{"title":"努力工作真的有回报吗?测试工作狂与工作表现之间的时间顺序","authors":"Xiaohong Xu, Yisheng Peng, Jie Ma, Daroon Jalil","doi":"10.1111/joop.12441","DOIUrl":null,"url":null,"abstract":"<p>Is workaholism an antecedent or a product of job performance? Or is there a reciprocation between workaholism and job performance? To address this issue, we collected data from 352 employees using a two-wave panel design in Study 1, and 247 employee–supervisor dyads using a three-wave panel design in Study 2. In Study 1, job performance had a <i>negative</i> effect on working compulsively but not working excessively, whereas, in Study 2, job performance had a <i>positive</i> effect on working compulsively and working excessively. Across the two studies, working compulsively and working excessively had no lagged effect on job performance. Collectively, these findings suggest that job performance causes workaholism rather than the other way around, challenging the traditional view. The inconsistent effects of job performance across working excessively and working compulsively underscore the importance of separating workaholism dimensions. Collectively, our findings challenge the validity of the reinforcement theory of learning and the psychological model of addiction in explaining the development of workaholism. We encourage future research to address when job performance has a positive, negative or null effect on workaholism to further improve our understanding of the causal relationship between workaholism and job performance.</p>","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":4.9000,"publicationDate":"2023-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":"{\"title\":\"Does working hard really pay off? Testing the temporal ordering between workaholism and job performance\",\"authors\":\"Xiaohong Xu, Yisheng Peng, Jie Ma, Daroon Jalil\",\"doi\":\"10.1111/joop.12441\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>Is workaholism an antecedent or a product of job performance? Or is there a reciprocation between workaholism and job performance? To address this issue, we collected data from 352 employees using a two-wave panel design in Study 1, and 247 employee–supervisor dyads using a three-wave panel design in Study 2. In Study 1, job performance had a <i>negative</i> effect on working compulsively but not working excessively, whereas, in Study 2, job performance had a <i>positive</i> effect on working compulsively and working excessively. Across the two studies, working compulsively and working excessively had no lagged effect on job performance. Collectively, these findings suggest that job performance causes workaholism rather than the other way around, challenging the traditional view. The inconsistent effects of job performance across working excessively and working compulsively underscore the importance of separating workaholism dimensions. Collectively, our findings challenge the validity of the reinforcement theory of learning and the psychological model of addiction in explaining the development of workaholism. We encourage future research to address when job performance has a positive, negative or null effect on workaholism to further improve our understanding of the causal relationship between workaholism and job performance.</p>\",\"PeriodicalId\":48330,\"journal\":{\"name\":\"Journal of Occupational and Organizational Psychology\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":4.9000,\"publicationDate\":\"2023-05-03\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"2\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Occupational and Organizational Psychology\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1111/joop.12441\",\"RegionNum\":2,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Occupational and Organizational Psychology","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/joop.12441","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
Does working hard really pay off? Testing the temporal ordering between workaholism and job performance
Is workaholism an antecedent or a product of job performance? Or is there a reciprocation between workaholism and job performance? To address this issue, we collected data from 352 employees using a two-wave panel design in Study 1, and 247 employee–supervisor dyads using a three-wave panel design in Study 2. In Study 1, job performance had a negative effect on working compulsively but not working excessively, whereas, in Study 2, job performance had a positive effect on working compulsively and working excessively. Across the two studies, working compulsively and working excessively had no lagged effect on job performance. Collectively, these findings suggest that job performance causes workaholism rather than the other way around, challenging the traditional view. The inconsistent effects of job performance across working excessively and working compulsively underscore the importance of separating workaholism dimensions. Collectively, our findings challenge the validity of the reinforcement theory of learning and the psychological model of addiction in explaining the development of workaholism. We encourage future research to address when job performance has a positive, negative or null effect on workaholism to further improve our understanding of the causal relationship between workaholism and job performance.
期刊介绍:
The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including:
- industrial, organizational, work, vocational and personnel psychology
- behavioural and cognitive aspects of industrial relations
- ergonomics and human factors
Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.