要停还是不停，这是个问题：关于工作狂和工作投入者的坚持和工作情绪。
To stop or not to stop, that's the question: about persistence and mood of workaholics and work engaged employees.
机构信息
Department of Work and Organizational Psychology, Utrecht University, PO 80140, 3508, Utrecht, The Netherlands.
出版信息
Int J Behav Med. 2011 Dec;18(4):361-72. doi: 10.1007/s12529-011-9143-z.
BACKGROUND
Although workaholics and work engaged employees both work long hours, they seem to have a different underlying motivation to do so. The mood as input model might offer an explanation for the difference in work persistence of these employees. This model suggests that the interplay of mood and "persistence rules" (enough and enjoyment rules) may lead to different kinds of persistence mechanisms.
PURPOSE
The aims of this study are to present a scale for measuring persistence rules, the Work Persistence rules Checklist (WoPeC), to analyze its psychometric properties and to test the mood as input model in relationship with workaholism and work engagement.
METHOD
Structural equation modeling was used to analyze the data.
RESULTS
Results of a confirmatory factor analysis in study 1 provided support for the hypothesized factor structure of the WoPeC. In study 2, it appeared that the use of an enough and an enjoyment rule for determining when to continue working is related to workaholism and work engagement, respectively. Furthermore, it was hypothesized and found that negative mood is related to workaholism, whereas positive mood is associated with work engagement. The expected interactions between mood and persistence rules on workaholism and work engagement were not demonstrated.
CONCLUSION
Mood and persistence rules seem relevant for explaining the difference between workaholism and work engagement.
背景
虽然工作狂和工作投入的员工都工作很长时间，但他们似乎有不同的内在动机。情绪作为输入模型可能可以解释这些员工在工作坚持性方面的差异。该模型表明，情绪和“坚持规则”（足够和享受规则）的相互作用可能导致不同类型的坚持机制。
目的
本研究旨在提出一种衡量坚持规则的量表，即工作坚持规则检查表（WoPeC），分析其心理测量学特性，并检验情绪作为输入模型与工作狂和工作投入的关系。
方法
采用结构方程模型对数据进行分析。
结果
研究 1 中的验证性因子分析结果支持 WoPeC 假设的因子结构。在研究 2 中，似乎足够和享受规则用于确定何时继续工作与工作狂和工作投入分别相关。此外，研究假设并发现，消极情绪与工作狂有关，而积极情绪与工作投入有关。情绪和坚持规则对工作狂和工作投入的预期交互作用并未得到证实。
结论
情绪和坚持规则似乎与解释工作狂和工作投入之间的差异有关。
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