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To Stop or Not to Stop, That’s the Question: About Persistence and Mood of Workaholics and Work Engaged Employees
BACKGROUND: Although workaholics and work engaged employees both work long hours, they seem to have a different underlying motivation to do so. The mood as input model might offer an explanation for the difference in work persistence of these employees. This model suggests that the interplay of mood...
Autores principales: | , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Springer US
2011
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3212689/ https://www.ncbi.nlm.nih.gov/pubmed/21373772 http://dx.doi.org/10.1007/s12529-011-9143-z |
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author | Van Wijhe, Corine I. Peeters, Maria C. W. Schaufeli, Wilmar B. |
author_facet | Van Wijhe, Corine I. Peeters, Maria C. W. Schaufeli, Wilmar B. |
author_sort | Van Wijhe, Corine I. |
collection | PubMed |
description | BACKGROUND: Although workaholics and work engaged employees both work long hours, they seem to have a different underlying motivation to do so. The mood as input model might offer an explanation for the difference in work persistence of these employees. This model suggests that the interplay of mood and “persistence rules” (enough and enjoyment rules) may lead to different kinds of persistence mechanisms. PURPOSE: The aims of this study are to present a scale for measuring persistence rules, the Work Persistence rules Checklist (WoPeC), to analyze its psychometric properties and to test the mood as input model in relationship with workaholism and work engagement. METHOD: Structural equation modeling was used to analyze the data. RESULTS: Results of a confirmatory factor analysis in study 1 provided support for the hypothesized factor structure of the WoPeC. In study 2, it appeared that the use of an enough and an enjoyment rule for determining when to continue working is related to workaholism and work engagement, respectively. Furthermore, it was hypothesized and found that negative mood is related to workaholism, whereas positive mood is associated with work engagement. The expected interactions between mood and persistence rules on workaholism and work engagement were not demonstrated. CONCLUSION: Mood and persistence rules seem relevant for explaining the difference between workaholism and work engagement. |
format | Online Article Text |
id | pubmed-3212689 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2011 |
publisher | Springer US |
record_format | MEDLINE/PubMed |
spelling | pubmed-32126892011-11-28 To Stop or Not to Stop, That’s the Question: About Persistence and Mood of Workaholics and Work Engaged Employees Van Wijhe, Corine I. Peeters, Maria C. W. Schaufeli, Wilmar B. Int J Behav Med Article BACKGROUND: Although workaholics and work engaged employees both work long hours, they seem to have a different underlying motivation to do so. The mood as input model might offer an explanation for the difference in work persistence of these employees. This model suggests that the interplay of mood and “persistence rules” (enough and enjoyment rules) may lead to different kinds of persistence mechanisms. PURPOSE: The aims of this study are to present a scale for measuring persistence rules, the Work Persistence rules Checklist (WoPeC), to analyze its psychometric properties and to test the mood as input model in relationship with workaholism and work engagement. METHOD: Structural equation modeling was used to analyze the data. RESULTS: Results of a confirmatory factor analysis in study 1 provided support for the hypothesized factor structure of the WoPeC. In study 2, it appeared that the use of an enough and an enjoyment rule for determining when to continue working is related to workaholism and work engagement, respectively. Furthermore, it was hypothesized and found that negative mood is related to workaholism, whereas positive mood is associated with work engagement. The expected interactions between mood and persistence rules on workaholism and work engagement were not demonstrated. CONCLUSION: Mood and persistence rules seem relevant for explaining the difference between workaholism and work engagement. Springer US 2011-03-04 2011 /pmc/articles/PMC3212689/ /pubmed/21373772 http://dx.doi.org/10.1007/s12529-011-9143-z Text en © The Author(s) 2011 https://creativecommons.org/licenses/by-nc/4.0/ This article is distributed under the terms of the Creative Commons Attribution Noncommercial License which permits any noncommercial use, distribution, and reproduction in any medium, provided the original author(s) and source are credited. |
spellingShingle | Article Van Wijhe, Corine I. Peeters, Maria C. W. Schaufeli, Wilmar B. To Stop or Not to Stop, That’s the Question: About Persistence and Mood of Workaholics and Work Engaged Employees |
title | To Stop or Not to Stop, That’s the Question: About Persistence and Mood of Workaholics and Work Engaged Employees |
title_full | To Stop or Not to Stop, That’s the Question: About Persistence and Mood of Workaholics and Work Engaged Employees |
title_fullStr | To Stop or Not to Stop, That’s the Question: About Persistence and Mood of Workaholics and Work Engaged Employees |
title_full_unstemmed | To Stop or Not to Stop, That’s the Question: About Persistence and Mood of Workaholics and Work Engaged Employees |
title_short | To Stop or Not to Stop, That’s the Question: About Persistence and Mood of Workaholics and Work Engaged Employees |
title_sort | to stop or not to stop, that’s the question: about persistence and mood of workaholics and work engaged employees |
topic | Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3212689/ https://www.ncbi.nlm.nih.gov/pubmed/21373772 http://dx.doi.org/10.1007/s12529-011-9143-z |
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