Career ache: Is workaholism a genuine addiction?

Please note: The following article is an extended version of an article that was recently published on Rehabs.com

The term ‘workaholism’ has been around over 40 years since the publication of Wayne Oates’ book Confessions of a Workaholic in 1971. Despite increasing research into workaholism, there is still no single definition or conceptualization of this phenomenon. In my own research into the topic, I claimed that the definitions used by other researchers didn’t really conceptualise workaholism as an addiction or if they did conceptualise it as an addiction, the criteria were different to those used when examining other behavioral addictions such as gambling addiction, Internet addiction, sex addiction, exercise addiction, and video game addiction.

Some people view workaholics as hyper-performers whereas others view workaholics as unhappy and obsessive individuals who do not perform well in their jobs. Others claim workaholism arises when a person prefers to work as a way of stopping the person thinking about their emotional and personal lives and/or are over concerned with their work and neglect other areas of their lives. Various researchers differentiate between positive and negative forms of workaholism. For instance, some view workaholism as both a negative and complex process that eventually affects the person’s ability to function properly. Others highlight the workaholics who are totally achievement oriented and have perfectionist and compulsive-dependent traits.

The most widely employed empirical approach to workaholism proposes three underlying dimensions: (i) work involvement, (ii) drive, and (iii) work enjoyment. Researchers have claimed that workaholism can be deadly and dangerous with an onset (e.g., busyness), a progression (e.g., loss of productivity, relationship breakdowns, etc.), and a conclusion (e.g., hospitalization or death from a heart attack). Psychological research has also shown links between workaholism and personality types including those with Type A Behavior Patterns (i.e., competitive, achievement-oriented individuals) and those with obsessive-compulsive traits. The condition is generally characterized by the number of hours spent on work, and the inability to detach psychologically from work.

Reliable statistics on the prevalence of workaholism are hard to come by although a review that I published with some colleagues in 2011 based on all published studies up to that point estimated a prevalence rate of about 10% in most countries that had carried out empirical studies. Whether or not workaholism is a bona fide addiction all depends on the operational definition that is used. In one of my papers, I argued the only way of determining whether non-chemical (i.e., behavioral) addictions (such as workaholism) are addictive in a non-metaphorical sense is to compare them against clinical criteria for other established drug-ingested addictions. However, most people researching in the field have failed to do this. I operationally define addictive behavior as any behavior that features what I believe are the six core components of addiction (i.e., salience, mood modification, tolerance, withdrawal symptoms, conflict and relapse). Any behavior (e.g., work) that fulfils these six criteria would be operationally defined as an addiction. In relation to workaholism, the six components would be:

• Salience – This occurs when work becomes the single most important activity in the person’s life and dominates their thinking (preoccupations and cognitive distortions), feelings (cravings) and behavior (deterioration of socialized behavior). For instance, even if the person is not actually working they will be constantly thinking about the next time that they will be (i.e., a total preoccupation with work).
• Mood modification – This refers to the subjective experiences that people report as a consequence of working and can be seen as a coping strategy (i.e., they experience an arousing ‘buzz’ or a ‘high’ or paradoxically a tranquilizing feel of ‘escape’ or ‘numbing’).
• Tolerance – This is the process whereby increasing amounts of work are required to achieve the former mood modifying effects. This basically means that for someone engaged in work, they gradually build up the amount of the time they spend working every day.
• Withdrawal symptoms – These are the unpleasant feeling states and/or physical effects (e.g., the shakes, moodiness, irritability, etc.), that occur when the person is unable to work because they are ill, on holiday, etc.
• Conflict – This refers to the conflicts between the person and those around them (interpersonal conflict), conflicts with other activities (social life, hobbies and interests) or from within the individual themselves (intra-psychic conflict and/or subjective feelings of loss of control) that are concerned with spending too much time working.
• Relapse – This is the tendency for repeated reversions to earlier patterns of excessive work to recur and for even the most extreme patterns typical of the height of excessive working to be quickly restored after periods of control.

Using these components, I and some of my Norwegian colleagues at the University of Bergen developed a new ‘work addiction scale’. We believe the scale may add value to work addiction research and practice, particularly when it comes to facilitating treatment and estimating prevalence of work addiction in the general population worldwide. The scale has been psychometrically validated and comprises seven simple questions (see end of article). We recently used this scale on a nationally representative Norwegian sample and found that 8% of our participants were addicted to work using this new instrument.

It’s also worth noting that some academics view workaholism as much a ‘system addiction’ as an individual one. Although the manifestations of workaholism are at the level of the individual, workaholic behavior is socially acceptable and even encouraged by major organizations. For employees, an organization can provide the structure and/or the mechanisms and dynamics for both the addictive substance (e.g., adrenalin) and/or the process (i.e., work itself).

Addictions always result from an interaction and interplay between many factors including the person’s biological and/or genetic predisposition, their psychological constitution (e.g. personality factors, unconscious motivations, attitudes, expectations, beliefs, etc.), their social environment (i.e. situational characteristics) and the nature of the activity itself (i.e. structural characteristics). This could be described as a ‘global model’ of addiction that goes beyond an individual biopsychosocial approach. Each of these three general sets of influences (i.e. individual, structural and situational) can be subdivided much further depending on the type of addiction, and can also be applied to workaholism.

For instance, the structural characteristics of work can include such things as the type of work (e.g., manual or non-manual; proactive or reactive; stimulating or non-stimulating), the familiarity of the work (e.g., novel or repetitive), number of hours per day or week spent doing the work, the flexibility of how the work fits into the daily and/or weekly routine of the worker, and direct and/or indirect financial rewards (e.g., amount of salary, medical insurance, pension, bonus payments, etc.). There are also the individual and idiosyncratic rewards of the job. The situational characteristics of work can include the organization’s work ethos and policies, the relationship dynamics between co-workers (e.g., the amount of collegiality between the workers and their line managers and/or fellow colleagues), social facilitation effects (i.e., working alone or working with others), the esthetics of the work environment (e.g., lighting, décor, colour in workspace), and the physical comfort and surroundings of workspaces (e.g., ‘heating, seating and eating’ facilities). The situational and cultural infrastructure of the workplace setting may therefore contribute and facilitate excessive working that in some individuals may lead to a genuine addiction.

It would appear that the integration of the three sets of characteristics (individual, situational and structural) combine to produce a variety of reinforcers such as financial rewards, social rewards, physiological rewards, and psychological rewards. One or more of these has the potential to induce addictive behavior as the basis of all addictive behavior is habitual reward and reinforcement. It is very clear that many contemporary research paradigms are insular and inadequate in explaining addiction to work.

Workaholism is a multifaceted behavior that is strongly influenced by contextual and structural factors that cannot be encompassed by any single theoretical perspective. These factors include variations in behavioral work involvement and motivation across different demographic groups, structural characteristics of work activities, and the developmental or temporal nature of addictive work behavior. Therefore, research into, and clinical interventions for workaholism, are best served by a biopsychosocial approach. More specifically, addictions (including workaholism) do not occur in a vacuum and successful interventions for workaholics have to take into account not just biological and/or genetic predispostions, psychological constitution (including attitudes, expectations and personality factors), and psychosocial factors, but also the social environment of where the work takes place, and the inherent structurally rewarding properties of work itself.

The Bergen Work Addiction Scale (BWAS)

The BWAS uses just seven basic criteria to identify work addiction, where all items are scored on the following scale: (1)=Never, (2)=Rarely, (3)=Sometimes, (4)=Often, and (5)=Always. The seven items are:

– You think of how you can free up more time to work
– You spend much more time working than initially intended
– You work in order to reduce feelings of guilt, anxiety, helplessness and depression
– You have been told by others to cut down on work without listening to them
– You become stressed if you are prohibited from working
– You deprioritise hobbies, leisure activities, and exercise because of your work
– You work so much that it has negatively influenced your health

If you respond ‘often’ or ‘always’ on at least four of the seven items it may be indicative of being a workaholic. Although there are other ‘workaholism’ scales that have been developed, this is the first scale to use core concepts of addiction found in other more traditional addictions.

Dr Mark Griffiths, Professor of Gambling Studies, International Gaming Research Unit, Nottingham Trent University, Nottingham, UK

Further reading

Andreassen, C.S., Griffiths, M.D., Hetland, J. & Pallesen, S. (2012). Development of a Work Addiction Scale. Scandinavian Journal of Psychology, 53, 265-272.

Griffiths, M.D. (2005). Workaholism is still a useful construct. Addiction Research and Theory, 13, 97-100.

Griffiths, M.D. (2011). Workaholism: A 21^st century addiction. The Psychologist: Bulletin of the British Psychological Society, 24, 740-744.

Matuska, K.M. (2010). Workaholism, life balance, and well-being: A comparative analysis. Journal of Occupational Science, 17, 104-111.

Schaufeli, W.B., Taris, T.W., & Bakker, A.B. (2006). Doctor Jekyll or Mr Hyde? On the differences between work engagement and workaholism. In R. Burke (Ed.), Workaholism and long working hours (pp. 193-217). Cheltenham: Edward Elgar.

Sussman, S., Lisha, N. & Griffiths, M.D. (2011). Prevalence of the addictions: A problem of the majority or the minority? Evaluation and the Health Professions, 34, 3-56.

van Beek, I., T.W., Taris, & Schaufeli, W.B. (2011). Workaholic and work engaged employees: Dead ringers or worlds apart? Journal of Occupational Health Psychology, 16, 468-482.