The purpose of this paper is to investigate the relationship between dimensions of the perceived transformational leadership style and the employees’ workaholism.,The quantitative approach with a cross-sectional research design was adopted in the present study. The study involved 250 employees working in different Lithuanian organisations. The perceived transformational leadership style was assessed with the help of the Transformational Leadership Inventory (Podsakoff et al., 1990). The ten-item Dutch Work Addiction Scale developed by Schaufeli et al. (2009) was used for measuring workaholism.,The results revealed a significant positive correlation between the perceived high expectations of the manager, employees’ excessive work and general workaholism. The perceived individualised support was negatively related to the employees’ excessive, compulsive work and general workaholism. It was also found that high performance expectations could predict the employees’ greater excessive work and general workaholism. Moreover, a higher level of individualised support appears to be the most important factor decreasing the employees’ excessive work and proneness to general workaholism. It was further found that the probability of higher levels of workaholism was stronger among the middle managers than among the non-executive employees.,This study contributes to limited empirical research into the negative effect of the transformational leadership style in determining the employees’ health-damaging work behaviour.

中文翻译：

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变革型领导的维度对工作狂是否有影响？

本文旨在研究变革型领导风格的维度与员工的工作狂之间的关系。本研究采用具有横断面研究设计的定量方法。该研究涉及在立陶宛不同组织工作的250名员工。在变革型领导力调查表的帮助下评估了感知到的变革型领导风格（Podsakoff等，1990）。Schaufeli等人开发的十项荷兰工作成瘾量表。（2009）被用来衡量工作狂。结果显示，经理的期望值高，员工的过度工作与一般工作狂之间存在显着的正相关。认为个人化的支持与员工的过度投入负相关，强迫性工作和一般性工作狂。还发现，高绩效期望可以预测员工的过度工作量和一般的工作狂。此外，更高水平的个性化支持似乎是减少员工过多工作和普遍工作狂倾向的最重要因素。进一步发现，中层管理者比非执行雇员具有更高的工作狂程度的可能性更大。该研究有助于对变革型领导风格对确定员工健康的负面影响进行有限的实证研究。破坏工作行为。更高水平的个性化支持似乎是减少员工过度工作和倾向于一般性工作狂的最重要因素。进一步发现，中层管理者比非执行雇员具有更高的工作狂程度的可能性更大。该研究有助于对变革型领导风格对确定员工健康的负面影响进行有限的实证研究。破坏工作行为。更高水平的个性化支持似乎是减少员工过度工作和倾向于一般性工作狂的最重要因素。进一步发现，中层管理者比非执行雇员具有更高的工作狂程度的可能性更大。该研究有助于对变革型领导风格对确定员工健康的负面影响进行有限的实证研究。破坏工作行为。