Abstract

Given the apparent magnitude of the problems related to workaholism, the current research was designed to provide evidence about the impact of both personal and organizational variables on determining health-damaging work habits of the employees. This paper presents a study aimed at clarifying the mediating role that work motivation plays in the relationship between the perceived transformational leadership style and workaholism. Based on the Self-Determination Theory and the Job Demands–Resources model, we hypothesized that transformational leadership should be directly related to the lower levels of workaholism, whereas the indirect effect of transformational leadership was expected to increase the levels of workaholism through work motivation of the employees. Two hundred and fifty Lithuanian employees participated in the empirical study. The results confirmed the expected relationship between transformational leadership and workaholism via work motivation showing that the negative role of transformational leadership in workaholism is explained by its positive influence on intrinsic motivation, as well as introjected, integrated, identified regulations, which, in turn, enhance the employees’ workaholism.

摘要

考虑到与工作狂相关的问题的严重性，当前的研究旨在提供有关个人和组织变量对确定员工健康有害工作习惯的影响的证据。本文提出了一项研究，旨在阐明工作动机在变革型领导风格与工作狂之间的中介作用。基于自我决定理论和工作需求-资源模型，我们假设变革型领导应该直接与较低水平的工作狂相关，而变革型领导的间接影响则有望通过员工的工作动机来提高工作狂的水平。员工。250名立陶宛雇员参加了实证研究。通过工作动机可以看出，变革型领导在工作狂中的负面作用可以通过其对内在动机的积极影响以及所引入，整合，确定的规定来解释，从而反过来增强了员工的工作狂。