Empirical research on workaholism has been hampered by a lack of consensus regarding the definition and appropriate measurement of the construct. In the present study, we first review prior conceptualizations of workaholism in an effort to identify a definition of workaholism. Then, we conduct a meta-analysis of the correlates and outcomes of workaholism to clarify its nomological network. Results indicate that workaholism is related to achievement-oriented personality traits (i.e., perfectionism, Type A personality), but is generally unrelated to many other dispositional (e.g., conscientiousness, self-esteem, positive affect) and demographic (e.g., gender, parental status, marital status) variables. Findings are mixed regarding the relationship between workaholism and affectively laden variables, which speaks to the complex nature of workaholism. Results also show that workaholism is related to many negative outcomes, such as burnout, job stress, work–life conflict, and decreased physical and mental health. Overall, results provide solid evidence that workaholism is best conceptualized as an addiction to work that leads to many negative individual, interpersonal, and organizational outcomes.

There are several existing typologies of dual-earner couples focused on how they dually manage work and family; however, these all assume that couples can outsource childcare during normal work hours and that work is largely conducted outside of the home. Early attempts to control COVID-19 altered these assumptions with daycares/schools closing and the heavy shift to remote work. This calls into question whether couples tended to fall back on familiar gendered patterns to manage work and family, or if they adopted new strategies for the unique pandemic situation. We addressed this question using a sample of 274 dual-earner couples with young children. We content coded couples' qualitative responses about their plans for managing childcare and work commitments and used these codes in a latent class analysis to identify subgroups. Seven classes were identified, with 36.6% of the sample using strategies where women did most or all childcare, 18.9% of the sample using strategies that were not clearly gendered or egalitarian, and 44.5% of the sample using unique egalitarian strategies. We also obtained data from 133 of these couples approximately 7 weeks later regarding their well-being and job performance. Results suggested that women in the Remote Wife Does It All class had the lowest well-being and performance. There were nuanced differences between the egalitarian strategies in their relationships with outcomes, with the Alternating Days egalitarian category emerging as the overall strategy that best preserved wives' and husbands' well-being while allowing both to maintain adequate job performance. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Scholarly interest in workaholism has increased dramatically in recent years. This research has underscored the detrimental effects of workaholism for employees, their families, and the organizations that employ them. Despite drastic improvements in the quality of studies examining workaholism over the past several decades, researchers continue to almost exclusively rely on older measures of workaholism or new measures derived from these original measures. In the present study, we outline why a new measure is needed and propose a multidimensional conceptualization of workaholism that encompasses motivational, cognitive, emotional, and behavioral dimensions. We then develop and validate a new multidimensional measure of workaholism: the Multidimensional Workaholism Scale (MWS). Evidence from 5 samples representing individuals working in a wide variety of occupations and industries throughout the United States (total N = 1,252) provides support that (a) our proposed 4-factor structure replicates and fits better than alternative models; (b) the measure demonstrates high reliability and content validity; (c) the measure demonstrates evidence for convergent and discriminant validity with constructs in workaholism's nomological network; (d) the measure demonstrates incremental validity in the prediction of important outcomes over and above prior measures of workaholism; and (e) the different dimensions demonstrate incremental validity in the prediction of specific outcomes over and above other dimensions of the MWS. Overall, results from the present study suggest that the MWS is a reliable and valid measure that can advance a more nuanced approach to research and practice relating to workaholism. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

The current study aimed to test how workload, via workaholism, impacts job performance along with the complex interplay of perfectionistic concerns and work engagement in this mediated relationship. A two-wave, first and second stage dual-moderated mediation model was tested in an SEM framework. Results based on a sample of 208 workers revealed a complex and nuanced relationship among the studied constructs, such that the simple mediation model was not significant, but the indirect effect was negative, nonsignificant, or positive conditional on both moderators. The results offer interesting theoretical and practical implications for future studies to be conducted in this area of research. In particular, lower levels of perfectionistic concerns were associated with a positive relationship between workload and workaholism, and lower levels of work engagement were related to a negative link between workaholism and job performance. Findings suggest work engagement should be monitored and promoted by managers, especially when workload, and consequently, the possible risk of workaholism, cannot be avoided.

Pandemics have historically shaped the world of work in various ways. With COVID-19 presenting as a global pandemic, there is much speculation about the impact that this crisis will have for the future of work and for people working in organizations. In this article, we discuss 10 of the most relevant research and practice topics in the field of industrial and organizational (IO) psychology that will likely be impacted by COVID-19. For each of these topics, the pandemic crisis is creating new work-related challenges, but also presenting various opportunities. The topics discussed herein include occupational health and safety, work-family issues, telecommuting, virtual teamwork, job insecurity, precarious work, leadership, human resources policy, the aging workforce, and careers. This article sets the stage for further discussion of various ways in which IO psychology research and practice can address the impacts of COVID- 19 for work and organizational processes that are affecting workers now and will shape the future of work and organizations in both the short and long term. This article concludes by inviting IO psychology researchers and practitioners to address the challenges and opportunities of COVID-19 head-on by proactively innovating the work that we do in support of workers, organizations, and society as a whole.