Workaholism – conditions, consequences, counteraction in the context of organizational management

The purpose of this article is to present the phenomenon of workaholism as one of the many risks associated with organizational management policies.The paper assesses the consequences of the phenomenon in organizational, family, health and interpersonal aspects.Design/methodology/approach: The article is a theoretical analysis of the phenomenon of workaholism in the context of organizational management.Workaholism is analyzed both through the prism of the causes and mechanism of formation, as well as the possible health, social and family consequences.The study uses secondary data taken from public statistics, thematic reports and scientific research.Available domestic data were used to illustrate the phenomenon, and foreign data were also referenced for comparative purposes.Findings: the phenomenon of workaholism, posing a major threat to the effectiveness and efficiency of the activities undertaken, should be one of the main determinants of the organization's management policy.Practical implications: the negative consequences of workaholism and the danger associated with social approval of increasing working hours, implies the need for research into the scale of the phenomenon and the identification and implementation of countermeasures in organizations.Difficulties in defining the phenomenon and contentious issues regarding the classification of workaholism should not be a reason for limiting research in this area.Social implications: To draw attention to the problem of workaholism in organizations, especially corporations, and to point out the need to take specific measures to prevent it.Originality/value: The article evaluates workaholism in the context of its consequences for the individual and the oraganization, and identifies examples of preventive measures.The article is aimed at employees of the organization to raise awareness of the risk of work addiction and managers to improve the work environment to protect the organization from the consequences, including the costs of workaholism.