Civility Respect and Engagement at Work (CREW) program that builds upon a 6-month sequence of group sessions following principles of organizational development to improve civility among colleagues. Job level interventions; redesigning jobs in order to promote engagement boils down to increasing job resources and individual level intervention; programs

For instance, based on a twin study, Lykken and Tellegen (1996) estimated that 80% of the long-term stable variance in subjective well-being is heritable. This leads them to the somewhat gloomy conclusion that ‘ . . . trying to be happier [may be] as futile as trying to be taller’ (p. 189). Recent psychophysiological (Tops et al., 2006) and electroencephalographical (EEG) research (Van Luijtelaar, Verbaak, van den Bunbt, Keijsers, & Arns, 2010) suggests a psychobiological basis of burnout, which also would be compatible with the chronic – and possibly heritable and psychobiological – nature of burnout (see below).

The inclination of an organization towards its human resources is a key task in survival, strategic success and efficient performance (Iveta, 2011), as the human resources singly known as the workers are fundamental, which goes in line with the African proverb as cited in (Tedam, 2013) which says A family (workers) is like a forest, when you are outside it is dense, when you are inside you see that each tree has its place. However, in line with Kristen (2011) an unsatisfied employee can only put much initial effort into work but will get bored and lose intrinsic motivation towards later work activities due to stress, poor fit between employee and job, perception, organizational performance lack of communication to mention a few. But dissent

Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. contended that there are four Core Self-assessments that decide one's demeanor towards job fulfillment: confidence, general self-viability, locus of control, and neuroticism. This model expresses that larger amounts of confidence (the esteem one places on his/her self) and general self-adequacy (the faith in one's own particular ability) prompt higher job satisfaction . Having an inner locus of control (trusting one has control over her\his claim life, instead of outside powers having control) prompts higher job satisfaction.

Role boundary permeability describes the ability for someone to be physically in one role while psychologically in another role (Chesley, 2005). In other words, what happens at work can affect personal life of the employee. The impact can go in the opposite direction too, with employee’s personal life problems affect job performance. Technological developments are one of the factors that contributed to the increased in boundaries between work and family (Brough, O’Driscoll, & Kallaith, 2005). Spillover has been shown to have both a positive and negative form.

Introduction In today’s society, it is common for employees to have many challenging responsibilities in their life other than work, for example, commitments involving parents or children, education or sports commitments or personal interests outside of work. People want to escape work for a greater sense of well-being and to reduce stress levels. A poor balance between an employee’s work commitments and their other responsibilities can lead to low productivity as well as high stress and absentees. Meanwhile, employees with better work-life balance often have a greater sense of responsibility, achievement, ownership and control of their working life.

Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.