Linganisha mbinu
Pitia mbinu ulizochagua bega kwa bega; safu zinazotofautiana zinaangaziwa.
| Workaholism Scale× | Kiwango cha Mahitaji-Rasilimali za Kazi× | |
|---|---|---|
| Nyanja | Tabia ya Shirika | Tabia ya Shirika |
| Familia≠ | Latent structure | Process / pipeline |
| Mwaka wa asili≠ | 1992 | 2001 |
| Mwanzilishi≠ | Janet Spence & Ann Robbins; Wilmar Schaufeli, Akihito Shimazu & Toon Taris | Evangelia Demerouti and Arnold B. Bakker |
| Aina≠ | Work-addiction measurement scale | Self-report questionnaire |
| Chanzo asilia≠ | Spence, J. T., & Robbins, A. S. (1992). Workaholism: Definition, measurement, and preliminary results. Journal of Personality Assessment, 58(1), 160-178. DOI ↗ | Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: state of the art. Journal of Managerial Psychology, 22(3), 309-328. DOI ↗ |
| Majina mbadala≠ | WorkBAT, DUWAS, Dutch Work Addiction Scale, Workaholism Battery | JDRS, JD-R Questionnaire |
| Zinazohusiana≠ | 3 | 5 |
| Muhtasari≠ | Workaholism scales measure the addiction-like compulsion to work — the tendency to work excessively hard combined with an inner, hard-to-resist drive to keep working. Janet Spence and Ann Robbins introduced the first systematic measure, the Workaholism Battery (WorkBAT), in 1992, defining workaholism through the components of work involvement, drive, and (low) work enjoyment, and distinguishing genuine workaholics from enthusiastic work enthusiasts. Schaufeli, Shimazu, and Taris later developed and validated the Dutch Work Addiction Scale (DUWAS), a parsimonious two-factor measure of working excessively and working compulsively, tested across the Netherlands and Japan. A central purpose of these instruments is to separate workaholism — a compulsive, strain-producing pattern — from work engagement, the positive, energizing involvement with work. The scales link the workaholic pattern to burnout, impaired health, and work-life conflict. | The Job Demands-Resources Scale (JDRS) is a multidimensional assessment instrument based on the Job Demands-Resources (JD-R) model, developed by Demerouti and Bakker in 2001. It measures the balance between job demands (workload, time pressure, emotional demands) and resources (autonomy, support, opportunities for growth) that shape employee well-being, engagement, and burnout risk. The JDRS has become central to occupational health research and practice. |
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