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Workaholism is still a useful construct

As someone who has spent almost two decades researching into behavioural addictions, I have always been interested in the concept of ‘workaholism.’ Not only am I interested academically but I have often been called a ‘workaholic’ by fellow colleagues. Over the past few years I have noticed a slow shift towards psychologists preferring the term ‘work dependency’ to ‘workaholism’ (i.e., work addiction). Persaud (2004) argues that psychologists prefer the term ‘work dependency’ because ‘‘it captures the condition better’’ (p. 36). As far as I am concerned, workaholism is still a useful construct. The term ‘workaholism’ has been around for over 30 years following the publication of Oates’ book ‘Confessions of a Workaholic’ (1971). Furthermore, the word itself has now passed on into the public mainstream. Robinson (2000) describes the condition as when a person prefers to work as a way of stopping the person thinking about their emotional and personal lives. Reliable statistics are hard to come by although Porter (1996) claims that 1 in 4 workers are workaholics. Amongst professional groups, the rate of workaholism has been found to be high (Doerfler & Kammer, 1986). To date, studies have tended to show that those in the medical profession are among the most likely to be workaholics (Killinger, 1992). There are many reasons for the increase in workaholism including the increasing complexity of professions, constant pressure to be more efficient, and the increased use of technology. On a psychological level, there appears to have been an increased desire to achieve, accomplish, and succeed as a way of enhancing a person’s own self-esteem. In addition, workaholism is often viewed as a positive attribute by employers. Such organizations may even recruit workaholics. As Furnham (1997) points out ‘‘unlike other forms of addiction which are held in contempt, workaholism is frequently lauded, praised, expected and even demanded’’ (p. 220). Workaholics are over concerned with their work and neglect other areas of their lives (Persaud, 2004). As a result they work long hours, rarely delegate and may not necessarily be more productive. Inefficiency may also be a result of perfectionist traits (Porter, 1996). According to Machlowitz (1980), workaholics share six traits. They (1) are intense, energetic, competitive, and driven; (2) have self-doubts; (3) prefer work to leisure; (4) work any time, anywhere; (5) make the most of their time; and (6) blur the distinctions between business and pleasure. As a consequence, it is not uncommon for workaholics to have major health problems including stress-induced illnesses, chronic fatigue and increased anxiety levels (Caproni, 1997). Workaholism is most likely developed through reinforcing socialization experiences. As outlined above, the most obvious sign that someone is a workaholic is when work and work-related concerns preoccupy a person’s life to the neglect of everything else in it. What starts out as love of work can often end up with the person developing perfectionist, then obsessional traits. Some have argued that workaholism can be deadly and dangerous with an onset (e.g., busyness), a progression (e.g., loss of productivity, relationships etc.),