Drawing on 50 years of research, this article defines workaholism as involving high motivation (e.g., being driven to work due to internal pressures) as well as high effort expenditure (e.g., having persistent thoughts about work when not working and working beyond what can reasonably be expected). Workaholism can be distinguished from concepts such as work engagement, work passion, and Type-A behavior, and valid workaholism measures are available. Regarding its antecedents, demographic and personality factors are weakly related to workaholism. Work-related factors (such as the presence of an overwork culture and high job demands) are more important. Workaholism may have adverse outcomes for a worker's mental and physical health, well-being, and family life. Workaholics do not perform better (but may well perform worse) than others. Although many interventions have been put forward to address workaholism, the effects of these are usually unclear. We conclude with a short agenda for future research.

中文翻译：

---

工作狂：盘点和展望未来


借鉴 50 年的研究，本文将工作狂定义为涉及高积极性（例如，由于内部压力而被驱使去工作）以及高努力支出（例如，在不工作时对工作有持续的想法，并且工作超出了合理预期）。工作狂可以与工作投入、工作激情和 A 型行为等概念区分开来，并且可以使用有效的工作狂衡量标准。就其前因而言，人口和性格因素与工作狂的关系较弱。与工作相关的因素（例如存在过度工作文化和高工作要求）更为重要。工作狂可能会对工人的身心健康、福祉和家庭生活产生不利影响。工作狂的表现并不比其他人好（但很可能表现得更差）。尽管已经提出了许多干预措施来解决工作狂问题，但这些干预措施的效果通常尚不清楚。我们以未来研究的简短议程结束。