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Working Hard and Work Outcomes: The ...

Su, Japher.

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Working Hard and Work Outcomes: The Relationship of Workaholism and Work Engagement with Job Satisfaction, Burnout, and Work Hours.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Working Hard and Work Outcomes: The Relationship of Workaholism and Work Engagement with Job Satisfaction, Burnout, and Work Hours./
Author:	Su, Japher.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	59 p.
Notes:	Source: Masters Abstracts International, Volume: 81-02.
Contained By:	Masters Abstracts International81-02.
Subject:	Organizational behavior. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=13806290
ISBN:	9781085580274

Working Hard and Work Outcomes: The Relationship of Workaholism and Work Engagement with Job Satisfaction, Burnout, and Work Hours.
Su, Japher.

Working Hard and Work Outcomes: The Relationship of Workaholism and Work Engagement with Job Satisfaction, Burnout, and Work Hours. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 59 p.

Source: Masters Abstracts International, Volume: 81-02.

Thesis (M.S.)--Illinois State University, 2019.

This item must not be sold to any third party vendors.

Given the workaholic environment in the nation and negative consequences related to workaholism, the current study was conducted to examine the differences between workaholism and work engagement. More specifically, the present study investigates how workaholism and work engagement influence employees in the United States by examining the two variables' relationship with job satisfaction, burnout, work hours. Two-hundred full-time working employees in the U.S. were self-recruited to participate in the study through online surveys. The results of regression analyses indicate that workaholism is negatively and work engagement is positively related to job satisfaction. The results of the current study also show that employees high on workaholism tend to experience burnout and that highly engaged employees are less likely to experience burnout. The study concludes that work engagement is beneficial in terms of achieving good job satisfaction and avoiding/alleviating burnout regardless of levels of workaholism. The implication can be practiced through personnel selection, employee training, and job design in organizations.

ISBN: 9781085580274Subjects--Topical Terms:

516683
Organizational behavior.

Working Hard and Work Outcomes: The Relationship of Workaholism and Work Engagement with Job Satisfaction, Burnout, and Work Hours.
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245 1 0 $a Working Hard and Work Outcomes: The Relationship of Workaholism and Work Engagement with Job Satisfaction, Burnout, and Work Hours.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2019
300 $a 59 p.
500 $a Source: Masters Abstracts International, Volume: 81-02.
500 $a Advisor: Schneider, Kimberly.
502 $a Thesis (M.S.)--Illinois State University, 2019.
506 $a This item must not be sold to any third party vendors.
520 $a Given the workaholic environment in the nation and negative consequences related to workaholism, the current study was conducted to examine the differences between workaholism and work engagement. More specifically, the present study investigates how workaholism and work engagement influence employees in the United States by examining the two variables' relationship with job satisfaction, burnout, work hours. Two-hundred full-time working employees in the U.S. were self-recruited to participate in the study through online surveys. The results of regression analyses indicate that workaholism is negatively and work engagement is positively related to job satisfaction. The results of the current study also show that employees high on workaholism tend to experience burnout and that highly engaged employees are less likely to experience burnout. The study concludes that work engagement is beneficial in terms of achieving good job satisfaction and avoiding/alleviating burnout regardless of levels of workaholism. The implication can be practiced through personnel selection, employee training, and job design in organizations.
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