Deciphering the paradox: the role of organizational identification in workaholism versus burnout

M. Geidelina-Lugovska* and A. Cekuls

University of Latvia, Faculty of Business, Management and Economics, Department of Management, Aspazijas bulvaris 5, LV-1050 Riga, Latvia
*Correspondence: marija.geidelina@gmail.com

Abstract:

This study explores the complex relationship between organizational identification, workaholism, and burnout. Organizational identification, denoting individuals’ psychological connection to their workplace, significantly influences their work-related attitudes and behaviors. While it often correlates with workaholic tendencies characterized by excessive work engagement, it does not directly cause burnout – a state of emotional exhaustion due to chronic work-related stress. Utilizing a qualitative grounded theory approach, we conducted a comprehensive literature review using Scopus, analyzing 141 articles to identify the antecedents of workaholism, burnout, and organizational identification. Our findings reveal that organization-related factors, such as job demands, social support, job autonomy, and organizational culture, significantly impact both organizational identification and burnout. Conversely, workaholism is primarily driven by personal factors like perfectionism, low self-esteem, and family background. These insights suggest that fostering positive organizational factors can enhance organizational identification and mitigate burnout, while addressing personal factors is crucial in managing workaholism. This research contributes to the economic understanding by highlighting the role of organizational culture and job design in employee well-being, which can impact productivity and organizational performance. The study underscores the importance of developing interventions that balance organizational identification with healthy work habits to promote a resilient and productive workforce. Future research should focus on empirical tests to better understand the influence of organizational and personal factors on these constructs, paving the way for more effective strategies to foster employee well-being.

Key words:

burnout, organizational identification, stress, workaholism

Organizational identification, workaholism, and burnout: a cross-sectional study of age, gender, tenure, and work arrangements

M. Geidelina-Lugovska* and A. Cekuls

University of Latvia, Faculty of Business, Management and Economics, Department of Management, Aspazijas bulvaris 5, LV-1050 Riga, Latvia
*Correspondence: marija.geidelina@gmail.com

Abstract:

This study investigates the relationships between organizational identification (OI), workaholism, and burnout among employed individuals in Latvia, with a focus on how gender, age, and tenure moderate these relationships. Data were collected from May 29 to October 27, 2024, using the QuestionPro platform, resulting in 954 total responses, of which 879 were completed (completion rate: 92.14%). The results demonstrate that high OI significantly predicts burnout (β = 1.167, p = 0.002), particularly when combined with workaholism (β = 2.045, p = 0.001). Employees exhibiting both high OI and workaholism reported the highest levels of burnout. A negative association between tenure and burnout (β = -1.3419, p = 0.020) suggests that experienced employees develop better coping strategies. Gender differences were also observed: women in the high OI group reported significantly higher burnout levels (β = 2.2538, p = 0.045), whereas women in the low OI group experienced lower burnout levels (β = -3.2624, p = 0.020). These findings highlight the complex interplay between organizational identification, workaholism, and burnout, emphasizing the need for organizational interventions targeting workaholism and gender-specific challenges. Future research should further explore the impact of cultural and organizational factors in shaping these dynamics.

Key words: