Can Work Be Detrimental? Working Excessively Questionnaire (WEQ): The Development and Validation

• Druk: Warszawa, 2014
• Autor: Elżbieta Hornowska, Lech Kaczmarek, Piotr Haładziński, Władysław Jacek Paluchowski
• Wydawca: Scholar

Psychology in Practice

For some, excessive workload is a source of satisfaction, while for others it stems from the desire to meet one's own and external expectations.

Sometimes a fulfilling job fulfills one's life because it provides everything that is needed to be happy. Work can be an accepted way of escaping from one's emotional problems. In some cases excessive workload results from the fear of losing a job and sometimes from poor work organization. Another reason to work excessively may be that it is financially worthwhile. Workaholism is a harmful consequence of excessive workload. Only deep and thorough analysis differentiates workaholism from excessive workload.

The formal structure of the monograph reflects the development of the stages of the Working Excessively Questionnaire (WEQ) in three chapters. Chapter 1 presents the relationship between excessive workload and workaholism the causes and negative effects of excessive focus on work, and possible theoretical explanations of the phenomenon of workaholism. Chapter 2 discusses the various research methods used in studies of workaholism and describes the foundation of the WEQ and the process of working on its final version. And chapter 3 discusses the correlates of the four scales of the Working Excessively Questionnaire.

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• Język wydania: angielski
• ISBN: 978-83-7383-704-1
• ISBN druku: 978-83-7383-704-1
• Liczba stron: 128

Preface 9
Chapter 1
Excessive workload  13
Work and its place in life    13
The psychopathology of work    16
Workload    16
Work addiction   21
Workaholism as a behavioral addiction (non-chemical addiction)   26
Workaholism: The moderating effects of individual and contextual factors   28
The most obvious negative consequences of workaholism   33
Subjective effects    33
Work-family conflict    34
The organizational effects   36
Theoretical explanations of workaholism  36
Chapter 2
Refinement and further validation of the working excessively
questionnaire (WEQ)  39
Various measures of workaholism   39
Questionnaire to measure work addiction (WART)  39
Spence and Robbins’ scales to test workaholism (WorkBAT)   41
Abbreviated scale to test workaholism (WorkBAT-R)   42
Sub-scale of the questionnaire Schedule for Nonadaptive Personality
(SNAP-Work)  42
Scales for testing susceptibility to workaholic behaviors (SWBT)   43
Dutch Work Addiction Scale (DUWAS)  44
Workaholism Analysis Questionnaire (WAQ)   44
Bergen Work Addiction Scale (BWAS)   45
The Scale of Being Absorbed by Work (SZAP)   46
Multidimensional Questionnaire for Workaholism Assessment (WKOP)  46
Conclusions   47
Methodological consequences   48
Conceptualizing our questionnaire   49
Item pool development   50
Final refinement of the questionnaire  52
The sample  52
Scale statistics  54
Scale reliabilities and intercorrelations   56
Criterion analysis   56
Criterion-related and construct validity
Correlations with self-reported symptoms of work addiction  63
Content sub-scales analysis   64
Summary   67
Chapter 3
Analyzing correlates of the Working Excessively Questionnaire
(WEQ)   69
Scales and questionnaires used in the research   69
Multidimensional Self-Esteem Inventory (MSEI)   71
Internal-External Locus of Control at Work Scale   71
Temperament Survey for Adults (EAS-TS)   71
The Temperament and Character Inventory (TCI)   72
The Hope Scale   72
Need for Achievement Questionnaire   73
The Relationships Questionnaire (RQ)   73
The Lack of Control over Work Scale and its correlates   73
The relationship between lack of control over work and locus of control   75
The relationship between lack of control over work and identity integration
and other components of self-esteem    76
The relationship between lack of control over work and work seniority   78
The relationship between lack of control over work and sense of mission   79
The relationship between lack of control over work and temperament traits    83
Conclusion     85
Perfectionist Working Style Scale and its correlates   86
The relationship between perfectionist working style and perceived self-control
and other components of self-esteem    87
The relationship between perfectionist working style and locus of control   89
The relationship between perfectionist working style and hope for success   91
The relationship between perfectionist working style and temperament traits     92
Conclusion   93
General Beliefs about Work Scale and its correlates   94
The relationship between assigning a specific role to work and the assessment
of a person’s own competences and intimate relationships  95
The relationship between the attachment pattern and beliefs about work  96
The relationship between assigning an important role to work, sociability,
and a person’s hope for success    97
Defining a person’s value based on their work and their willingness to enter into
intimate relationships   98
The relationship between general beliefs about work and sense of mission   99
The relationship between general beliefs about work and traits of temperament
and character  100
Conclusion  100
Perceived Oppressiveness of Organization Scale and its correlates  101
The relationship between perceiving the organization as oppressive and locus
of control and tendency to react with negative emotional arousal  103
The relationship between work position and perceived oppressiveness of the
organization  106
The relationship between perceived oppressiveness of the organization and defensive
self-enhancement   107
The relationship between perceived oppressiveness of the organization and
sociability 108
Conclusion  108
Conclusion  110
References  112