Ebook Can Work Be Detrimental? Working Excessively Questionnaire (WEQ): The Development and Validation Władysław Jacek Paluchowski, Elżbieta Hornowska, Piotr Haładziński, Lech Kaczmarek

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

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

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