Workload, Workaholism, and Job Performance: Uncovering Their Complex Relationship.

Area of Science:

• Organizational Psychology
• Workplace Behavior Research

Background:

• Workload is a significant factor in employee well-being and performance.
• Workaholism, perfectionism, and work engagement are key constructs influencing job outcomes.
• Understanding the interplay of these factors is crucial for effective management.

Purpose of the Study:

• To investigate the mediated relationship between workload, workaholism, and job performance.
• To examine the moderating roles of perfectionistic concerns and work engagement in this relationship.
• To provide nuanced insights into the complex dynamics of workplace stress and productivity.

Main Methods:

• A two-wave, dual-moderated mediation model was employed.
• Structural Equation Modeling (SEM) was utilized for analysis.
• Data were collected from a sample of 208 workers.

Main Results:

• The simple mediation model was not significant.
• The indirect effect of workload on job performance via workaholism varied based on moderators.
• Lower perfectionistic concerns strengthened the workload-workaholism link; lower work engagement weakened the workaholism-job performance link.

Conclusions:

• The relationship between workload, workaholism, and job performance is complex and moderated by individual differences.
• Promoting work engagement is vital for mitigating negative impacts of workaholism on performance.
• Managers should proactively monitor and foster work engagement, particularly in high-workload environments.