The Role of personality factors in work holism formation

Document Type : Articles

Authors

• Parviz Ahmadi ¹
• Reza Tahmasebi ²
• Jabbar Babashahi ³
• Mahdi Fattahi ²

¹ Assistant professor, Tarbiat Modares University

² Ph.D Student of Tehran University

³ Ph.D Student of Tarbiat Moddaress University

https://doi.org/10.22067/pmt.v2i3.4256

Abstract

Nowadays, work has been indispensable component of human life. Every day people spend a lot of their time in organizations. Unlimited organizational pressures and desires force people to work continually and consequently increase possibility of work holisms formation in people. Work holism phenomenon in particular is experienced in jobs that require high mental energy from employees. The objective of this research is to investigate the role of personality traits in work holisms formation among faculty members at Tehran University. Research methodology includes both descriptive and correlation analysis based on Structural Equation Modeling. Data was collected by means of designed questionnaire that was distributed among faculty members at University of Tehran. Research result indicated that personality dimension such as conscientiousness; extraversion and openness to agreeableness have a positive relationship with work holism, whereas personality dimension such as neuroticism and agreeableness did not appear to have meaningful relationship with work holism.

Keywords

• Work holism
• Five-big personality model
• Extraversion
• Agreeableness
• Neuroticism
• Openness to experience
• Conscientiousness

References

- Barrick, M. R., and Mount, M. K, (1991). “The big five personality dimensions and job performance. A meta-analysis”, Personnel Psychology, 1–44. 
- Barrick, M. R., and Ryan, A. M, (2003). Personality and work: Reconsidering the role of personality in organizations. San Francisco: JosseyBass. 
- Berthiaume, M., David, H., Saucier, J.F. and Borgeat, F, (1996). “Correlates of gender role orientation during pregnancy and the postpartum”, Sex Roles, Vol. 35, pp. 781-800. 
- Brown, S.P, (1996). “A meta-analysis and review of organizational research on job involvement”, Psychological Bulletin, Vol. 120, pp. 235-55. 
- Buelens, M., and Poelmans, S.A.Y, (2004). “Enriching the spence and robbins’ typo- logy of work holism: Demographic, motivational and organizational correlates”, Organizational Change Management, 17–470. 
- Burke, R, Matthiesen, s and Pallesen, s, (2006). “Personality correlates of work holism” Personality and Individual Differences, 40–1233 
- Burke, R. J. (1999a). “Work holism in organizations. measurement validation and replication”, International Journal of Stress Management, 6–55. 
- Burke, R. J. (1999b). “Work holism in organizations: the role of personal beliefs and fears”, Anxiety, Stress and Coping, 1–13. 
- Burke, R. J. (2001a). “Work holism in organizations: the role of organizational values”, Personnel Review, 30–645. 
- Costa, P. T., Jr., and McCrae, R. R, (1992). NEO-PI-R professional manual. odessa, Fl: Psychological Assessment Resources. 
- Fassel, D. (1990). Working ourselves to death: The high costs of workaholism, the rewards of recovery. San Francisco, CA: Harper Collins. 
- Furnham, A., Forde, L. and Ferrari, K, (1999). “Personality and work motivation”, Personality and Individual Differences, Vol. 26, pp. 1035-43. 
- Garfield, C. A. (1987). Peak performers: The new heroes of American business. New York: William Morrow. 
- Hamermesh, D and Slemrod, J, (2008). “The economics of workaholism: we should not have worked on this paper” B.E.Journal of Economic Analysis and Policy, Vol 8, Issue 1. 
- Jans, N.A, (1982). “The nature and measurement of work involvement”, Journal of Occupational Psychology, Vol. 55, pp. 57-67. 
- Judge, T.A., Bono, J.E., Ilies, R. and Gerhardt, M.W, (2002). “Personality and leadership: a qualitative and quantitative review”, Journal of Applied Psychology, Vol. 87, pp. 765-80. 
- Kiechel, W. (1989). Workaholics anonymous. Fortune, 14(August), 117–118. 
- Killinger, B. (1991). Workaholics: the respectable addicts. New York: Simon & Schuster. 
- Kimlicka, T.A., Sheppard, J.M., Sheppard, P.L. and Wakefield, J.A, (1988). “The relationship between eysenck’s personality dimensions and bem’s masculinity and femininity scales”, Personality and Individual Differences, Vol. 9, pp. 833-5. 
- Klaft, R. P., and Kleiner, B. H. (1988). Understanding workaholics. Business, 33–40. 
- Lounsbury, J.W. and Gibson, L.W, (1998). Personal style inventory: a workbased personality measurement system, Resource Associates, Knoxville, TN. 
- Lounsbury, J.W., Sundstrom, E., Loveland, J.M. and Gibson, L.W, (2003). “Intelligence, ‘big five’ personality traits, and work drive as predictors of course grade”, Personality and Individual Differences, Vol. 35, pp. 1231-9. 
- Malouff, J., Schutte, N., Bauer, M. and Mantelli, D, (1990). “Development and evaluation of a measure of the tendency to be goal-oriented”, Personality and Individual Differences, Vol. 11, pp. 1191-200. 
- Machlowitz, M. (1980). Workaholics: living with them, working with them. Reading, MA: Addison-Wesley. 
- McMillan, L.H.W., O’Driscoll, M.P., and Burke, R.J, (2003). Workaholism: a review of theory, research, and future directions. In C.L. Cooper & I.T. Robertson (Eds.), International review of industrial and organizational psychology, Vol. 18 (pp. 167–189). New York: Wiley. 
- Mount, M.K. and Barrik, M.R, (1995). “The big five personality dimensions: implication for research and practice in human resource management” in Rowland, K.M. and Ferris, G.JMP 19, 180. 
- Oates, W. (1971), Confessions of a workaholic: The Facts about Work Addiction,World Publishing, New York, NY. 
- Piotrowski, C and vodanovich, S, (2008). “The workaholism syndrome: an emerging issue in the psychological literature” Journal of Instructional Psychology, 35/1. 
- Rabinowitz, S. and Hall, D.T, (1977). “Organizational research on job involvement”, Psychological Bulletin, Vol. 84, pp. 265-88. 
- Salgado, J.F, (1997). “The five-factor model of personality and job performance in the european community”, Journal of Applied Psychology, Vol. 82, pp. 30-43. 
- Schaef, A. W., and Fassel, D. (1988). The addictive organization, San Francisco, CA: Harper & Row. 
- Schaufeli, W.B.,Bakker , Arnold . Van der Heijden, Frank, Prins, Jelle, (2009). “Workaholism, burnout and well-being among junior doctors: the mediating role of role conflict “, Work and Stress, Vol 23. April 2009 , 155-
172.
- Scott, K.S., Moore, K.S. and Miceli, M.P, (1997). “An exploration of the meaning and consequences of work holism”, Human Relations, Vol. 50 No. 3, pp. 287-314.
- Snir, R and Harpaz, I, (2004). “Attitudinal and demographic antecedents of work holism”, Journal of Organizational Change Management, University of Haifa, Haifa, Israel. 
- Snir, R and Harpaz, I, (2006). “The work holism phenomenon: a crossnational perspective” Career Development International, Vol 11, No 5. 
- Snir, R and Zohar, D, (2008). “Work holism as discretionary time investment at work: An Experience-Sampling Study” Applied Psychology: An International Review, Vol 57, Issue 1, P: 109-127. 
- Spence, J.T. and Robbins, A.S. (1992). “Work holism: definition, measurement, and preliminary results”, Journal of Personality Assessment, Vol. 58 No. 1, pp: 160-78. 
- Spruel, G. (1987). Work fever. Training and Development Journal, 41–45. 
- Waddell, J. R. (1993). The grindstone. Supervision, 11–26.