The Study On The Influence Factor And Its Mechanism Of The Members’ Workaholism

The workaholics refers to those who invest a lot of time and energy to the work. Their behavior or symptoms was called "work addiction" or "workaholism" by the academic circles. With the changes in the social background and the progress of science and technology, this phenomenon has become widely. Then, people began to face the workahlolism and treat it as a kind of social problem to solve. Effective intervention for workaholism depends on its comprehensive and in-depth understanding. While the academic literature acknowledges that workaholism may result from individual characteristics as well as from environmental factors, little is known about the joint impact of these two kinds of antecedents. As the main birth site of the workaholics, organization have been focused by lots of researchers. Now, the vast majority of studies on this field just stay in the in inference or hypothesis about theory, lacking of the strong supports from empirical research. Whether interiorly or foreign, there rarely are studies exploring mechanism of workaholism form internal characters in the process of organizational situational factors and individual interaction. Are workaholics born or made? This problem has been masked interwoven role in the organization of work characteristics and cultural atmosphere and individual psychology and personality characteristics of interaction of the "black box".Based on the Job demands-resources model (JD-R), this study focuses on the effects and the mediating mechanism (job stress) of organizational job characteristics and personality characteristics on workaholism, also analyzes the moderator role of organizational work climate and personality characteristics. This sample includes 489 employees from 30 organizations. HLM is used to analysis the property of the impact of organizational job characteristics and personality characteristics on workaholism. Results are found as follows:1. Direct effects of the influence factors(1) The direct effects of organizational layer influence factors:organizational job demands dones’t have the direct positive impact on the workaholism, but the work excessive; organizational job support has the direct positive impact on workaholism, but organizational job control donest’t have; organizational overwork climate have the direct positive impact on the workaholism, mainly reflected in the work excessive.(2) The direct effects of individual layer influence factors:personnal work pressure perception have the direct positive impact on the workaholism, but its effect affected by organizational context; perfectionism and self-efficacy have significantly positive effect on workaholism and not subject to situational influence; conscientiousness dones’t have the direct positive impact on the workaholism and achievement motivation have significant positive effects on individual workaholism, the role played by the organizational situation influence.2. Mediating mechanism of the influence factorsIndividual work stress don’t mediate the relation of characteristics of organizational work and individual workaholism; the organizational overwork climate has significant impact on the workaholism through the full mediating effect form individual work stress perception; individual perfectionist personality has significant impact on the workaholism partly mediated by work pressure perception.3. Moderating mechanism of the influence factorsThe organizational overwork climate have a significant interaction effect on workaholism with work control; the organizational work demand have a significant interaction effect on workaholism with work control and work suppot, but their directions are opposite; The organizational overwork climate moderate the effect of achievement motivation on workaholism, so the stronger overwork climate, the lower effect of achievement motivation on workaholism; Organizational work control show a significant effect on the relation of individual work stress and workaholism.The above research results provide strong and reliable empirical supports for the members of the organization of workaholism comprehensive intervention system construction.