Popa, Ion; Ș e an, Simona Că ălina; Albu, Că ălina Flo en ina; Popa, Ș e an Că ălin;
Vlad, C is ian
A icle
The impac o na ional cul u e on employees' a i udes
owa d hea y wo k in es men : Compa a i e app oach
Romania s. Japan
Am i ea u Economic Jou nal
P o ided in Coope a ion wi h:
The Bucha es Uni e si y o Economic S udies
Sugges ed Ci a ion: Popa, Ion; Ș e an, Simona Că ălina; Albu, Că ălina Flo en ina; Popa, Ș e an
Că ălin; Vlad, C is ian (2020) : The impac o na ional cul u e on employees' a i udes owa d hea y
wo k in es men : Compa a i e app oach Romania s. Japan, Am i ea u Economic Jou nal, ISSN
2247-9104, The Bucha es Uni e si y o Economic S udies, Bucha es , Vol. 22, Iss. Special Issue No.
14, pp. 1014-1029,
h ps://doi.o g/10.24818/EA/2020/S14/1014
This Ve sion is a ailable a :
h ps://hdl.handle.ne /10419/281540
S anda d-Nu zungsbedingungen:
Die Dokumen e au EconS o dü en zu eigenen wissenscha lichen
Zwecken und zum P i a geb auch gespeiche und kopie we den.
Sie dü en die Dokumen e nich ü ö en liche ode komme zielle
Zwecke e iel äl igen, ö en lich auss ellen, ö en lich zugänglich
machen, e eiben ode ande wei ig nu zen.
So e n die Ve asse die Dokumen e un e Open-Con en -Lizenzen
(insbesonde e CC-Lizenzen) zu Ve ügung ges ell haben soll en,
gel en abweichend on diesen Nu zungsbedingungen die in de do
genann en Lizenz gewäh en Nu zungs ech e.
Te ms o use:
Documen s in EconS o may be sa ed and copied o you pe sonal
and schola ly pu poses.
You a e no o copy documen s o public o comme cial pu poses, o
exhibi he documen s publicly, o make hem publicly a ailable on he
in e ne , o o dis ibu e o o he wise use he documen s in public.
I he documen s ha e been made a ailable unde an Open Con en
Licence (especially C ea i e Commons Licences), you may exe cise
u he usage igh s as speci ied in he indica ed licence.
h ps://c ea i ecommons.o g/licenses/by/4.0/
AE
The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k
In es men : Compa a i e App oach Romania s. Japan
1014 Am i ea u Economic
THE IMPACT OF NATIONAL CULTURE ON EMPLOYEES' ATTITUDES
TOWARD HEAVY WORK INVESTMENT:
COMPARATIVE APPROACH ROMANIA VS. JAPAN
Ion Popa1
*
, Simona Că ălina Ș e an2, Că ălina Flo en ina Albu3,
Ș e an Că ălin Popa4 and C is ian Vlad5
1)2)3)4)Uni e si y o Economic S udies, Bucha es , Romania
5)Uni e si y o Economic S udies, Bucha es ,
Romania and Nagaoka Uni e si y o Technology, Nagaoka, Japan
Please ci e his a icle as:
Popa, I., Ș e an, S.C., Albu, C.F., Popa, Ș.C. and Vlad,
C., 2020. The Impac o Na ional Cul u e on
Employees' A i udes Towa d Hea y Wo k In es men :
Compa a i e App oach Romania s. Japan. Am i ea u
Economic, 22(Special Issue No. 14), pp. 1014-1029
DOI: 10.24818/EA/2020/S14/1014
A icle His o y
Recei ed: 29 June 2020
Re ised: 7 Augus 2020
Accep ed: 9 Sep embe 2020
Abs ac
This pape aims o s udy he hea y wo k in es men ’s associa ion wi h di e en o ms o
mo i a ion, as well as he posi i e o nega i e e ec s o his in es men on a pe sonal and
p o essional le el, in he con ex o wo e y di e en na ional cul u es: Romania and
Japan. A ques ionnai e-based su ey in ol ing 822 employees in bo h Romania and Japan
was ca ied ou o da a collec ion. The main esul s, ob ained h ough s uc u al equa ion
modeling, sugges ha in insic mo i a ion could lead Romanian and Japanese employees
o inc ease hei in es men o ime and e o in wo k. On he o he hand, he in ensi y o
wo k will be posi i ely e lec ed in hei job sa is ac ion and p o essional pe o mance and
will lead o educ ion in wo k- amily con lic and u no e in en ion, while he massi e
in es men o ime will ha e opposi e consequences. All hese ela ionships a e s a is ically
di e en o employees in Romania and Japan, hus suppo ing he mode a ing e ec o
na ional cul u e. These esul s could be use ul o bo h employees and manage s in Romania
and Japan o decide on he ime and e o should be in es ed in wo k, conside ing bo h
hei posi i e and nega i e e ec s o employee and o ganiza ion.
Keywo ds: hea y wo k in es men , mo i a ion, cul u e, job sa is ac ion, wo k
pe o mance, Romania, Japan.
JEL Classi ica ion: D83, I23, J01, J23, J24, J28
*
Co esponding au ho , Ion Popa – e-mail: [email p o ec ed]
Hea y Wo k In es men : A Good o Bad Phenomenon?
AE
Vol. 22 • Special Issue No. 14 • No embe 2020 1015
In oduc ion
The cu en economy is in luenced by a ious phenomena which ha e he e ec o apidly
changing s a egic o ganiza ional wo kings and ope a ional ini ia i es. These changes a e
signi ican o employees and hey o en ansla e in o wo ks and o ganiza ional
modi ica ions, in e ms o in ensi y, complexi y and e en he na u e o he asks o be
pe o med. As a esul , employees need o in es signi ican esou ces o inc eased
pe o mance and e iciency. Resea che s (Sni and Ha paz, 2012) ha e analyzed his ype
o employee in es men and ca ego ized i unde he name as “Hea y Wo k In es men ”
(HWI). In es o s in hea y wo k a e conside ed o be hose employees who spend a
conside able amoun o ime, bu also he physical and men al ene gy in hei wo k
(Houl o , e al., 2014).
As di e en coun ies display di e en cul u al alues, no ms and beha io s, which, in u n,
can a ec hei wo k alues, no ms and beha io s (e.g., he Japanese belie e ha e o and
in es men in wo k can b ing p ospe i y, heal h, and happiness) (Shkole and Kimu a, 2020),
HWI is pe cei ed di e en ly, depending on he cul u al cha ac e is ic o each na ion. On he
o he hand, o ganiza ions need o iden i y how each employee in es s in hei wo k and adap
hei engagemen and mo i a ion sys em acco dingly. O ganiza ional suppo (OS) is
associa ed wi h HWI (Schau eli, 2016) and i is expec ed o u n employee labo in es men
in o posi i e esul s. The e o e, al hough he employee a i udes and inclina ions owa ds HWI
a e in luenced by a mul i ude o ac o s ela ed o will, sel -mo i a ion and pe sonali y, a
a ie y o o ganiza ional and ex e nal en i onmen al ac o s also in e ene o a la ge ex en .
HWI is an inc easingly isible phenomenon, bu i has no ye been ully analyzed om he
pe spec i e o he ac o s ha de e mine i , bu especially om ha o he consequences.
The pu pose o his pape is o analyze d i e s o HWI in wo e y di e en cul u es
(Romania and Japan), as well as he posi i e bu also nega i e e ec s o his in es men on
hei amily and o ganiza ional ela ionships. I is also in en o de e mine whe he hese
ela ionships a e di e en in Romania and Japan, o hey a e mode a ed by he
o ganiza ional suppo pe cei ed by he employees and emo e wo king condi ions.
The es o he pape p oceeds as ollows: In he i s chap e , he heo e ical amewo k is
p esen ed, including heo e ical and empi ical a gumen s ha suppo s he esea ch
hypo heses. The second chap e e e s o he me hodological design, while he hi d sec ion
includes he esul s ob ained h ough s uc u al equa ions modelling, including es ing o
esea ch hypo heses. The las pa o he pape includes conclusions, implica ions and main
limi s o he esea ch.
1. Theo e ical amewo k and hypo heses de elopmen
1.1. Hea y Wo k In es men
Due o i s po en ial esul s o indi iduals, bu also on he le el o wo k pe o mance (WP) and
job sa is ac ion (JS) (Sni and Ha paz, 2012), HWI is a signi ican phenomenon o mode n li e.
The HWI p ocess is in luenced by bo h social and psychological ac o s, and i esul s in
ce ain possible indi idual and o ganiza ional ou comes (As akho a and Hogue, 2014).
In he li e a u e, he e a e se e al pe spec i es om which he meaning o HWI is iewed.
Mos commonly, he ypes o HWI conside ed a e (Shimazu, e al., 2015): wo k addic ion (o
wo kaholism) and wo k engagemen . O he esea che s (Sni and Ha paz, 2012) indica ed wo
AE
The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k
In es men : Compa a i e App oach Romania s. Japan
1016 Am i ea u Economic
o he majo ypes o HWI: (1) si ua ional ype (e.g., based on inancial need and employe -
o ien ed) and (2) disposi ional ype (e.g., wo k addic ion, de o ion, and wo k engagemen ).
Resea ch in he ield o wo k addic ion is o g ea in e es . Wo k addic ion is associa ed
wi h an excessi e ime commi men (Beek, 2009), mo e p ecisely wi h wo indica o s:
o e load and ime p opo ion (Schau eli, Shimazu and Ta is, 2009). Wo k engagemen is
de ined as a posi i e, wo k- ela ed mood ha is cha ac e ized by igo , passion, dedica ion,
and in ol emen (Schau eli, e al., 2002).
Bo h ypes o HWI analyzed mainly in he li e a u e, namely wo k addic ion and wo k
engagemen , a e cha ac e ized by la ge pe sonal in es men in hei wo k om he employee
side, in e ms o ime and e o (Shimazu, e al., 2015). Mo eo e , in di e en cul u es, he e
may be connec ions be ween wo k addic ion and wo k engagemen . Fo ins ance, some
au ho s, analyzing he Japanese con ex , ha e poin ed o ha wo k addic ion and wo k
in ol emen a e posi i ely ela ed, bu in a week manne (Shimazu and Schau eli, 2009).
1.2. Mo i a ion and HWI
Mo i a ion is a psychological o ce ha gene a es complex cycles o goal-di ec ed hough
and beha io (Shkole and Zu , 2019). Wo k mo i a ion is mos ly ca ego ized in o wo
ypes, in insic (IM) and ex insic mo i a ion (EM), showing ha di e en incen i es ha e
a dis inc impac on employee mo i a ion (Ku anchie-Mensah and Amponsah-Tawiah,
2016).
O e ime, a ious ypes and mo i a ional o ms ha e been analyzed in he li e a u e
ega ding hei in luence on HWI. Howe e , se e al s udies in es iga ed he esul s and
e ec s o ypes o IM and EM. In e ms o IM, mo i a ion is linked o posi i e aspec s o
well-being, such as wo k engagemen and wo k enjoymen (Riche , Blancha d and
Valle and, 2002). Rega ding he EM, e en hough p e ious s udies ha e demons a ed he
posi i e connec ion be ween his ype o mo i a ion and HWI, he e a e also s udies ha
claim he opposi e. Fo ins ance, Sca u i Ko alchuk, e al. (2019) a gued ha when wo k-
ela ed mo i a ion is ex e nally egula ed, employees pe cei e hei ac ions as being
di ec ly con olled by o ganiza ion, and ha can ha e nega i e e ec s on subsequen
pe o mance and employee engagemen .
Be ween he wo coun ies which ep esen he main objec o s udy o his pape (Romania
and Japan), he e a e signi ican di e ences ega ding he mo i a ional sys em and how
people pe cei e mo i a ion. Romanian employees a e dominan ly mo i a ed by sala y, job
secu i y and incen i es (Hause , 2014) and he mos impo an mo i a ional ac o s om
he Romanian employee poin o iew a e: job au ho i y, esponsibili y and au onomy, job
s abili y and p o essional de elopmen (Cășuneanu, 2011; Simion-Melin e, Giu giu and
Ab udan, 2015). Ne e heless, i appea s ha he s onges ac o s o mo i a ion o
Romanian employees a e ela ed o inancial gain (Achim, D agolea and Bălan, 2013). By
compa a ion, in he Japanese con ex , employees may e en be dissa is ied when hey
ecei e only ma e ial ewa ds, because ecei ing his kind o ewa ds implies ha hey need
o wo k ha de o ge ma e ial ewa ds again in he u u e (Zhao and Pan, 2017). Acco ding
o Liu and Zhao (2006), Japanese o ganiza ions a e cha ac e ized by a high spi i o
ha mony, and he mo i a ion o Japanese employees mus be ela ed o s eng hening he
sense o eam uni y and solida i y. Mo eo e , a i udes such as wo king ha d and doing
one’s bes a e s ongly p omo ed and a e ecognized as alues in he Japanese socie y.
Hea y Wo k In es men : A Good o Bad Phenomenon?
AE
Vol. 22 • Special Issue No. 14 • No embe 2020 1017
The employees o Japanese o ganiza ions always exhibi high le els o mo i a ion and a e
o ien ed owa d high achie emen and pe o mance (Haghi ian, 2010). Hence, conside ing
all abo e:
H1: EM will be posi i ely associa ed wi h HWI – TC.
H2: EM will be posi i ely associa ed wi h HWI – WI.
H3: IM will be posi i ely associa ed wi h HWI – TC.
H4: IM will be posi i ely associa ed wi h HWI – WI.
1.3. Ou comes o HWI
The ou comes o HWI we e di ided di e en ly in he li e a u e. The model p oposed by
Sni and Ha paz (2012), di ided he ou comes o HWI as ollows: (1) as ha ing
posi i e/mixed/nega i e na u e, (2) in he sho /in e media e/long e m, and (3) o he
indi idual, o his/he amily, and o his/he wo kplace. Acco ding o Houl o , e al.
(2014), depending on he ype o passion unde lying HWI, indi idual ou comes can be
posi i e (e.g., ha monious passion leads o JS and WP) o nega i e (e.g., obsessi e passion
leads o dep ession and wo k- amily con lic (WFC). The p esen s udy conside s ou
ou comes o HWI, namely o e all JS, WP, WFC and u no e in en ion (TI).
O e all job sa is ac ion. O e all job sa is ac ion is a psychological s a e ha is a ec ed no
only by o ganiza ional ac o s, bu also by he belie s o he indi idual employee (Sh agay
and Tzine , 2011). Acco ding o Houl o , e al. (2014) o e all sa is ac ion is in luenced by
ha monious passion. The e a e also s udies aimed a in es iga ing he in luence o HWI
ypes on JS. Fo example, he esul s o he s udy conduc ed by Su (2019) ha e
demons a ed ha wo k addic ion is nega i ely ela ed o JS, while employee engagemen is
posi i ely ela ed o JS. Because JS posi i ely in luences o ganiza ional commi men
(Bu lea-Șchiopoiu, 2007; Podsako , LePin and LePin, 2007), i can be ega ded as a
posi i e ou come o HWI. The e o e:
H5: HWI – TC will be posi i ely associa ed wi h JS.
H6: HWI – WI will be posi i ely associa ed wi h JS.
Wo k pe o mance. Wo k- ela ed pe o mance ep esen s he highes le el o employee
esul s, which equi es he alloca ion o signi ican esou ces o ime and e o . Acco ding
o B own and Leigh (1996), supe io pe o mance can be buil h ough g ea e in ol emen .
The ela ionship be ween HWI and pe o mance has been s udied by nume ous esea che s.
The e is a posi i e connec ion be ween engagemen and pe o mance, acco ding o a ious
esea ch esul s (Shimazu, e al., 2015). Howe e , e en i i is di icul o achie e,
pe o mance is a posi i e esul o HWI. The e o e, he ollowing hypo heses eme ge:
H7: HWI – TC will be posi i ely associa ed wi h WP.
H8: HWI – WI will be posi i ely associa ed wi h WP.
Wo k- amily con lic . Wo k- amily balance is essen ial o bo h employee well-being and
he long- e m p oduc i e in e es o he economy (Lee, McCann and Messenge , 2007).
Some au ho s (Di S e ano and Gaudiino, 2018) ha e shown ha wo k addic ion is
posi i ely associa ed wi h WFC, in bo h wo k- o- amily and amily- o-wo k di ec ions,
while engagemen was nega i ely associa ed wi h bo h di ec ions o con lic be ween wo k
and amily. By ocusing on ex e nal and in e nal ac o s in ela ion o wo k enjoymen , one
o he a iables chosen by Shkole , Rabenu and Tzine (2017), was WFC. The esul s

AE
The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k
In es men : Compa a i e App oach Romania s. Japan
1018 Am i ea u Economic
indica ed a nega i e ela ion be ween WFC and Wo k Enjoymen . In he end, WFC
ep esen s a nega i e ou come o HWI, which on he o he hand may lead o a highe
ma e ial s anda d o li ing (Sni and Ha paz, 2012). The e o e:
H9: HWI – TC will be nega i ely associa ed wi h WFC.
H10: HWI – WI will be nega i ely associa ed wi h WFC.
Tu no e in en ion. TI is a psychological ou come o excessi e job demand and oo ew job
supplies. I is also a nega i e psychological s a e in which he employee ocuses on
a oiding nega i e consequences a he han acing posi i e ones (Ahmed and Khan, 2015).
O e ime, TIs a e expec ed o ansla e in o he ce ain y o u no e (Riche , Blancha d
and Valle and, 2002) and hey a e, he e o e, conside ed o be nega i e ou comes o HWI.
By demons a ing ha job au onomy and social suppo a e nega i ely associa ed wi h TIs,
Kim and S one (2008) s a ed ha TI should be iewed as an HWI ou come o expe iencing
di e en job condi ions. Acco ding o Houl o , e al. (2014), wo ke s who equen ly
expe ience dep essi e symp oms should ha e highe le els o TIs. The e o e:
H11: HWI – TC will be nega i ely associa ed wi h TI.
H12: HWI – WI will be nega i ely associa ed wi h TI.
Mo eo e , conside ing all abo e, we assume ha :
H13: HWI (TC and WI) media es he ela ionship be ween mo i a ion (EM and IM) and
HWI ou comes (JS, WP, WFC and TI).
1.4. Cul u al pe spec i e on HWI
Di e en pe cep ions o HWI a ise om speci ic cha ac e is ics o his o y, economy, and
he de elopmen pe spec i es o each na ion, bu also om common concep ions and
sha ed unde s andings o he meaning and impo ance o wo k. The cul u al di e ences
impac he way hea y wo k in es o s pe cei e and e alua e hei expe iences (Di S e ano
and Gaudiino, 2019). Recen ly, Shkole and Kimu a (2020) ound ha a ious cul u al
pe cep ions can mode a e he ela ionship be ween mo i a ion and HWI ou comes (e.g., TC
and WI). Acco ding o Sni and Ha paz (2006), bo h na ional cul u e and he cha ac e is ics
o he employmen sec o p o ide he mos common explana ions o na ional-le el
di e ences in e ms o indi idual wo k alues, a i udes and beha io owa d HWI.
The indings o di e en esea ch sugges ha he a i ude o employees owa ds in es ing
in ime o e o di e s om one coun y o ano he , depending on ce ain cha ac e is ics
ha unde lie cul u al uniqueness. Acco ding o Sni and Ha paz (2009), ime in es men in
wo k is hea ie in socie ies whe e a e impo an su i al alues compa ed wi h hose
os e ing sel -exp ession alues. Shkole , Rabenu and Tzine (2017), emphasized ha
in es men s o bo h ime and ene gy mani es hemsel es comple ely di e en in di e se
cul u es, pa icula ly be ween Wes and Eas , highligh ing ha in a wes e n cul u al con ex
he wo k is seen by employees as a place o enjoymen and sel - ul illmen , which is
di e en om he eas e n cul u al con ex . Howe e , he e a e also simila i ies be ween
coun ies wi h diame ically opposed cul u es, bu which ha e he same pe cep ions o
HWI. Fo example, Sni and Ha paz (2006) ound ha he e a e simila i ies be ween Japan
and Ame ica in e ms o HWI, because bo h coun ies sha e he same le el o o ien a ion
owa ds ime commi men .
Hea y Wo k In es men : A Good o Bad Phenomenon?
AE
Vol. 22 • Special Issue No. 14 • No embe 2020 1019
Se e al in es iga ions ha e p o ed ha a e c oss-cul u al di e ences conce ning HWI.
Conduc ing an analysis on 20 coun ies, including Japan, Sni and Ha paz (2012) ha e
ound ha wo k in es men is hea ie in socie ies whe e su i al alues a e impo an .
Ano he s udy, conduc ed by Hu, e al. (2014) which analyzed he di e ences be ween
employees om Wes e n Eu ope (e.g., Ne he lands, Finland and Spain) and om Eas e n
Asia (e.g., China and Japan) in e ms o engagemen and wo k addic ion le el, e eals ha
le els o engagemen we e highe in Wes e n coun ies han in Eas e n coun ies, while he
le els o wo k addic ion we e highe in Eas e n coun ies han in Wes e n coun ies (e en
hough Japanese had he lowes le els o wo k addic ion). The e o e:
H14: The abo e ela ionships will be di e en o Romania and Japan.
1.5. HWI and o ganiza ional suppo
OS is no jus abou ecognizing me i s h ough ma e ial ewa ds. I can in luence HWI,
bo h in e ms o ime and e o , especially h ough he deg ee o s abili y o he
psychological and mo al suppo included in he mo i a ional sys em. Acco ding o B own
and Leigh (1996) an en i onmen ha is pe cei ed as psychologically sa e, s able and
meaning ul by employees, is ela ed o g ea e commi men o ime and ene gy in he wo k
o he o ganiza ion.
Resea ch has shown a s ong impo ance o OS in ans o ming HWI in o posi i e esul s
(i.e., job sa is ac ion and pe o mance) (Beek, 2009). Acco ding o some au ho s
(Con e so, e al., 2019), job esou ces, as physical, psychosocial o o ganiza ional
dimensions o wo k (e.g., job secu i y, ca ee oppo uni ies, wo k clima e and ask
signi icance), a e p o ided by OS, and can be ex emely mo i a ing (bo h in insically and
ex insically) and lead o engagemen and indi ec ly sus ain bo h WP and JS. Simila ly,
B own and Leigh (1996) ha e s a ed ha pe cep ions ela ed o a mo i a ing and inclusi e
psychological clima e a e ela ed di ec ly o job in ol emen and indi ec ly o e o (i.e.,
TC and WI) and pe o mance.
Se e al s udies ha e explo ed he in luence o some ypes o HWI on he nega i e esul s o
his ype o in es men . A signi ican posi i e associa ion was obse ed be ween wo k
addic ion and TI (Beek, 2009) and be ween engagemen and TI (Beek, e al., 2014). Some
s udies (Shimazu and Schau eli, 2009) demons a ed ha wo k addic ion is posi i ely
associa ed wi h ill-heal h (e.g., psychological dis ess) and TI, and nega i ely associa ed
wi h job and li e sa is ac ion (led by WFC) and pe o mance, while engagemen is
nega i ely associa ed wi h TI and ill-heal h, and posi i ely associa ed wi h job and li e
sa is ac ion and WP. E en i some s udies (Wayne, Sho e and Liden, 1997) showed ha
pe cei ed OS was nega i e in ela ion o nega i e ou comes o HWI, he deg ee o which
he o ganiza ion ca es abou employee well-being and alues hei con ibu ions
(Eisenbe ge , e al., 1986), a enua es o some ex en he nega i e in luence o HWI on
WFC and TIs. The e o e, he ollowing hypo heses eme ge:
H15: The abo e ela ionships will be di e en o he employees ecei ing low o high OS.
AE
The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k
In es men : Compa a i e App oach Romania s. Japan
1020 Am i ea u Economic
1.6. HWI in social dis ancing condi ions
Many o ganiza ions explo ed emo e wo k oppo uni ies o hei employees, bu ew
implemen ed such ini ia i es p io o COVID-19. Following he ecen sp ead o COVID-19
and being o ced o conside emo e wo k and al e na i e employmen oppo uni ies,
co po a es ha e apidly shi ed o u ilizing a combina ion o digi al echnologies in o de o
p o ide exis ing and incoming employees pla o ms o collabo a ion, co-c ea ion and
engagemen away om he buil en i onmen o hei physical o ices. As a esul , he
numbe o in e nal mee ings and he amoun o o e ime ha e dec eased, while engagemen
and he willingness o lea n and adap o wo king wi h mode n echnology has inc eased.
The numbe o o ganiza ions u ilizing collabo a i e echnology, digi al wo ke s, Robo ic
P ocess Au oma ion (RPA), A i icial In elligence (AI), Deep Lea ning and Blockchain
along wi h human alen is on a apid inc ease, as a esul o elewo king.
H16: The abo e ela ionships will be di e en depending whe he he wo k had o be
adap ed o social dis ancing condi ions.
2. Me hods
This pape ocuses on he posi i e and nega i e consequences o HWI, bu also on he
easons ha lead employees o in es hea ily in wo k, aiming o in es iga ing whe he wo
e y di e en cul u es (which a e e lec ed in di e en a i udes owa ds wo k) could
impac any signi ican di e ence on hose ela ionships. In iew o he pu pose o he
esea ch, i is add essed om a deduc i e pe spec i e, which in ol ed he de elopmen o
hypo heses based on heo e ical app oaches and he esul s o o he ele an s udies and he
use o app op ia e esea ch s a egies and me hods o es hem (Saunde s, Lewis and
Tho nhill, 2009).
An online ques ionnai e-based su ey was o ganized be ween Ma ch and May 2020. The
ques ionnai e was dis ibu ed o Romanian and Japanese employees by a non-p obabili y
sampling me hod, mainly due o he social dis ancing measu es equi ed by he SARS
COV2 pandemic condi ions. In less han h ee mon hs, 915 comple e esponses we e
ecei ed, om which 105 we e excluded since he esponden s we e no able o p o ide
ele an in o ma ion o he pu pose o his s udy, due he ac ha hey had o empo a ily
in e up hei p o essional ac i i y, as a esul o he pandemic condi ions. Thus, he o al
sample o he s udy was 822, including 639 Romanian employees (77.74%) and 183 om
Japan (22.26%), ha ing be ween 1 - 49 yea s o expe ience in hei o ganiza ions (M = 9.3,
SD = 9.562). F om he o al sample, 381 esponden s (46.35%) decla ed ha hey ca y ou
hei p o essional ac i i y no mally, while o he es o 441 (53.65%) he p o essional
ac i i y had been adap ed o he cu en condi ions ( o ins ance, by wo king om home).
To measu e he esponden s’ pe cep ion on HWI dimensions (TC and WI) and he
conside ed an eceden s (EM and IM) and ou comes (JS, WP, WFC and TC), he
ques ionnai e included se e al scales adap ed om p e ious s udies. Table no. 1 p esen s
he nine scales, he co esponding e e ences and C onbach Alpha coe icien s calcula ed
o his s udy.
Hea y Wo k In es men : A Good o Bad Phenomenon?
AE
Vol. 22 • Special Issue No. 14 • No embe 2020 1021
Table no. 1. Resea ch scales
Scale (Symbol)
I ems
Re e ences
C onbach
Alpha
Ex insic mo i a ion (EM)
7
Bu duș and Popa, 2016; Ș e an and Popa,
2018; Ș e an, Popa and Albu, 2020
0.899
In insic mo i a ion (IM)
8
0.933
Time commi men (HWI – TC)
5
B own and Leigh, 1996; Tzine , e al., 2019
0.905
Wo k in ensi y (HWI – WI)
5
0.940
Job sa is ac ion (JS)
4
Eisenbe ge , e al., 1997; Quinn and Shepa d,
1974; Sni and Ha paz, 2012
0.959
Wo k pe o mance (WP)
1
WHO, 2002; Shimazu and Schau eli, 2009
-
Wo k- amily con lic (WFC)
3
Geu s, e al., 2005; Bakke , e al., 2009; Sni
and Ha paz, 2012
0.947
Tu no e in en ion (TI)
4
an Beek, 2014; an Beek, e al., 2014
0.927
O ganiza ional suppo (OS)
8
Eisenbe ge , e al., 1986; Eisenbe ge , e al.,
1997
-
Sou ce: au ho s a e men ioned e e ences
The ques ionnai e also included some demog aphic ques ions o desc ibe he sample
s uc u e (a ea o ac i i y, hie a chical posi ion wi hin he o ganiza ion, wo k expe ience,
e c.) and he g ouping o esponden s o mul ig oup analysis (MGA) ( ype o wo k and
pe cep ion o OS).
SPSS S a is ical package, e sion 26 (IBM Co p., 2019) was employed o p elimina y da a
p epa a ion and desc ip i e s a is ics, while o speci ica ion and e alua ion o
measu emen and s uc u al model, es ing esea ch hypo heses and mul ig oup analysis
(MGA), pa ial leas squa e s uc u al equa ion modeling (PLS-SEM) wi h Sma PLS 3.3.2
(Ringle, e al., 2015) was conside ed. The esea ch hypo heses we e examined h ough he
boo s ap p ocedu e wi h 3000 e-samplings, wi hou sign modi ica ion, allowing he di ec
and indi ec e ec s, associa ed -s a is ics and co ec ed con idence in e als (BIC) o be
compu ed. PLS-SEM was selec ed due o he abili y o simul aneously speci y and es ima e
all s uc u al ela ionships needed o es ing he esea ch hypo heses.
3. Resul s and discussions
The PLS-SEM model has been speci ied o include eigh la en e lexi e cons uc s
co esponding o he wo dimensions o he HWI, i s an eceden s and consequences, as well
as he s uc u al ela ions be ween hem o enable he es ing o esea ch hypo heses.
To e alua e he measu emen model, as ecommended by (Hai , e al., 2017), (1) in e nal
consis ency, by means o C onbach's Alpha coe icien (α) and composi e eliabili y (ρ_A),
(2) con e gen alidi y, espec i ely indica o s' ac o loadings and a e age a iance
ex ac ed (AVE) and (3) disc iminan alidi y, espec i ely he e o ai -mono ai a io
(HTMT) and c oss-loading we e conside ed. The esul s o he measu emen model
e alua ion showed alues highe han hose ecommended, espec i ely (Hensele , Ringle
and Sa s ed , 2015; Hai , e al., 2017): indica o loadings > 0.70, α > 0.70; ρ_A > 0.70; AVE
> 0.50 and he HTMT a io < 0.90, suppo ing he alidi y and ideli y o he measu emen
model.
Fu he , he s uc u al model assessmen conside ed a holis ic app oach, in e ms o R2,
e ec size ( 2) and signi icance and ele ance o pa h coe icien s. (Chin, 1998; Hai , e al.,
2017). The ull model is p esen ed in igu e no. 1.
AE
The Impac o Na ional Cul u e on Employees' A i udes Towa d Hea y Wo k
In es men : Compa a i e App oach Romania s. Japan
1028 Am i ea u Economic
Ku anchie-Mensah, E.B. and Amponsah-Tawiah, K., 2016. Employee Mo i a ion and
Wo k Pe o mance: A Compa a i e S udy o Mining Companies in Ghana. Jou nal o
Indus ial Enginee ing and Managemen , [e-jou nal] 9(2), pp.255-309,
doi:10.3926/jiem.1530.
Lee, S., McCann, D. and Messenge , J.C., 2007. Wo king Time A ound he Wo ld. T ends
in wo king hou s, laws and policies in a global compa a i e pe spec i e. Gene a:
In e na ional Labou O ice.
Liu, L.W. and Zhao, E.D., 2006. Compa asion and Analysis o Employee Mo i a ion in
C oss-Cul u e P ojec Managemen . In: s.n., In e na ional Symposium on Ad ancemen
o Cons uc ion Managemen and Real Es a e. Beijing, China, 3-5 No embe 2006.
S.l:s.n.
Malinowska, D., Toka z, A. and Wa dzichowska, A., 2018. Job au onomy in ela ion o
wo k engagemen and wo kaholism: media ion o au onomus and con olled wo k
mo i a ion. In e na ional Jou nal o Occupa ional Medicine and En i onmen al Heal h,
[e-jou nal] 31(4), pp.445-458. doi:10.13075/ijomeh.1896.01197.
Podsako , N.P., LePin, J.A. and LePin, M.A, 2007. Di e en ial Challenge S esso –
Hind ance S esso Rela ionships wi h Job A i udes, Tu no e In en ions, Tu no e ,
and Wi hd awal Beha io : A Me a-Analysis. Jou nal o Applied Psychology, [e-jou nal]
92(2), pp.438-454. doi:10.1037/0021-9010.92.2.438.
Quinn, R.P. and Shepa d, L.J., 1974. The 1972-73 Quali y o Employmen Su ey.
Desc ip i e S a is ics, wi h Compa ison Da a om he 1969-70 Su ey o Wo king
Condi ions. Ann A bo , Michigan: Michigan Uni e si y, Ins . o Social Resea ch.
Riche , S., Blancha d, C. and Valle and, R., 2002. A mo i a ional model o wo k u no e .
Jou nal o Applied Social Psychology, 32(10), pp.2089-2113.
Ringle, C.M., Wende, S. and Becke , J.M., 2015. Sma PLS 3.3.2. Bönnings ed : Sma PLS
GmbH.
Saunde s, M., Lewis, P. and Tho nhill, A., 2009. Resea ch Me hods o Business S uden s.
5 h ed. Ha low: Pea son Educa ion.
Sca u i Ko alchuk, L., Buono, C., Ingusci, E., Maio ano, F., De Ca lo, E., Mada o, A. and
Spagnoli, P., 2019. Can Wo k Engagemen Be a Resou ce o Reducing Wo kaholism’s
Undesi able Ou comes? A Mul iple Media ing Model Including Mode a ed Media ion
Analysis. In e na ional Jou nal o En i onmen al Resea ch and Public Heal h, [e-
jou nal] 16(8), p.1402. doi:10.3390/ije ph16081402.
Schau eli, W., 2016. Hea y wo k in es men , pe sonali y and o ganiza ional clima e.
Jou nal o Manage ial Psychology, 31(6), pp.1057-1073.
Schau eli, W.B., Salano a, M., González-Romá, V. and Bakke , A.B., 2002. The
Measu emen o Engagemen and Bu nou : A Two Sample Con i ma o y Fac o
Analy ic App oach. Jou nal o Happiness S udies, 3, pp.71-92.
Schau eli, W., Shimazu, A. and Ta is, T., 2009. Being D i en o Wo k Exessi ely Ha d.
The E alua ion o a Two-Fac o Measu e o Wo kaholism in The Ne he lands and
Japan. C oss-Cul u al Resea ch, [e-jou nal] 43(4), pp.320-348. doi:10.1177/
1069397109337239.
Shimazu, A. and Schau eli, W., 2009. Is Wo kaholism Good o Bad o Employee Well-
being? The Dis inc i eness o Wo kaholism and Wo k Engagemen among Japanese
Employees. Indua ial Heal h, 47(5), pp.495-502.

Hea y Wo k In es men : A Good o Bad Phenomenon?
AE
Vol. 22 • Special Issue No. 14 • No embe 2020 1029
Shimazu, A., Schau eli, W., Kamiyama, K. and Kawakami, N., 2015. Wo kaholism s.
Wo k Engagemen : The Two Di e en P edic o s o Fu u e Well-being and
Pe o mance. In e na ional Jou nal Beha iou al Medicine, 22(1), pp.18-23.
Shkole , O. and Kimu a, T., 2020. How Does Wo k Mo i a ion Impac Employees’
In es men a Wo k and Thei Job Engagemen ? A Mode a ed-Mode a ion Pe spec i e
Th ough an In e na ional Lens. F on ie s in Psychology, 11, p.38.
Shkole , O., Rabenu, E. and Tzine , A., 2017. The dimensionali y o wo kaholism and i s
ela ions wi h in e nal and ex e nal ac o s. Jou nal o Wo k and O ganiza ional
Psychology, [e-jou nal] 33(3), pp.193-203. doi:10.1016/j. p o.2017.09.002.
Sh agay, D. and Tzine , A., 2011. The Gene a ional E ec on he Rela ionship be ween Job
In ol emen , Wo k Sa is ac ion, and O ganiza ional Ci izenship Beha io . Re is a de
Psicología del T abajo y de las O ganizaciones, 27(2), pp.143-157.
Simion-Melin e, C., Giu giu, A. and Ab udan, M.M., 2015. Faci a ing he ansi ion o
s uden s om school o wo k h ough in e ac i e me hods such as simula ed en e p ise
in he cons uc ion and p oduc ion o cons uc ion ma e ials. In: s.n., The 9 h
in e na ional Managemen Con e ence. Bucha es , Romania, n.d. s.l:s.n.
Sni , R. and Ha paz, I., 2006. The wo kaholism phenomenon: A c oss-na ional pe spec i e.
Ca ee De elopmen In e na ional, 11(5), pp.374-393.
Sni , R. and Ha paz, I., 2009. C oss-Cul u al Di e ences Conce ning Hea y Wo k
In es men . C oss-Cul u al Resea ch, 43(4), pp.309-319.
Sni , R. and Ha paz, I., 2012. Beyond wo kaholism: Towa ds a gene al model o hea y
wo k in es men . Human Resou ce Managemen Re iew, 22(3), pp.232-243.
Ș e an, S.C. and Popa, Ș.C., 2018. Heal h wo ke s mo i a ion and quali y o ca e. A Pa h
Analysis app oach. In: s.n., The 31s IBIMA Con e ence - Inno a ion Managemen and
Educa ion Excellence h ough Vision 2020. Millan, I aly, 25-26 Ap il 2018. S.l: s.n.
Ș e an, S.C., Popa, Ș.C. and Albu, C.F., 2020. Implica ions o Maslow’s Hie a chy o
Needs Theo y on Heal hca e Employees’ Pe o mance. T ansyl anian Re iew o
Adminis a i e Sciences, [e-jou nal] 16(59), pp.124-143. doi:10.24193/ as.59E.7.
Su, J., 2019. Wo king Ha d and Wo k Ou comes: The Rela ionship o Wo kaholism and
Wo k Engagemen wi h Job Sa is ac ion, Bu nou , and Wo k Hou s. Disse a ion.
Illinios S a e Uni e si y.
Tzine , A., Shkole , O. and Zu , B., 2019. Re isi ing Wo k Engagemen om a Mode a ed-
Media ion Van age Poin . Jou nal o Wo k and O ganiza ional Psychology, [e-jou nal]
35(3), pp.207-215. doi:10.5093/jwop2019a22.
an Beek, I., 2014. Unde s anding he da k and b igh sides o hea y wo k in es men :
Psychological s udies on wo kaholism and wo k engagemen . PhD hesis. U ech
Uni e si y.
an Beek, I., Ta is, T., Schau eli, W. and B enninkmeije , V., 2014. Hea y wo k
in es men : i s mo i a ional make-up and ou comes. Jou nal o Manage ial Psychology,
[e-jou nal] 29(1), pp.46-62, doi:10.1108/JMP-06-2013-0166.
WHO, 2002. Wo ld Heal h O ganiza ion Heal h and Pe o mance Ques ionnai e (HPQ):
Clinical T ials Baseline Ve sion. Gene a: Wo ld Heal h O ganiza ion.
Zhao, B. and Pan, Y., 2017. C oss-Cul u al Employee Mo i a ion in In e na ional
Companies. Jou nal o Human Resou ce and Sus ainabili y S udies, 5(7), pp.215-222.