A Further Examination of the Multidimensional Workaholism Scale (MWS) in Italy and U.S: Measurement Equivalence, Convergent, Discriminant, and Predictive Validity

In the current study we replicated and extended the validation of the Multidimensional Workaholism Scale through: 1) the examination of the relationship between the MWS and the Bergen Work Addiction Scale; 2) the test of measurement invariance of the U.S. and the Italian versions; and 3) the analysis of predictive validity of the MWS through a series of cross-lagged panel models on a two-wave Italian sample (N = 304), including work-family conflict and emotional exhaustion. Configural, metric and partial scalar invariance was achieved on a sample of 591 Italian and 313 U.S. workers. Results supported convergent, discriminant, and predictive validity of the Italian version. Evidence of the predictive role of workaholism was found in relation to work-family conflict and emotional exhaustion. Finally, the different dimensions demonstrated some incremental validity in the prediction of specific outcomes over and above other dimensions of the MWS. In sum, we provided additional evidence of the validity of the MWS, which represents a tool for researchers and practitioners, validating its use in Italy to better understand the workaholism phenomenon.

Workaholism Scales: Some Challenges Ahead

Although extensively used in the academic literature, workaholism as a concept has been explained in different ways, which has influenced the development and use of some measurement tools. As such, this article aims to address the subject through a systematic study review focusing on articles where the main objective was to develop, adapt, or analyze the psychometric properties of a workaholism scale. The main purpose is to describe the state of the art concerning workaholism measurement tools, highlighting trends and research perspectives for further research. In essence, this study may serve as a summary and starting point for scholars interested in measuring workaholism. It was observed that the discrepancy concerning the definition of workaholism has resulted in scales that attempt to evaluate diverging conceptualizations. Moreover, each scale has been readapted when tested in different countries. For further investigations, it is important to converge the concept of workaholism and validate the scales across differing contexts, regarding the industry, culture, and country of the sample.

The Insubordination Scale Among Full-Time Chinese Employees: A Cross-Cultural Validation Study

The present study aimed to translate the insubordination scale into the Chinese version (ISBD-C) and to test its reliability and validity among 994 full-time Chinese employees. In Study 1 ( N = 551), the insubordination scale was translated, and exploratory factor analysis (EFA) was conducted, which revealed a single factor structure of insubordination. In Study 2 ( N = 443), the scale’s convergent validity and discriminant validity were supported by confirmatory factor analyses (CFA). Further, measurement invariance was tested and indicated that the ISBD-C was equivalent across gender, age, education level and job position. Finally, the scale’s concurrent validity was demonstrated by positive correlations with general counterproductive workplace behavior and procrastination, and negative correlations with workplace well-being, work engagement, and affective commitment. These findings provide strong evidence that ISBD-C is a useful measure in the Chinese context.

Workaholism and work–family conflict: a moderated mediation model of psychological detachment from work and family-supportive supervisor behavior

Purpose

The purpose of this study is to examine the effects of the workaholism on work–family conflict via the mediator of psychological detachment from work and the moderator of family-supportive supervisor behavior.

Design/methodology/approach

To avoid common method bias, the authors adopted a three-wave data collection with a one-month lagged design. A total of 500 questionnaires were distributed and 322 usable questionnaires were collected. The PROCESS macro for SPSS was applied to test the hypothesized relationships.

Findings

Findings demonstrated that workaholism is positively related to work–family conflict; psychological detachment from work mediates the relationship between workaholism and work–family conflict. Moreover, family-supportive supervisor behavior moderates the relationship between workaholism and work–family conflict and between workaholism and psychological detachment from work, respectively. Finally, family-supportive supervisor behavior moderates the indirect effect of workaholism and work–family conflict via psychological detachment from work, such that the indirect effect was weaker when family-supportive supervisor behavior was high.

Practical implications

The study suggests that it is necessary for organizations to be responsible for employee well-being in different domains because the impact of workaholism on physical and mental health may bring unexpected consequences because of the lack of recovery and the loss of resources. This study not only shows the importance for individuals to look for ways to disengage from workplace but addresses the significance of supervisory support from organizational aspects.

Originality/value

This study includes psychological detachment from work as mediator and family-supportive supervisor behavior as moderator to investigate the moderated mediation relationship in the current highly demanding workplace. By applying conservation of resource and role scarcity hypothesis regarding individual resource allocation, the results may shed lights on facilitating individuals distancing from obsessively and excessively working mentality and behaviors that further lessen incompatibility in both work and family domains.