GLOBAL TOTAL MOBILE MARKETING COMPANY, ADWAYS!
ADWAYS 강력한 글로벌 아시아 네트워크를 중심으로 모바일 마케팅 시장을 선두해 나가고 있는 글로벌 모바일 마케팅 전문 기업입니다.
지난 2006년 도쿄 증권 거래소 마더스에 상장한 ADWAYS는 아시아 전체 네트워크를 보유하고 있는 유일한 마케팅 전문 기업으로 다년간 축적해 온 글로벌 마케팅 노하우를 녹여내 최적의 모바일 마케팅 전략부터, 광고 운영까지 최고의 토탈 광고 마케팅 서비스를 제공하고 있습니다.
ADWAYS is a global mobile marketing expert as a leader in the mobile marketing mark, focusing on the strong global Asia network.
Listed on the Tokyo Stock Exchange Mothers in 2006, ADWAYS is the only marketing expert, which holds the entire Asian networks. It has turned the years of global marketing know-how, into the top-notch total marketing service, ranging from the optimal mobile marketing strategy to operation of advertisement.
오카무라 하루히사 ADWAYS CEO는 고등학교를 중퇴하고 4년간 중소기업 환풍기 필터 영업사원으로 시작해 21세 어린 나이에 ADWAYS를 창업한 청년 창업가입니다.
남보다 발 빠른 트렌드 변화를 준비한 그는 지난 2006년. 26세 나이에 일본 도쿄 증권 거래소 마더스에 회사를 상장시키면서 '일본 최연소 상장기업 CEO'로 이름을 알린 일본 내 상징적인 대표 경영가 입니다.
그는 아시아 최대 글로벌 네트워크를 구축한 글로벌 모바일 마케팅 기업으로 ADWAYS 를 성장시킨 것은 물론 현재는 글로벌 시장 점령을 위한 공격적인 ADWAYS의 행보를 진두지휘하고 있습니다.
Okamura Haruhisa, CEO of ADWAYS, is a young entrepreneur who founded ADWAYS at the young age of 21, after dropping high school to work 4 years as a salesperson for ventilator filters at a small to medium-sized company.
He made his name as 'Japan's youngest CEO of a listed company', a symbolic entrepreneur in Japan, after getting ahead of others in preparing himself for trends and listing the company on Tokyo Stock Exchange Mothers in 2006, when he was 26 years old.
He has grown ADWAYS into a global mobile marketing enterprise equipped with the Asia's largest global network, and is currently leading ADWAYS into aggressive steps toward conquering the global market.
The Internet that completely changes every side of our lives beyond time and space.
곧 인재의 가치를 가장 중요시합니다.
애드웨이즈의 일원 한 명 한 명이 회사 안에서 성장해 나갈 수 있어야 한다고 생각합니다.
우리 ADWAYSER들이 가장 창의적으로 항상 새로움을 추구할 수 있도록 하는 회사.
애드웨이즈는 사람의 가치를 가장 중요하게 생각합니다.
shortly the value of human resource.
create the value of enterprise.
creative fashion at all times.
성장해 나갈 수 있어야 한다고 생각합니다.
새로움을 추구할 수 있도록 하는 회사.
ADWAYS makes much importance of human, shortly the value of human resource.
We think that each and every one of ADWAYS should make a mutual growth with the company, while it is important to create the value of enterprise. ADWAYS considers the value of humanity as most important so that ADWAYSERs are able to search novelty in the most creative fashion at all times.
모든 ADWAYSER가 하나 된 마음으로 세상을 놀라게 할 서비스를 만들자!
Let us stay united in figuring out an eye-popping service!
innovation to cultivate a strong competitiveness in marketing.
surprises with novel ideas and new marketing service and platform.


text:
Packaging and Production: Embedded vision system performs blister pack inspection
Quality assurance of packaged products is of critical importance in the pharmaceutical industry since incorrectly packaged or damaged products may result in expensive manufacturer recalls or potentially fatal accidents.
Quality assurance of packaged products is of critical importance in the pharmaceutical industry since incorrectly packaged or damaged products may result in expensive manufacturer recalls or potentially fatal accidents. Because of this, tablets packaged in blister packs need to be inspected carefully for defects such as the wrong color, size, whether the tablets are broken or chipped and whether there are any empty pockets in the blister pack itself.
With the recent directives by the World Health Organization (WHO; Geneva, Switzerland; www.who.int) for international exports of such products, inspection requirements have become more stringent. For pharmaceutical vendors, there is also ongoing pressure for volume production, and quality assurance mechanisms with sorting capabilities.
"These are demanding applications where robust, deterministic and scalable solutions are required, a problem that becomes more complex with more products being produced on the same machine, signifying a need for a flexible user interface with profile selection and editing capabilities," says Faisal Mirza, Proprietor of Sunshine Corporation (Karachi, Pakistan; www.sunshine.com.pk).
For one major manufacturer of pharmaceutical products, Sunshine Corporation has developed a vision system capable of inspecting and rejecting 800 blister packs per minute. To accomplish this task, images of up to eight blister packs placed on a 330mm wide conveyor are imaged by a 2MP GigE Camera from IMI Korea (Gyeonggi-do, Korea; www.imi-tech.com) running at 16 fps fitted with a 12 mm lens from Computar (Tokyo, Japan; www.computar.com).
The camera is mounted inside a vertically adjustable stainless steel (SS316) canopy that also holds a pair of model LEDWLA290XD6-XQ linear array area lights from Banner Engineering (Minneapolis, MN; USA; www.bannerengineering.com). The camera is mounted at a height of 640 mm from the blister guide and provides a total field of view of 330 x 270 mm.
Using an embedded vision system the color, size, and features of tablets within the blister packs are inspected as well as whether any empty pockets are present.
Images from the camera are transferred to an EVS 1454 Embedded Vision System from National Instruments (NI; Austin, TX, USA; www.ni.com). Here, the color, size, and features of the tablets within the blister packs are inspected as well as whether any empty pockets are present. "Since each image may capture from one to 14 blisters, different algorithms are required to process the images. These include thresholding (for white tablets on Aluminum forming) and HSI model color thresholding (for color tablets), filtering and convex hull perimeter and Feret's diameter calculations," says Mirza. Processed images are then analyzed by a number of blob tools. Results of these blob tools are then used to actuate I/O lines on the controller that are interfaced to a number of reject plungers that are controlled by pneumatic actuators at the end of the conveyor.
By displaying the number of acceptable, failed and inspected blisters as well as availability, performance and quality parameters, the Overall Equipment Effectiveness (OEE) for the blister line is calculated and displayed on a 10in touch panel PC from Winmate (Taiwan, ROC; www.winmate.com) which serves as the HMI. These statistics are constantly computed in parallel (on individual cores of the i5 processor in the PC) using the results from Vision Builder for Automated Inspection (VBAI) running on the EVS 1454.
To allow for rapid product changeover on the production line, the user interface features an ALL pass/ALL fail option so that blister packs on the line can be flushed before product changeover occurs. Since multiple products may run on the same machine, the interface also allows the operator to adjust the parameters of each new product such as size, color, number of blisters and the pneumatic actuators at the out-feed allowing only blister packs with zero defects to pass to the packaging machine. A video of the system in operation can be seen at http://bit.ly/1wWep3H.
The user interface was developed using LabVIEW running on Windows Embedded Standard 7. LabVIEW's multi-core processing capability makes it possible to add auxiliary field sensor inputs such as barcode sensors mounted at different distances from the vision station.
Already, the systems have been deployed on a number of blister machines including those developed by Uhlmann Packaging Systems (Laupheim, Germany; www.uhlmann.de), Romaco Pharmatechnik (Karlsruhe, Germany; www.romaco.com) and The Marchesini Group (Bologna; Italy; www.marchesini.com). Depending on customer requirements, the cost of the inspection system varies from $12,000-$18,000 per unit.
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redpajama_set_name: RedPajamaCommonCrawl


I don't know if you are a Captain America fan or not, but I surely am. I love the way this man does all the justice to the others around him. also, he has a very dominating attitude, which is portrayed in a positive manner. This character knows how to be good to others and flaunt his heroic skills in a positive way. After all, he is every woman's favorite!
Dreaming of Captain America is a good thing, especially if you see him helping you in some way. If he helps you escape enemies, it means that you are going to get a lot of support for the thing that you are currently doing in your waking life.
Dreaming of being Captain America's friend, girlfriend or wife indicates the protection that you are receiving from your friends or partner. If you are single and you dream of being Captain America's girlfriend, it means that you are going to have an amazing partner in your life.
Dreaming of fighting with Captain America means that you are unable to understand the good things in your life. There are a lot of positive things happening around you, but you are just blind to see it.
Captain America indicates strength, power, justice, peace, harmony, patriotic attitude and friendship.
Dreaming of Captain America means strength. If you see him talking to you, it means that your conscience is giving you immense strength to do different things in your life.
Dreaming of escaping with Captain America means that you have a special friend, who can do almost anything to help you survive in the worst of your times.
Dreaming of walking with Captain America depicts your patriotic nature towards your country. You are proud to be the citizen of the country you are living in.
Seeing yourself as Captain America - Such a dream means that you have immense strength in your heart.
Kissing Captain America - Such a dream means that you have positive feelings towards your country.
Fighting with the enemies with Captain America - Such a dream means that you have sufficient support in your waking life.


text:
Workaholism: A Review | OMICS International
Journal of Addiction Research & Therapy
Workaholism: A Review
Steve Sussman*
Departments of Preventive Medicine and Psychology, University of Southern California, Los Angeles, California, USA
Steve Sussman
Institute for Health Promotion and Disease Prevention Research
Soto Street Building, 2001 North Soto Street
Room 302A, Los Angeles, CA 90032, USA
Received November 04, 2011; Accepted January 05, 2012; Published January 10, 2012
Citation: Sussman S (2012) Workaholism: A Review. J Addict Res Ther S6:001. doi:10.4172/2155-6105.S6-001
Copyright: © 20112 Sussman S. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.
Visit for more related articles at Journal of Addiction Research & Therapy
In this review, I examine the defi nition, etiology, measurement, prevention and treatment of workaholism, based on a systematic search of the literature. While there is some debate regarding the parameters of the concept, viewed as a negative consequential addiction, workaholism involves excessive time spent working, preoccupation with work to the exclusion of other life domains, loss of control over the parameters of one's work and disenchantment with work, and negative social, emotional, and health consequences. The etiology of workaholism is not clear but may pertain to persons with compulsive personality traits, who are driven to work harder than that demanded from work contexts, and who have learned to place work as a main means of gratifi cation compared to other lifestyle alternatives. Most measurement approaches rely on self-report questionnaires, tested primarily with convenience samples. Refi nement of current assessments is ongoing. Prevention and treatment implications are discussed, which include intra- and extra- personal level approaches. Finally, limitations of the work completed in this arena are mentioned and needed future research directions are suggested.
Workaholism; Addiction; Consequences
Among several popularized potentially addictive behaviors (e.g., gambling, sex, drug use), addiction to work is one that has been the topic of much debate and confusion [1-7]. Varying definitions of "workaholism" exist, and several typologies of workaholics have been identified (e.g., job-involved and compulsive [8,9]; enthusiastic and non-enthusiastic [10,11]; compulsive-dependent, perfectionist, and achievement-oriented [12]; relentless, bulimic, attention deficit, and savoring [13]), leading to inconsistent operationalizations [1,7,12-17]. Of particular difficulty, the concept of "engagement in work" (extensive involvement with work; e.g., working at least 50 hours per week [2,15,17-19]) often has been considered to be prosocial behavior. In fact, not only has work engagement been found to be related to excellent job performance, but it also is related to feelings of empowerment, positive affect, and good health [20,21], assuming minimal disregard for recreation and exercise protective factors [22]. However, several researchers have argued that "workaholism" refers to a somewhat different phenomenon from work engagement per se; as being self-injurious and other-injurious [23].
Both work engagement and workaholism involve immersion in work, and likely involve attempting to achieve appetitive effects (e.g., a "rush", "loss of sense of time") through entrenchment in work activity [10,24,25]. (In addition, Holan [25] suggests that workaholism attempts to alleviate psychic pain but subsequently generates pain for self and others, a self-medication motive). However, work engagement and workaholism diverge as per accumulation of negative impacts. Of potentially central importance, workaholism may be associated with not only working excessively, but working to the point of not enjoying work (e.g., no longer finding the job interesting), but still feeling driven to work, potentially without being a reaction to complying with work organizational demands [8,10,18,26]. That is, the compulsive nature of workaholism ("wanting" to keep working without "liking" it [6]), and the lifestyle imbalance it creates [18], as opposed to the extensive time commitment involved, may be the central maladaptive feature. In fact, persons most likely to label themselves as "workaholic", or be labeled as "workaholic" by acquaintances, have been found to be those who were compulsively involved with work but did not like it, and experienced lower life satisfaction and greater workhome imbalance than "positively engaged workers" or "unengaged workers" [18]. In the present brief review, I describe in more detail the concept of workaholism, provide current knowledge regarding its prevalence, measurement, etiology, prevention and cessation, and make suggestions for future research.
Looking under the key words "workaholism addiction" 6080 web pages were indicated on Google Scholar (accessed 10-1-2011). Since 1995, 4960 engines were indicated (an average of 310 articles per year); since 2000, 4350 engines were indicated (an average of 396 per year); and since 2005, 3070 were indicated (an average of 512 per year). That is, the number of articles on this topic appears to be increasing exponentially.
I was interested in including peer reviewed papers (both empirical and theoretical), but not books or chapters, except as historical sources or as part of a conference proceedings. I used the search terms "workaholism addiction" in each search. If fewer than 10 entries came up under these search key words, I used the term "workaholism" only. I searched only studies that appeared in the English language. I retained studies that provided information on how workaholism was defined, its prevalence, its measurement, its etiology, and its prevention or treatment. To create a literature base for this review, I first completed a Google Scholar searches (on 10-1-2011). I used the search terms "workaholism addiction" and examined the first 500 of 6080 web pages. From this search, I was able to retrieve 73 peer-reviewed articles that pertained directly to workaholism. I completed additional searches using OVID Medline (1948 to Week 3 Sept 2011). I located no articles under "workaholism addiction" and under "workaholism" only I located 39 entries, which resulted in 6 more peer-reviewed articles for inclusion. Finally, in PsycINFO (1887 to October 1, 2011), using "workaholism addiction" 7 entries were located, of which 4 were added. Using only "workaholism", there were 569 entries. I examined the 409 peer reviewed journal entries and located 24 more that were directly relevant, nonredundant entries. Thus, I located a total of 103 peer-reviewed articles. All of these were examined when composing this paper, though some articles reported partially redundant topics (generally by the same authors) and were not discussed.
The authors of two of the papers uncovered during this search mentioned in passing in their papers that they too had completed literature searches on workaholism. Ng, Sorensen, & Feldman [22] located 131 papers but only 40 peer-reviewed articles when examining the Business Source Premier research database (1987-2007), and they noted a paucity of rigorous empirical work on the topic. Schaufeli, Bakker, Heijden, & Prins [27] located 209 papers in PsycINFO using the keyword "workholism" (February, 2009), but did not indicate the number of peer-reviewed papers located. To be maximally informative on the breadth of the field, and given the current paucity of empirical studies on the topic, a qualitative approach was taken in the present review.
Does Workaholism Fulfill the Criteria for an Addiction?
Wayne E. Oates created the term "workaholism" in his 1971 text to describe the "uncontrollable need to work incessantly," and he identified workaholism as an addiction very similar to alcoholism [28]. He was influenced by the work of Howard Clinebell, a pastoral counselor, who discussed overwork as an imbalance in lifestyle [29]. Oates further defined a workaholic as a "person whose need for work has become so excessive that it creates noticeable disturbance or interference with his bodily health, personal happiness, and interpersonal relations, and with his smooth social functioning" [28]. Thus, while there are several perspectives regarding workaholism, some which might suggest a productive involvement with and enjoyment of work, workaholism at least initially was coined to refer to an addictive process.
Sussman & Sussman [30] examined elements of "addiction" (as applied to substance use or other behavioral addictive behaviors, such as gambling, binge eating, sex, or workaholism) derived from an exhaustive literature search (n=52 articles located). Based on that search, these authors asserted that addiction includes: (a) engagement in the behavior to achieve appetitive effects, (b) preoccupation with the behavior (which subsume aspects of tolerance and withdrawal as examples of behavioral preoccupation [31]), (c) temporary satiation, (d) loss of control, and (e) suffering negative consequences. Assuming agreement with these constituents, for one to be considered addicted to work one should observe that work (at least at first) induces pleasure or another appetitive effect. Concurrently, or later on, engagement in work would be observed to limit one's social life through preoccupation with work (need to work, excessive working, less interest in non-work activities [5,31]), alternating in brief periods of satiation, reveal a loss of control regarding time spent working, and lead to negative life consequences. Negative consequences of workaholism (which are discussed in more detail in the next two subsections of this paper) may include subjective emotional pain or feeling "burned out" [22], restriction of social activity and/or complaints from significant others, and may even lead to dangerous action (e.g., driving while preoccupied with work matters, driving and mobile telephone use, driving while being sleep deprived [6,30]). Of course, workaholics may also continue to receive ongoing social and financial rewards such as job promotions, salary increases, and/or praise from employers and work colleagues [3] while, at the same time, they suffer these numerous other consequences, and may use work affirmations to discount objections of significant others ("denial" [31]).
Certainly, workaholism is rather different from substance abuse and dependence. Physical danger, and legal and role consequences are very unlikely to occur in workaholism relative to substance abuse disorder [6,30]. Also, the pathways to substance addiction may differ greatly from workaholism. As evidence, workaholism may cluster with some types of addictive behaviors and not others. As was found among a sample of 543 mostly adult consecutive admissions to an addictions treatment center, addiction clusters appeared to divide most generally into "hedonistic" (excitement/dominance motives, such as drug use, sex, love/relationship, gambling) or "nurturance" (providing for self or others motives, such as food, shopping, work, exercise) types of motives [32]. This finding was replicated in a sample of 948 college youth [33]. That is, workaholism, may be considered more of a self-nurturing type of addiction as opposed to one aimed at sensation seeking. Strangely enough, though, about a third of persons in treatment for sex addiction have been found to be workaholics [34]. This co-occurrence might suggest either subject selection biases, or perhaps that some workaholics may compensate for lack of time to have normal relationships through engagement in non-committal sexual behavior (which leads to negative outcomes). Alternatively, it is possible that workaholism provides a means of sensation seeking/ excitement for some persons, in addition to self-nurturance.
Carroll and Robinson [35] studied 207 undergraduate students, who were children of workaholics, alcoholics, or from a general population. They found that children of workaholics and alcoholics reported being relatively likely to take on parental roles prematurely. These youth attributed this behavior to their parents' workaholism or alcoholism. These authors noted the similarity between the "addiction groups" in terms of impact on the youth, though children of workaholics were relatively depressed. This study provided more support for viewing workaholism as an addiction. Likewise, Chamberlin and Zhang [36] studied 347 college youth and found an association between perceived parental workaholism and their own workaholism, and children who reported greater perceptions of parental workaholism (on a summed measure of their reports of parents' work habits) reported lower self-acceptance, well-being, and more physical complaints (e.g., reporting getting sick often), which the authors interpreted as being consistent with the children of alcoholics literature.
Workaholism as an Addiction with Negative consequences
Workaholism, then, as a "negative addiction", involves (a) excessive time spent working and, importantly, (b) difficulty disengaging from work, way beyond the call of the job, which often elicits negative emotions during and after a work episode; (c) frustration and agitation when prevented from working (e.g., when with family); (d) association with an inflexible or compulsive working style, leading potentially to poor relationships with others at work and at home [5,37-40], though both enthusiastic workaholics and non-enthusiastic workaholics experience relatively high work-family conflict [41]; and (e) negative life outcomes including high perceived stress, low self-esteem, low life satisfaction, difficulties sleeping [24,42-45], career dissatisfaction and poor performance [25,46], delay of planned retirement [47], work "burnout" [26,48-52] and ill-health [11,14,21,47,53-56].
Indeed, workaholics report relatively greater marital estrangement [38], perceive less effective family problem solving and communication [40], report strained relations with children (more so with children than with spouse [5]), and female workaholics report being relatively unlikely to get married [37]. Furthermore, Robinson and Kelley [39] found that children of workaholics reported greater depression and external locus of control relative to children of nonworkaholics.
"Burnout" is a major purported ill-health outcome of workaholism. Ackerley, Burnell, Holder & Kurdek [48] included subjective lack of control, overcommitment, emotional exhaustion, and depersonalization as constituents of burnout in their study of licensed psychologists. These types of work burnout symptoms have been found to occur as a function of (a) work spilling over into other spheres of life [51], and (b) being driven to work "to the wall" (i.e., energy resource exhaustion [26]). In particular, workplaces that apply extraordinary job demands but provide few supportive resources will tend to lead to work burnout [57]. Thus, burnout may indicate something about job demands regardless of workaholism status. One other apparent determinant of work burnout is "role conflict". Using cross-sectional structural modeling, role conflict (as doctor versus trainee, work versus home life) was found to fully mediate the relations of workaholism and job demands with well-being and burnout among 2,115 medical residents [58].
Other ill-health effects of workaholism include: sleep problems and exhaustion (particularly insufficient sleep [14,45]); weight gain [47]; slightly worse social and role function [53]; taking sick-leave [54]; high blood pressure [11]; anxiety and depression [14,55,56]; and physical pain [53,55,56]. While more research is needed on workaholism consequences, this list indicates a notable problem in living resulting from extended addiction to work.
Workaholism outcomes are delineated differentially by socio-environmental context
Socio-environmental context is a rather important moderating influence on negative outcomes of workaholic-like behavior [5,21]. One example is how age of the workaholic may interact with context. That is, a young worker with no family is likely to feel a sense of accomplishment and receive relatively few social criticisms relative to an older person with a spouse and children who exhibits the same behavior [3]. As a second example, working long hours to help a family survive in a relatively poor economy may be viewed as courageous rather than as workaholic. On the other hand, as economic downturns occur, the lack of enjoyment aspect of workaholism tends to worsen among those who are all ready highly driven [59]. Thus, workaholismrelated consequences may occur in many economic conditions. As a third example, in dual earner couples, to the extent that partners provide social support to each other (listening, boost self-esteem), they may create a context that minimizes work-family conflict which otherwise would ensue due to workaholism [60].
As a final example, a workplace that exerts a great deal of work pressure has been found to be associated with relatively higher levels of work drive and lower levels of work enjoyment, particularly found in business services versus social services occupations [61]. Conversely, a system in which supervisors provide flexible scheduling at work is associated with relatively low work-family conflict among enthusiastic workaholics but not non-enthusiastic (compulsive) workaholics [41]. That is, compulsive workaholics appear relatively unlikely to be impacted by work context. Compulsive (driven but unenjoyable) working also fails to vary as a function of self-employment or working for others [8], although salaried employees who work compulsively will tend to be relatively likely to go out of their way to help others and the organization [8].
Prevalence of Workholism
Self-identified workaholism may be as high as a third of a working population [5,47], generally defined as excessive hours working [e.g., in a report of Canadian employees, 5]. Rates, of course depend on the population being (a) between the ages of approximately 18 and 64 ("the working years"), which is 62% in the U.S. [62] and (b) employed (which is approximately 90% in the U.S. [63]). If a third of the working population self-identifies as workaholic, this could translate to 18% of the total population being workaholic (33% workaholic times 62% of working age times 90% employed).
Prima facie, this estimate appears reasonable in the purview of other data. Workaholism shows a prevalence of approximately 8% to 17.5% [33,64-67] among college educated persons and estimates as high as 23%-25% have been provided among female attorneys, physicians, and psychologists/therapists [37,68]. On the other hand, other researchers have estimated that only 5% of the U.S. population was workaholic [4]. Tentatively, considering the midpoint of the range of estimates made on the few such studies that provide such estimates (most of which were estimated outside of the U.S.) my colleagues and I previously estimated a prevalence of workaholism as 10% of the U.S. adult population [6]. Along with a relative paucity in number of prevalence studies, inconsistency in the measurement of workaholism certainly leads to variability in prevalence estimates. Also, as noted previously in this paper, excessive working may be a necessary but not sufficient criterion of workaholism. Thus, a conservative estimate such as 10% may be more realistic also taking into account such characteristics as being hard driven and losing enjoyment of work.
Of course, even a 10% estimate may be high if one considers those at the relative extreme who are the most likely candidates for treatment; that is, in which the costs of workaholism rise much higher than benefits. While this 10% estimate may seem inflated, still it is lower than several others [5,37,47,68], and is approximately as high but no higher than estimates of addiction to cigarettes or alcohol [6]. Future work is needed to define the "extent" of workaholism really mandating treatment, or otherwise not resolving itself on its own.
Measurement of Workaholism
Besides records of number of hours worked per week (e.g., 50 or more [17]), and collaborative reports, currently there are no alternative, commonly used measures of workaholism other than that assessed through self-report. A couple of studies have examined simple self-reported identification as a workaholic as being the single item measure [64,67]. However, such subjective measures are of questionable content validity. There exist three main tested self-report questionnaire measures of workaholism that provide multiple studies of reliability and validity: (1) Work Addiction Risk Test (WART [69,70]), (2) Workaholism Battery (WorkBAT [11,24]), and (3) Dutch Work Addiction Scale (DUWAS [55,56]).
The WART is composed of 25 items and consists of five dimensions (compulsive tendencies [e.g., "I seem to be in a hurry and racing against the clock"], control [e.g., "I get impatient when I have to wait for someone else or when something takes too long"], self-absorption/ impaired communication [e.g., "I forget, ignore, or minimize birthdays, reunions, anniversaries, or holidays"], inability to delegate [e.g., "I prefer to do most things myself rather than ask for help"], and self-worth [e.g., "It is important that I see the concrete results of what I do"]). Collapsed across the five dimensions, the internal consistency of the measure is reasonable (coefficient alpha=.88 [71]), as is its two-week test-retest reliability (r=.83 [72]). However, the first three factors demonstrate the greatest number of item-factor loadings and discriminant validity for separating workaholics from nonworkaholics [73]. The WART shows some evidence of content validity (item relevance to workaholism completed by 20 psychotherapists [74]), and concurrent validity (with Type A measures [71]).
The WorkBAT is composed of 25 items (there also exists a 14- item short scale [11] and a 20-item short scale [75]) and consists of three dimensions (high work involvement [e.g., "I spend my free time on projects and other activities"], high work drive [e.g., "I seem to have an inner compulsion to work hard"], and work enjoyment [e.g., "Sometimes I enjoy my work so much I have a hard time stopping"]), though in several studies only two dimensions (i.e., work drive and enjoyment) have been identified [22,41,75-77]), and in a recent Chinese assessment five dimensions have been identified (n=1235; 24-item scale after factor analysis; enjoyment, work involvementenjoyment, drive-work involvement, drive-3, work involvement-3 [78]). Internal consistency for the drive and enjoyment subscales is reasonable (coefficient alpha=.75 or .85 and .85 or .88, respectively [41,77]), and less consistently internally consistent for the involvement subscale (coefficient alpha=.65 [41] or .80 [77]). There is also some evidence of convergent validity [77], with moderate correlations of (a) the drive subscale with an intrinsic job motivation measure (r=.39), (b) the enjoyment subscale with a job satisfaction measure (r=.48), and (c) both subscales with the Schedule for Nonadaptive and Adaptive Personality-Workaholism scale (SNAP-W; rs=.61 and .27, respectively). However, criterion validity of these subscales with number of hours worked (rs=.22 and .16, with drive and enjoyment subscales, respectively) is weak [77].
Schaufeli and colleagues [23,27,55,58,79] developed a newer measure, the Dutch Work Addiction Scale (DUWAS), derived from WART and WorkBAT items, which consists of two dimensions (working excessively [e.g., "I seem to be in a hurry and racing against the clock"] and working compulsively [e.g., "It's important for me to work hard even when I don't enjoy what I am doing"]). The working excessively subscale shows marginal internal consistency (coefficient alpha=.67 [58]), whereas the working compulsively subscale shows adequate internal consistency (coefficient alpha=.77 [58]). There are 17-item and 10-item versions of this measure, and both dimensions have shown some concurrent validity, with negative relations with perceived health and happiness [23] among large, heterogeneous samples of Dutch and Spanish employees (collapsed across version and sample, mean rs between working excessively with perceived health and happiness are -.21 and -.20, respectively, and between working compulsively with perceived health and happiness are -.28 and -.28, respectively).
Using the DUWAS, Schaufeli, Bakker, Heijden, & Prins [27] found that the combination of working excessively and working compulsively (16% of the sample) was related to the most unfavorable conditions in terms of medical residents' (n=2111) self-reported job demands (i.e., work overload, work–home conflict, overwork, role conflict, mental demands, emotional demands, and organizational demands), job resources (i.e., in terms of perceived lack of social support from colleagues, participation in decision making, feedback, supervisory coaching, and opportunities to learn), well-being (i.e., burnout, happiness, recovery after the workday), and organizational behavior (i.e., "presenteeism" [going to work despite feeling sick] and medical performance [making errors that impact patients]). Thus, the DUWAS demonstrates reasonable concurrent validity, at least among medical residents.
Two other self-report measures of workaholism were located in the literature, though relatively less work has been completed using these measures. The SNAP-Work is an 18-item, forced-choice (true/ false) instrument containing 13 work items and a further five items shared with an Obsessive-Compulsive subscale [77,80,81]. (The full SNAP measure, which taps various personality constructs, is much longer, consisting of 375 total items). The SNAP-Work has a good split half reliability (r=.82 [77]). As just mentioned above, it shows convergent validity with the WorkBAT [77]. Typical items concern neglecting important aspects of life due to work (e.g., "I enjoy work more than play.", "People say I neglect other important parts of my life because I work so hard."), putting work ahead of people (e.g., "I never get so caught up in my work that I neglect my family or friends.", and perfectionism ("I don't consider a task finished until it's perfect.").
Second, a "workaholism behavior measure" was developed and examined by Mudrack and colleagues [82]. This measure consists of two scales, each containing four items. Three items in the four-item Non-Required Work scale asks respondents how much time and energy they spend on thinking about ways to improve their work (e.g., "Thinking of ways to improve the quality of work provided to customers and/or co-workers"), and the fourth item asks about time and energy spent on initiating projects ("Thinking of ways to be more productive. Taking responsibility for initiating assignments and projects."). The four items designed to assess Control of Others reflects the interpersonal and intrusive nature of workaholism (e.g., "Checking on the accuracy of other people's work. Taking responsibility for the work of other people."). Both scales show adequate internal consistency (coefficient alpha=.74 and .82, respectively [82,83]). This measure showed some convergent and discriminant validity [82,83]. Its two scales were correlated with each other (r=.25). Also, the Non- Required Work and Control of Others scales correlated positively with hours worked (rs=.20 and .14, respectively), job involvement (rs=.18 and .31, respectively), and work-nonwork conflict (rs=.19 and .38, respectively). However, only the Non-Required Work scale correlated with needs for autonomy (r=.23) and affiliation (r=.26), and only the Control of Others scale correlated positively with self-monitoring (r=.32) and role ambiguity (r=.18), among a heterogeneous sample of 278 U.S. employees [82].
These measures overlap in conceptual contents of workaholism though there are a few differences, such as in wording of items. The main substantive difference is that the "workaholism behavior measure" emphasizes responsibility more than do the other measures. However, all measures appear to tap some aspect of lack of conscientiousness such as forgetting birthdays of significant others due to work. Also, work enjoyment and a sense of compulsive involvement with work are tapped by all measures. Of course, all of these measures are of a self-report type. Behavioral observation of work behavior is needed to more completely understand how well each of these measures tap workaholism behavior as it transpires.
There have been a few multi-variable integrative theoretical statements on the acquisition of workaholism. Piotrowski and Vodanovich [83] suggested that workaholic behaviors develop from a combination of individual factors (e.g., personality traits), home/ family characteristics (e.g. roles, responsibilities), and internal and external stressors, which do not typically interfere with everyday functioning (e.g., praise and more money are appreciated at work and home at first). Nevertheless, as time progresses, the combination of various individual and work-related factors combine and lead to more frequent and intense workaholic behaviors. Reinforcement of workaholic behavior leads to work-home life imbalance over time.
Ng, Sorensen, & Feldman [22] developed a more refined theoretical model. They suggested somewhat similarly that dispositions, socio-cultural experiences, and behavioral reinforcements lead to immediate precursors of workaholism. Dispositions they mentioned include achievement orientation and desire for higher self-esteem. Socio-cultural experiences include a stressful childhood (from which work can be an escape), vicarious learning at home and work (of workaholism), experience of peer competition at work, and deriving self-efficacy more at work than in other contexts. Behavioral reinforcements include tangible and intangible rewards, experience of a winner-takes-all system, and an organizational environment that drives overwork. Immediate precursors include: joy in working, guilt and anxiety when not working, obsession with working, and working (self-imposed) long hours which spill into personal life.
Influenced by the work of Ng and colleagues [22], Liang & Chu [85] proposed that obsessive compulsion, achievement orientation, perfectionism, and conscientiousness are key personality traits leading to workaholism; intrinsic work values and vicarious learning in the family are two components of personal inducements; and putting work ahead of family commitments, peer competition, and vicarious learning at the workplace constitute three organizational inducements.
There are a few empirical studies that discern etiology of workaholism. These provide some support the Piotrowski and Vodanovich [83], Ng and colleagues [22], and Liang & Chu [85] (overlapping) models of workaholism development. Regarding the disposition etiological perspective, a tendency to be overcontrolling is a prime example. Overcontrolling behavior and associated impaired communication are related to marital dissatisfaction stemming from workaholism [31,37,86]. Overcontrolling behavior likewise has been found to be associated positively with job involvement, stress, and work-nonwork conflict [81]. Thus, a tendency to overcontrol self and others appears to be a central characteristic of workaholism [87]. One may speculate that this behavioral tendency precedes the development of full-blown workaholism. Controllingness is consistent with a trait perspective of workaholism. Workaholism also includes positive traits such as high energy and achievement orientation; but also additional negative traits such as narcissism (grandiose sense of self), discrepancy perfectionism (not measuring up to one's own selfstandards of performance, or viewing co-workers as not measuring up to one's own standards of performance), tendency to blame others for work mistakes, neuroticism (insecurity), lower level of extraversion, and obsessiveness [16,31,56,88,89].
Libano, Llorens, Salanova, & Schaufeli [90] calculated a crosssectional structural model with university administrative staff as subjects (n=386). They suggested that their data supported a trait-like model of enthusiastic-type workaholism in which high self-efficacy leads to high autonomy (independent, self-controlled work output), high mental competence (capacity to do many tasks), and emotional competence (approaching work tasks objectively) which, in turn leads to subsequent workaholism. Mudrack [82] found that two aspects of obsessive-compulsive personality (being highly responsible and stubborn) were predictive of workaholism. To summarize the dispositional etiological perspective of workaholism, what appear to be both positive (e.g., high energy, responsible, capable) and negative (e.g., narcissism, controllingness, obsessive) traits are predictive of workaholism. I assume that the negative addictive features are associated with the negative traits.
There are a few empirical studies that provide support for the socio-cultural etiological perspective of workaholism. Some sociocultural variables that promote perfectionism, such as social modeling of workaholic behavior, or being instructed in the importance of the work ethic, are relatively likely to lead to workaholism, although workplace demands including high work intensity (large scope of responsibility, unpredictable flow of work) are separate from, and not predicted by workaholism [91]. In addition, some demographic variables may reflect socio-cultural experiences which facilitate or deter workaholism. For example, workaholism appears relatively less common among younger blue collar employees; that is, within a blue collar sample, work overload has been found to be associated with being driven but not with enjoyment of work [92]. Some authors have suggested that workaholism is more prevalent among females than males, in that females, at least in a sample of 211 journalists, were found to report feeling relatively driven to work but also feeling more exhausted [14]. Similar gender difference results were found by other researchers among varied professionals [11,93]. In addition, in another study, the authors found that workaholism impacted workto- family conflict among husbands of workaholic wives, but not wives of workaholic husbands (994 Japanese dual-earner couples [94]). On the other hand, males are relatively likely to work longer hours, interpreted by other researchers as thus being more workaholic [15]. Yet, one other study [16] failed to find a difference in work motives as a function of gender, age, race or age (n=297).
Finally, one study examined a behavioral reinforcement etiological perspective of workaholism [95]. Working style was examined. A tendency to stop working when one has "had enough" versus an evaluation of continuing to work if it is still enjoyable was found to be associated with workaholism [95]. That is, a tendency to work up to the point in which the job becomes punishing or working under a negative reinforcement contingency, may lead to workaholism. Working up to the point in which work is no longer enjoyable or under a positive reinforcement contingency is associated with work contentment or enthusiastic workaholism.
As one becomes more and more absorbed in work, a course of workaholism process may unfold. Diane Fossel [96] suggests three phases of workaholism, based on her clinical-research work. In the early stage, the worker takes on more work than can be accomplished and is constantly busy, sometimes neglecting significant others. In the middle stage, the worker distances from personal relationships and experiences some physical consequences such as loss of sleep and weight changes. In the late stage, the worker suffers more serious emotional and physical consequences. There is no longitudinal empirical work, to my knowledge, that demonstrates a progressive nature of workaholism. Future research should examine whether or not there exists empirical nomothetic support for the existence of stages of workaholism, with unique predictors of each stage, and different outcomes stemming from each stage.
Another model that may suggest a process of acquisition of workaholism is the PACE model of addiction specificity [97]. Addiction specificity pertains to how different addictive behaviors may develop as a function of four variables: pragmatics, attraction, communication, and expectations (the "PACE model"). Regarding pragmatics, for one to become workaholic, one first needs to be employed. One also needs to work in a setting within one has the opportunity to work long hours. Contrary to substance misuse, one does not need to engage in a transaction such as to exchange money for the drug. Conversely, one may receive extra money for working extra hard. One self-nurtures in this sense [32,33]. Regarding attraction, it is possible that there are persons relatively vulnerable who derive more of a "rush" from working than others [28]. They may or may not derive a similar rush if presented with the opportunity for other addictions (e.g., sex [34]). Regarding communication, it is likely that a vocabulary develops pertaining specifically to working that identifies a workaholic lifestyle (e.g., "burning the midnight oil", "doing an all-nighter", "stickler", "taskmaster"). Contrary to drug use, there likely is no need for use of code words to hide intent to engage in the addiction from others [97]. On the other hand, there may be a tendency for workaholics to hide their intent from significant others by downplaying what they are about to do (e.g., saying: "I just have to drop by the office for a moment or two." Finally, regarding expectations, even while not enjoying work anymore, the workaholic may still obtain moments of an addictive rush, perhaps when beginning a new assignment, or after being paid. Also, it is likely that the reinforcement value of alternative behaviors has diminished, as is the case with other addictions, and which makes controlling this behavior difficult [97]. Thus, one can envision the acquisition of workaholism along a PACE model pathway, which illustrates similarities and differences from other addictions.
In summary, the etiology of workaholism may be similar to other addictions in that certain traits such as a tendency to be compulsive and low self-esteem, socio-environmental variables such as a stressful childhood and vicarious learning, and a search for appetitive or behavioral reinforcement effects may lead to workaholism. Also, entrapment in and negative consequences of workaholism may be progressive, involving preoccupation, loss of control, with perhaps temporary satiation features [30]. Some variables such as high achievement orientation, does not fit nicely with some other addictions, such as drug addiction; thus, workaholism may demonstrate addiction specificity [97].
Prevention and treatment of workaholism
Prevention of workaholism could be considered from the level of society, the level of the organization or organizational roles, or at an individual level. From the level of society, a shift in cultural emphasis to the importance of work-personal life balance, making use of work closings during National holidays to promote the importance of recreational and family interests, and mass media campaigns that attempt to counteract workaholism could be completed (e.g., development of a "work smarter, not harder" campaign [55]). Little such work has been discussed in the academic literature, and no empirical studies are available.
From the level of the organization, use of Employee Assistance Programs, enforced vacations, development opportunities for better engagement or flexible roles [51,60], and management training to facilitate enjoyment in the job [46] may be of assistance to prevent as well as treat workaholism. Periodic assessments of work enjoyment at the workplace may assist in determining if workload needs to be decreased.
From the level of the individual, attempts to address characteristics of individuals that promote workaholism, or promoting opportunities for recreation that restrict work-personal life overlap may be helpful. For example, cognitive approaches such as instruction and practice of self-statements to assist in helping individuals decrease their tendency to try to control other workers (e.g., focusing on "keeping one's own side of the street clean") may assist in decreasing workaholism tendencies. Discount tickets to recreational events provided through the workplace also may provide a preventive function for individuals.
More targeted prevention also might be considered. For example, children of workaholics might be involved in group discussions, or might be taught how to monitor themselves for signs of developing workaholism (e.g., a tendency to work to achieve a "high", a tendency toward perfectionism, and favoring instrumental activity over relationships). Planning recreational time on a weekly calendar might be guided by a facilitator. Addressing issues pertaining to working to achieve a sense of normalcy might be discussed, possibly using an approach such as motivational interviewing (i.e., the person may need to realize a sense of normalcy regardless of work role). Providing peer norms on work patterns might help persons to decrease work hours (through realizing that their own behavior is non-normative). In addition, career selection methods might assist in matching cases of potential workaholism to jobs that might maximize enjoyment while permitting a healthy outlet for being hard-driving [10]. Finally, education on the progressive nature of workaholism-related consequences might help curb a developing pattern of workaholism (e.g., through use of a "talk show" curriculum activity format [98]).
To be able to treat workaholism, first clinical assessments might be completed. Robinson [69] suggested 10 warning signs of workaholism that might be used by clinicians to screen persons for treatment, which were synthesized from the clinical case studies. These warning signs include: (a) hurrying and staying busy, (b) need to control, (c) perfectionism, (d) difficulty with relationships (e) work binges, (f) difficulty relaxing and having fun, (g) brownouts or memory losses of conversations or trips to and from a destination because of exhaustion and mental preoccupation with planning and work effects of tuning out the present, (h) impatience and irritability, (i) self-inadequacy, and (j) self-neglect. Input from family and friends may be essential to validate clinical assessment of workaholism, particularly if the worker tends to deny difficulties with work that may stand out to others [31,69].
There are several potential means of treatment that could be used, that mirror those used with other addictions. For example, 12-step programming might be applied to persons suffering from workaholism. In 1983, one of the first formal efforts to create a fellowship around workaholism recovery began in New York when a corporate financial planner and a schoolteacher met. They formed Workaholics Anonymous (W.A.), using the Alcoholics Anonymous model, including perceiving workaholism as a disease. In their first meetings, spouses joined them and in retrospect was the first Work- Anon group, analogous to Al-Anon; in which family members of workaholics could seek recovery. On March 31, 1990, after a countrywide exchange of letters among several of the first W.A. groups, four W.A. members and two of their "Work-Anon" spouses converged to meet for the first time in St. John's Presbyterian Church basement in West Los Angeles. Having come from fellowships in New York, Los Angeles and San Diego, they titled their meeting the "Workaholics Anonymous First World Service Conference." The Workaholics Anonymous Book of Recovery [99], modeled after the Alcoholics Anonymous 12-step framework, was published in 2005.
As with other addictions, further treatment strategies that can or have been utilized with workaholics include use of one-on-one cognitive-behavioral treatment [25], motivational interviewing, holistic approaches, group therapy, family therapy [25,35,69], or even inpatient treatment that removes workaholics from a work environment for some period of time. Relevant cognitive-behavioral strategies might include instruction in environmental advocacy (how to get one's needs met within systems: setting realistic goals, seeking enjoyment with work, decision making for work-personal life balance), self-instructional training and cognitive restructuring (to help one better direct their purposeful thinking), and problem solving (considering the benefits and costs of alternatives to solving a problem, to assist in time management [45,98]). These cognitive-behavioral techniques could be utilized to help (a) reduce or redirect tendencies to be hard-driven in a relatively healthy, balanced direction, (b) select or control the tempo of work tasks so as to maximize enjoyment, and (c) modify organizational inputs to assist with drive and enjoyment tendencies.
Motivational Interviewing or MI [100] involves a series of procedures for therapists to help clients clarify goals and follow through with their efforts to change behavior. Motivation for change fluctuates over time, and addressing ambivalence to change is considered a key for facilitating behavioral change. It is most likely that this approach would be used with workaholics who are asked to seek out assistance due to negative consequences experienced by self or others. A key aspect of MI may involve providing accurate feedback on the workaholics's behavior and outcomes as an aid in altering selfand- other destructive work habits, which might also involve exploring the client's reinforcement history [35].
Holland [25] summarizes a variety of clinical therapy approaches (e.g., group, family) with the central assumption that the restoration of life balance is critical in healing workaholism. He asserts that a comprehensive (holistic) approach is important, which includes diet, exercise, sleep, relaxation techniques, stress management, assertiveness training, and inclusion of spiritual or existential issues, to assist emotional and physical damage due to overwork. Thus, health promotion as well as intra-psychic treatment may be important to counteract tendencies toward continuation of addiction to work.
Limitations, needs for future research and conclusions
There are numerous limitations in the state of research in this arena. First, there appears to be, at least prima facie, a lack of consensus on the definition or constituents of workaholism. From the lens of a negative consequential addiction, it would seem that feeling driven beyond the stated demands of the job to attempt to obtain an appetitive effect, a sense of lack of control over working, and suffering negative consequences as a result would qualify as a reasonable consensual definition, consistent with a generalized addiction model [30]. Second, assuming that there is a consensual understanding of what constitutes workaholism, prevalence data on general population samples (most previous and ongoing work involves convenience samples) using multiple measures [35] is needed to assist in gauging an accurate estimate of the extent of the problem. Current general population studies tend to rely on hours per week of working as a proxy measure [5]. Multiple types of data needed include self-report, collateral reports of family and coworkers, company health system utilization [66].
Third, and related to the second limitation, almost all empirical studies rely on a cross-sectional questionnaire, interview, or one-shot case study methodology of different working populations [8,15,21,66]. Thus, order of precedence among workaholism and variables associated with it can't be well-established. As an example, it becomes unclear to what extent that workaholism leads to marital estrangement, or marital estrangement leads someone to want to place a greater focus on work to achieve life satisfaction and stay away from the source of discomfort [101,102]. One exception to this methodology is a study by Snir & Zohar [17]. This study employed a self-report experiencesampling method (ESM), using a sample of full-time employees who completed the ESM forms at four random times during the day for one week. Results indicated that workaholism (defined as working 11.5 hours/day as the cut-off criterion; n=19 workaholics of 65 employees) was associated with continued cognitive engagement with work, accompanied by a preference for work over leisure activity and higher positive affect during work activity than during leisure activity. No significant differences were found between workaholics and nonworkaholics with regard to the likelihood of performing work-related activities during leisure activity, or in the levels of physical discomfort and negative affect during the weekend. This study suggested the depiction of the enthusiastic workaholic. The sample size was small, and it would have been preferable to have included other measures of workaholism. Other future research studies might extend on this ESM approach.
Fourth, there has been little research examining workaholism in the context of details of free time activities [65]. That is, it is not clear what workaholics do when they are not working. Some engage in other types of addictions, perhaps as a short-hand to recreation, distraction, or release (e.g., sex addiction [34]). One may conjecture that concurrent addictions operate. Even if such negative behaviors as sex addiction are not operative, research may reveal that one may engage in recreational activities workaholically. For example, one may practice playing chess two hours per day to become an advanced player-possibly placed on top of a workaholic occupation schedule, which could compound difficulties. Thus, investigation of the daily cycle of activity among workaholics is an important direction of research and a clear limitation in current research.
Fifth, there exists relatively little research on the etiology of workaholism [66], or the impact of workaholism throughout the lifespan [36]. Personality, socio-environmental factors, and learning/ reinforcement mechanisms need much examination. In particular, a better understanding of the impact of situational factors on feeling driven to work and enjoy¬ment of work would be desirable. For example, feeling driven to work might be exacerbated when societal (e.g., a high unemployment rate makes it difficult to find another job), cultural (e.g., if the culture values achievement over nurturing), or organizational factors (e.g., the organization values work over family) increase the focus on work [59]. Studies of etiology within different contexts may help provide inputs into advancements in workaholism prevention and treatment. One other future research need regarding the etiology of workaholism is to study how the different "subtypes" may be related to each other and to the construct. It might be possible, for example, that enthusiastic workaholism precedes subsequent negative consequences. That is, possibly for some individuals, at first workaholism "does something for" the employee and then later "does something to" the employee, as with other addictions. Retrospective, cross-sectional studies may not be able to best study this intra-individual "progression". Longitudinal work could suggest that these different subtypes fall along a time-dependent progression model. Alternatively, it is possible that these different subtypes reflect different phenomena with different etiologic pathways. Again, for prevention and treatment purposes, a workaholism concept that refers to a negative consequential process would appear important to understand.
Finally, outcomes research on prevention and treatment of workaholism would appear an important topic of future work. Current case study examples [69] provide some direction. Of course, advancement in applications depends in part on advancement in conceptual clarity, understanding of prevalence in different contexts, good measurement, and etiology with nomothetic empirical support.
It is hoped that this review provides a comprehensive look at the current status of workaholism derived from an exhaustive search of the peer review literature. I believe that an addictions model would be an appropriate one in which to achieve consensus because it has important implications for assessment, prevention, and treatment applications. In addition, it was the original observation and intent when the concept was coined [28]. Furthermore, such a framing will permit comparisons of workaholism with the massive research engaged in on some other addictions, particularly substance abuse and gambling [6]. It is feasible that similar neurobiological mechanisms (e.g., insufficient mesolimbic dopamine turnover), cognitive misperceptions (e.g., prevalence overestimates of the addictive behavior), micro-social processes (e.g., shared behavioral excess), and large social and physical environmental features (e.g., promotion by the mass media) operate for workaholism as with other addictions [98]. There is much "work" ahead; hopefully guided with some adequate personal time balance.
This paper was supported by a grant from the National Institute on Drug Abuse (DA020138).
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Brady BR, Vodanovish SJ, Rotunda R (2008) The impact of workaholism on work-family conflict, job satisfaction, and perception of leisure activities. The Psychologist-Manager Journal 11: 241-263.
Burke RJ, Fiksenbaum L (2009) Work motivations, work outcomes, and health: Passions versus addiction. Journal of Business Ethics 84: 257-263.
Brauchli R, Bauer GF, Hammig O (2011) Relationship between time-based work-life conflict and burnout. Swiss Journal of Psychology 70: 165-173.
Schaufeli WB, Taris TW, Rhenen WV (2008) Workaholism, burnout, and work engagement: Three of a kind or three different kinds of employee well-being? Applied Psychology 57: 173-203.
McMillan LHW, O'Driscoll MP (2004) Workaholism and health: Implications for organizations. Journal of Organizational Change Management 17: 509-519.
Salmela-Aro K, Nurmi J-E (2004) Employees' motivational orientation and well-being at work: A person-oriented approach. Journal of Organizational Change Management 17: 471-489.
Shimazu A, Schaufeli WB (2009) Is workaholism good or bad for employee well-being? The distinctiveness of workaholism and work engagement among Japanese employees. Industrial Health 47: 495-502.
Shimazu A, Schaufeli WB, Taris WT (2010) How does workaholism affect worker health and performance? The mediating role of coping. International Journal of Behavioral Medicine 17: 154-160.
Crawford ER, LePine JA, Rich BL (2010) Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology 95: 834-848.
Schaufeli WB, Bakker AB, Heijden FMMvd, Prins JT (2009) Workaholism, burnout and well-being among junior doctors: The mediating role of role conflict. Work & Stress 23: 155-172.
Kanai A, Wakabayashi M (2004) Effects of economic environmental changes on job demands and workaholism in Japan. Journal of Organizational Change Management 17: 537-548.
Bakker AB, Demerouti E, Burke R (2009) Workaholism and relationship quality: A spillover-crossover perspective. Journal of Occupational Health Psychology 14: 23-33.
Johnstone A, Johnston L (2005) The relationship between organizational climate, occupational type, and workaholism. New Zealand Journal of Psychology 34: 181-188.
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Robinson BE (1998) The workaholic family: A clinical perspective. The American Journal of Family Therapy 26: 65-75.
Taris TW, Schaufeli WB, Verhoeven LC (2005) Workaholism in the Netherlands: Measurement and implications for job strain and work-nonwork conflict. Applied Psychology 54: 37-60.
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Huang JC, Hu C, Wu TC (2010) Psychometric properties of the Chinese version of the workaholism battery. The Journal of Psychology 144: 163-183.
Schaufeli WB, Shimazu A, Taris TW (2009) Driven to work excessively hard: The evaluation of a two-factor measure of workaholism in the Netherlands and Japan. Cross-Cultural Research 43: 320-348.
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If you've been injured in an accident, you may be entitled to money compensation for your injuries and losses (medical bills, lost wages, pain and suffering). You may not need to hire an attorney, but you should get advice from an Experienced Personal Injury Attorney.
Tim Rayne focuses his entire law practice in Personal Injury Law and has been helping people who have been injured in accidents receive fair treatment and compensation from insurance companies for over 18 years.
Just wanted to thank you for your work on my personal injury case. I've got an education on the legal field and also on the medical field. You've earned my respect for what you do! I will give you a high recommendation if people need an injury lawyer.
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Lancaster county, sometimes nicknamed the "Garden Spot of America" or "Pennsylvania Dutch Country," is a county located in the south central part of the Commonwealth of Pennsylvania. The city of Lancaster is the county seat. The area that became Lancaster County was part of William Penn's 1681 charter. Six other counties were subsequently formed from territory directly taken, in part from Lancaster County: Berks, Cumberland, Dauphin, Lebanon, Northumberland, and York.


text:
Eddie Woods – Smugglers Train
Author : Eddie Woods
Publisher : Moloko Print, Schönebeck, Germany
Pages : 108, offset printed and perfect bound
Language : English (poems) & German (prose)
Translations (prose) : Pociao
Photos : Eddie Woods
Design & collages : Inga Tillere
Writer, poet and publisher Eddie Woods (New York, 1940) joined the US Air Force in 1960 to avoid being drafted by the army. Most of his 4-year-stint was spent in West-Germany, where he married twice after his honourable discharge from the air force in 1964. As a civilian he sold encyclopedias for a living while writing poems, essays and short stories in his spare time. In 1968 he left Germany for Asia. Woods travelled to Hong Kong, Singapore, Thailand, Bali, Sri Lanka and other corners of the East and held a variety of odd jobs there, such as restaurant manager, disc jockey and writer for the Bangkok Post. In those days he befriended countryman Tennessee Williams, with whom he travelled extensively through Malaysia. Briefly back in the West, Woods met Jane Harvey in London in 1973. That same year they returned to the East together and travelled there until 1976. Woods and Harvey cycled across large stretches of India, among other things, and both wrote for the Tehran Journal in that period. After having returned from their travels in 1976, Woods wrote a large number articles, poems and short stories for magazines and literary periodicals while living in the US and London. From Amsterdam, where they moved in 1978 and settled down a year later, Woods and Harvey edited three issues of Ins & Outs magazine. This magazine developed into Ins & Outs Press (Allen Ginsberg, William Levy, Gregory Corso and many others), and Ins & Outs Bookstore, which served as a hotbed of poetry and radical cultural activities. Woods has lived in Amsterdam since, where he has been active as a writer, poet, performer and organiser of poetry events.
'Smugglers Train' is a bilingual compilation of Eddie Woods' poetry and prose. His poems are published in English, his prose pieces have been translated into German by Pociao. The book contains a fine selection of Woods' literary works and combines them with some of his intimate b/w photos and collages by London based artist Inga Tillere, who also did a beautiful job designing this great new Moloko+ edition.


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StarzPlay Picks Up Comic Book Adaptation 'Deadly Class'
Post by: Dave Elliott
Amazon Channel StarzPlay has taken the UK broadcast rights to short-lived comic book series 'Deadly Class' it has been announced today.
'Deadly Class' is a coming-of-age drama set in a high school… except this is no educational establishment. This is Kings Dominion School for the Deadly Arts, the most brutal high school on earth, where the world's top crime families send the next generation of assassins to be trained. The story is set against the backdrop of late 80's counter culture, and centres around Marcus Lopez (Benjamin Wadsworth – 'Teen Wolf', 'Dad vs. Lad'), a young boy whose grades suck and is failing 'Dismemberment 101'. The jocks – who happen to be the children of Joseph Stalin's top assassin – are hassling his friends, and the girl he's crushing on has a double-digit body count… At this school, murder is an art, killing is a craft, and the dagger in your back isn't always metaphorical.
Along with Wadsworth, the cast also includes Benedict Wong ('Doctor Strange', 'Marco Polo', 'Philip K. Dick's Electric Dreams') as headmaster of the School for the Deadly Arts, Master Lin. Marcus's schoolmates include Lana Condor ('X-Men: Apocalypse') as Saya, María Gabriela de Faría ('Yo Soy Franky', 'Grachi') as Maria, Luke Tennie ('Shock and Awe') as Willie, Liam James ('The Killing', 'Psych') as Billy, and Michel Duval ('Unforgivable', 'Queen of the South') plays Chico.
The series is based on Rick Remender & Wes Craig's comic book and being shepherded by 'Avengers: Infinity War' directors, the Russo Brothers.
'Deadly Class' aired on Syfy in the US, but they cancelled it after 1 Season. That season will premiere in the UK on Amazon Channel StarzPlay as a boxset from Friday, 19th July 2019.
For those of you confused as to what is StarzPlay, it is an addition "add-on" channel you can get via Amazon Prime Video and Virgin Media. This as an additional service to the main Amazon & Virgin offering, and costs £4.99 a month. The channel is also home to Stephen King multiverse drama 'Castle Rock', the Brendan Gleeson/Harry Treadaway series 'Mr. Mercedes', and JK Simmons sci-fi series 'Counterpart', so now is an excellent time to subscribe.
Dave Elliott
Dave has over 20 years experience in the digital industry, and is founder and editor of Geektown. Obviously a huge geek himself, he can often be found in front of the latest tv show or movie, on various video games, or with his head in a comic book.
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These classes offer unique experiences that don't run as long as normal groups. These will change throughout the year, so make sure to join them when you can! They happen most Wednesday evenings on the Garden campus from 6:30pm to 8:00pm.
Please invite friends and family to these classes to get more equipped in their relationship with Jesus and service in the kingdom!
Patty Gray will continue the 9-week series for women on the "The Happy Intercessor" book from Beni Johnson at Hope Village, Room G.
Pastor Rob Allison will continue hosting "Kingdom Healing" at Hope Village, Room H where several team members will be available to pray for healing and to minister to people prophetically.


Basically, you are creating a loose partnership when it comes to web marketing. The parent company might not offer much assistance, but you still must put in the hard work. Both you and your partner will benefit once you learn how to work with their audience. The success of this arrangement will require more than just hard work. This advice may help you in your online ventures.
It is a good idea to explain to your readers that you are an affiliate marketer to your customers so as to establish trust. Transparency is always appreciated, particularly in the field of web marketing. Visitors who feel that you are honest are more likely to use you for a referral.
TIP! One way to get started in the affiliate marketing game is to sell a group of themed products from different vendors. Implementing several affiliate programs that are related gives your target audience a greater selection of products to choose from.
It's best to connect with affiliates who are the right fit for you or specifically, working with those who provide products that you wouldn't mind selling. You can diversify your income sources if you connect with a wide range of networks. When considering affiliates, research the company before you agree to work with them. Be sure to find out about the company and their products.
If you want a great boost in affiliate advertising, promote through other programs that are targeting the same audience. Implementing several affiliate programs that are related gives your target audience a greater selection of products to choose from.
Using text services will help affiliates to do well and earn commissions. Text services are still at their infancy, but a large number of affiliates are already using this method to stay connected with their customers and to promote special offers.
TIP! Marketing the web's most in demand products may not be the best for you as an affiliate. You want to have quality products but it does not mean that you will be popular.
Always be upfront about the fact that you are in the affiliate promotion business. Inform them about your affiliations and give them some idea of the purpose of your website. If your visitors are suspicious about your affiliation with the merchant, they may elect cut you out of the transaction altogether by going straight to the retailer.
TIP! Text services can be very helpful in affiliate marketing. Texting can be a very good way to keep customers up to date with products and services, and there are many businesses that use these services everyday.
You can use online marketing programs to successfully market your business. Affiliate marketing programs tend to be more effective for generating traffic and sales than other more popular advertising strategies such as banner ads. The usability of a website and the commission are the most important parts of choosing a affiliate.
You need to be well educated in the field of online marketing to make large amounts of money. You need to push your website as high up the search engine results pages as you can. You will land better affiliates and earn more income.
TIP! Be sure to only conduct business with affiliate companies that are fair and generous with their commission offers. You should not go for less than 20% commission on items.
If using banner ads, put an interesting question or piece of trivia in one, and set it up so readers need to click over to your site for the answer. Most internet surfers will likely not resist the click temptation of that banner. You can offer a reward for visitors who provide correct answers to your trivia questions.
Don't select affiliate products by a scattershot, "more is always better" approach. Your customers will appreciate a thoughtful approach that identifies real needs. Low-click approaches can work for cheaper products. The more expensive a product is, the more focused your selling efforts must be.
One popular scam depends on affiliates using a tracking system that favors them. Only use legitimate tracking systems with good reputations to avoid these scams.
TIP! The most effective affiliate companies support affiliates and assist in cross-selling products. Most companies who work with affiliates are very knowledgeable.
If you desire to achieve success in online marketing, you must make your content stay relevant. It is important to stay current on new tools offered by your affiliate programs. At any given time, there are dozens of helpful new tools and resources that can improve the quality of your online marketing program by making your advertisements more effective.
Your goal is know your target market and determine the best ways to meet their needs; not to lure potential buyers away from another website and entice them to visit yours. Following the advice provided gives a little insight as to how some of the greatest internet marketing minds became huge successes.