Unit 7 Discussion 1

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The major goal encompassed in the humanistic school of thought is focused on the attainment of full potential self-actualization with its therapeutic and research goals focused on embracing the values of free will, individualism, and personality (Hergenhahn & Henley, 2014). Workaholism as a research topic has been researched as a psychological disorder in a number of research. Furthermore, the study of workaholism is focused on understanding the relationships that workaholism possesses with individual personality, individual’s relationship with significant others, job performance, as well as work-family conflict. Additionally, the fact that workaholism is now seen as a disorder, researchers have put forth research on treating workaholism with a number of researchers coming up with treatment options as well as psychometric measurements that depict workaholism. The study of workaholism is attributed to an individual’s free will to work and attain a better level of the Hierarchy of needs as stipulated by Abraham Maslow (H. Yahaya, 2008). The fact that humanistic psychologists believe that individuals have the basic need to fulfill their potential explains the urge for individuals to indulge in work to see humanistic goals such as seeking better lives as well as enjoying a greater level of well-being, being successful, contributing to society, and being healthy. The dynamics of workaholism are based on the personalities geared by humanistic psychological needs such as power. Arguably, workaholics tend to seek power that gives them control over others. On the verge of seeking this power, individuals might end up being workaholics relative to seeking performance appraisals and being recognized by their managers.

Research has it that workaholism is non-synonymous with what scholars refer to as work engagement. As such, while researching workaholism, it is imperative to understand that a workaholic is different from an engaged worker, even though their salient behaviors are similar. Researchers suggest that workaholics are gratified by the act of working since it tranquilizes as well as neutralizes scratchy moods, emotions, and sensations that are felt when an individual is not working. Humanistic psychologists tend to understand an individual as a whole, an indivisible being, whose experiences must be comprehended in their wholeness, saliently from an individual’s point of view (Hergenhahn & Henley, 2014). As such, humanistic research is based on a phenomenological as well as an indicative approach. Comparatively, the study of workaholism is qualitative in nature, and it lacks enough measures. Furthermore, researchers have developed measures to depict workaholism such as Workaholism Battery- Work BAT (Spence & Robbins, 1992), Bergen Work Addiction Scale, Dutch Work Addiction Scale, and Work Addiction Risk Test (Andreassen & Pallesen, 2016). Furthermore, workaholism has been linked with a number of issues that need to be addressed in the society such as its effects on an organization performance, its overall effect on a relationship with work peers, its dynamical associative characteristic as an addiction, and its effect on the work-to-family and family to work spillover. Additionally, current research suggests that workaholism is far more associated with a personality disorder rather than an addiction.

Essentially, prevalence statistics of workaholism suggest that 10% of the U.S. population are workaholics. Furthermore, Andreassen, Griffiths, Hetland, and Pallesen (2012) suggest that workaholism is associated with management-level workers in sectors such as communication, construction, consultancy, and commercial trade. As such, it has a higher prevalence rate and affects more people across the world. The condition alters the goals of humanistic goals of well- being. With this research in place, there is a need to examine the salient effect of workaholism on family satisfaction. References: Andreassen, C. S., Griffiths, M. D., Hetland, J., & Pallesen, S. (2012). Development of a work addiction scale. Scandinavian Journal of Psychology , 53(3), 265-272. https://doi.org/10.1111/j.1467-9450.2012.00947.x Andreassen, C. S., & Pallesen, S. (2016). Workaholism: An Addiction to Work. In Neuropathology of Drug Addictions and Substance Misuse (Vol. 3, pp. 972-983). https://doi.org/10.1016/B978-0-12-800634-4.00096-2

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H. Yahaya. (2008). Abraham Maslow : The Needs Hierachy. Not Published – Universiti Teknology Malaysia. . Hergenhahn, B. R., & Henley, T. B. (2014). Humanistic (Third-Force) Psychology. In An introduction to the history of psychology (th, p. 698). Cenagage Learning. Spence, J. T., & Robbins, A. S. (1992). Workaholism: Definition, Measurement, and Preliminary Results. Journal of Personality Assessment , 58(1), 160-178. https://doi.org/10.1207/s15327752jpa5801_15

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