Too good to be true? Similarities and differences between engagement and workaholism among finnish judges
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comunitat-uji-handle2:10234/8645
comunitat-uji-handle3:10234/8646
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INVESTIGACIONMetadatos
Título
Too good to be true? Similarities and differences between engagement and workaholism among finnish judgesFecha de publicación
2012-03Editor
Fundación Científica y TecnológicaISSN
0718-0306; 0718-2449Tipo de documento
info:eu-repo/semantics/articleVersión de la editorial
http://issuu.com/cienciaytrabajo/docs/work_engagement/75Palabras clave / Materias
Resumen
Recently, it has been suggested that in addition to positive relationships between work engagement and organizational outcomes, work engagement may also have a dark side, i.e., it may also lead to negative consequences ... [+]
Recently, it has been suggested that in addition to positive relationships between work engagement and organizational outcomes, work engagement may also have a dark side, i.e., it may also lead to negative consequences for the employee. This study of a representative sample of Finnish judges (N=550) investigated the similarities and differences between work engagement and workaholism. Despite differences between work engagement and workaholism. Despite some similarities, our results generally supported previous findings that engagement and workaholism are distinct concepts. First, confirmatory factor analysis showed that engagement and workaholism are distinct concepts. First, confirmatory factor analysis showed that engagement and workaholism are separate notions, although absorption, a sub-dimension of engagement, also loaded weakly on the workaholism factor. Second, structural equation modeling results showed that in contrast to workaholism, engagement was positively related to job resources (positive core self-evaluations and social capital) and to better sleep quality, life satisfaction, and work-family and family-work interface, and negatively related to presenteeism and turnover intentions. Unexpectedly, engagement was unrelated to detachment from work. Both engagement and workaholism were positively associated with organizational commitment, working hours and overtime. Interestingly, workaholics showed both organizational commitment and, tentatively, turnover intentions. All in all, engagement was mainly related to healthy and positive outcomes. However, even though engaged employees enjoy working, they should ensure sufficient recovery, such as detachment from work, in order to remain engaged. [-]
Publicado en
Ciencia & Trabajo, 2012, vol. 14, num. especialDerechos de acceso
http://rightsstatements.org/vocab/CNE/1.0/
info:eu-repo/semantics/openAccess
info:eu-repo/semantics/openAccess
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