Workaholism and individual work performance in lithuanian and german financial sector multinational corporations: Differences between generations X and Y

Abstract

This chapter aims to clarify the differences between generations X and Y regarding workaholism and to compare the impact of workaholism on the task proficiency component of individual work performance in financial sector multinationals in Lithuania and German-speaking countries. The work cultures often lionize hard work, so the impact of workaholism gets a high degree of attention. The discussion on the nature of workaholism, its causes and effects, its addiction like nature and typology is still being emphasized by both academia and practitioners. However, there is a lack of research on intergenerational differences in multinationals and their attitude towards workaholism. The quantitative empirical research method was chosen. The questionnaire was formed using the validated workaholism questionnaire created by Spence and Robbins and the task proficiency questionnaire by Griffin et al. The workaholism type is defined by variations on employee work involvement, work enjoyment and feeling driven. The data was collected from a self-reported on-line survey. 198 respondents from Lithuania-based and 99 respondents from Germany and Switzerland-based financial sector multinationals participated. The research reveals differences between generations X and Y and between Lithuania and German-speaking financial sector multinationals. The findings show equal distribution of workaholics (70 %) and non-workaholics (30 %) in Lithuania and German-speaking countries. Regarding the intergenerational differences, the tendencies are the same. Both X and Y financial sector employees more often tend to be workaholics than non-workaholics. On the other hand, individual work performance differs by country (more highly evaluated by the Lithuanian sample), but not by generation or workaholism/non-workaholism attitudes. The findings suggest that high individual work performance is achieved by both generations X and Y as well as by workaholics and non-workaholics equally. However, individual work performance is positively related to work enjoyment. The financial sector multinationals should focus on the dimension of work enjoyment instead of emphasizing intergenerational differences in the workplace.