Obsessive-compulsive disorder and its association with work addiction and job stress

Abstract

BACKGROUND:

Obsessive-compulsive disorder (OCD) which has come to the fore, especially with the COVID-19 pandemic is arguably neglected within the scope of working life. For this reason, there is a need for research in organizational psychology to examine OCB in working life.

OBJECTIVE:

The purpose of the present study was to examine the associations of OCD tendencies of employees with work addiction and job stress.

METHODS:

Quantitative research was designed to achieve the research purpose. A total of 771 white-collar employees completed a survey that included psychometric assessment tools for the three aforementioned variables.

RESULTS:

Correlation analysis indicated that OCD was positively associated with both work addiction (p < 0.001) and job stress (p < 0.001). Multiple regression analysis showed that the rumination (a subscale on the OCD scale) was significantly associated with work addiction (β= 0.39 p < 0.001) and job stress (β= 0.40 p < 0.001).

CONCLUSION:

The obtained findings are interpreted theoretically, empirically, and practically, and possible research suggestions regarding the examination of OCD in working life are discussed.

Keywords

Obsessive compulsive disorder work addiction work stress mental health addiction rumination

1 Introduction

Recently, there has been an intense interest in examining the effects of subclinical tendencies and mental health of employees with personality and mood disorders on the behavior of employees [1]. Although specific personality disorders, mood disorders, and mental health disorders are low in normal populations, there are several employees who have such problems worth examining in organizations regarding working life [2]. In this respect, it is necessary to examine the effects of the symptom levels of individuals’ mental health disorders on the behaviors exhibited in the organizational context during working life without aiming for clinical diagnosis and treatment [2, 3]. Although abnormal behaviors in organizational psychology research mainly focus on personality disorders [4], studies on mood disorders such as depression and anxiety have increased in recent years [5, 6]. For example, during the COVID-19 pandemic, an increase in OCD symptoms was reported [7, 8]. However, there are few studies examining OCD in working life. Since OCD is not given enough importance in organizational psychology research, it becomes difficult to raise awareness regarding identifying and solving problems that may arise regarding employees and organizations. Some employers and managers are unaware of OCD problems among their employees. For this reason, individuals with a diagnosis of OCD or a high tendency to OCD may encounter issues such as exclusion, condemnation and/or hostility in working life [9]. Therefore, there is a critical need to examine OCD in the context of organizational behavior and the effect of OCD symptom levels on employees’ attitudes toward work. Thus, the present study aimed to analyze the impact of OCD symptom levels among employees on work addiction and job stress.

2 Development of hypotheses

Investigating the relationship between OCD (Obsessive-Compulsive Disorder) and work stress is crucial for several reasons. Work stress is a prevalent issue in modern workplaces and can significantly impact employees’ mental health. Individuals experiencing OCD symptoms may endure heightened levels of stress due to intrusive thoughts and compulsive behaviors. Understanding how OCD symptoms intersect with work stress can aid in identifying strategies to support employees’ mental health and well-being. OCD symptoms, such as repetitive behaviors and obsessive thoughts, can impair an individual’s ability to concentrate and perform tasks effectively. Work stress can exacerbate these symptoms, further negatively impacting employees. Hence, exploring the connection between OCD and work stress can pinpoint potential adverse outcomes and pave the way for interventions to mitigate these effects onemployees.

Previous findings from different samples have found that employees experience more stress in their work and social lives due to their individual differences [10]. When considered within the scope of OCD, there are findings that stress triggers OCD [11]. In other words, stress can be one of the precursors of OCD. However, the level of OCD is also likely to increase job stress.

Employees may make mistakes while fulfilling their job responsibilities for various reasons. However, the employee’s desire not to do wrong work with extreme care and not tolerate mistakes may result in a tiring and exhausting mental struggle. Consequently, for some individuals, pursuing perfection is expected to form the basis for experiencing stress and some external psychological problems in the long run. Individuals with a high tendency to OCD think they will make terrible mistakes due to inattention [12]. A reasonable level of control and a cautious approach is required when fulfilling responsibilities. However, constant fear and panic can increase the employee’s stress level. In some cases, individuals with a high OCD tendency stay stuck with negative thoughts. For example they cannot get rid of thoughts that they or their loved ones will be harmed. Thus, they cannot eliminate these thoughts or stop the anxiety [13].

Individuals with high OCD tendencies exhibit very tiring obsessive behaviors such as locking doors repeatedly and counting specific documents and papers [14]. The repetition of these behaviors in work life in terms of specific behaviors (e.g., reading e-mails many times, checking documents many times, counting money many times) can cause the individual to run out of energy quickly, disrupt their work, and have problems in relationships with colleagues and customers.

Individuals with OCD tendencies can also exhibit obsessive behaviors about cleanliness [14]. However, depending on the context of their job in working life, it is necessary to touch the items that others frequently use, to use shared toilets, and to be in close contact with customers or colleagues (e.g., shaking hands, ‘hot desking’ in shared offices).

Individuals with high OCD tendencies often place objects in an orderly way in social life, home, and work environments [15]. This is only partially possible if the individual has a private office. However, in working life, there are many objects in the workplace, and others often maintain their order. In addition, it is not possible to change the existing office design in some cases. Again, items in common areas (such as offices, meeting rooms, production benches, etc.) are placed outside of the indiduals’ initiative in most cases. These are possible features that may increase the stress level of OCD-prone individuals. Based on the extant literature, our first hypothesis is:

H1: OCD symptom levels of employees will be positively associated with job stress.

Work addiction is increasingly recognized as a significant issue that warrants further attention [16]. It refers to a condition where individuals cannot curb their inner compulsion to work, remaining physically or mentally engaged in their work even when it is unnecessary and unenjoyable [17 –19]. This phenomenon poses a threat to employee well-being, as it is associated with burnout [20], job stress, and reduced quality of life [21-22-23]. Consequently, the relationship between various individual differences that may predict work addiction is being studied [18]. However, the potential mental health predictors of work addiction, particularly OCD tendencies, have not yet been sufficiently researched.

The link between OCD and work addiction offers an opportunity to understand the intersection of work-related behaviors and mental health. Given the presence of repetitive and compulsive behaviors in both OCD and work addiction, it is logical to explore their relationship. The study also helps fill a gap in research, as the connection between OCD and work addiction has not been adequately examined. Therefore, examining this relationship may deepen our understanding of work behaviors and their consequences, with significant implications for organizational psychology.

The main antecedent of work addiction is employees’ individual differences [24]. Work addiction refers to the tendency of employees to think about work compulsively, spend much time at work, and continue working obsessively, even if they are not productive, despite the absence of institutional pressure and demand [25]. Individuals with high OCD symptoms may result in them completing specific tasks accurately and perfectly [26, 27]. This behavior is expected and encouraged by employers. However, the degree of willingness to complete the job is essential here. The energy and motivation of employees may decrease at specific times of the day and the year, depending on many psychological, physiological, or private life reasons. Here, a decrease in performance may be observed from time to time. In this respect, the desire of the employee to do a complete and perfect job does not fit well with human nature. Moreover, these characteristics of individuals with a high OCD tendency may trigger work addiction.

Individuals with a high OCD tendency may focus on non-critical details instead of focusing on the criticalpoint of a particular subject [26, 27]. This can cause employees to get bogged down in detail and reduce productivity. Features such as meticulousness and attention to detail partially overlap with the characteristics of work-addicted individuals [28].

Individuals with a high OCD tendency have an increased tendency towards perfectionism [29]. Although perfectionism is regarded as an attractive individual difference by employers, its consequences are not always positive [30], and it can trigger work addiction among some individuals [31]. Based on the extant literature, the second hypothesis is Therefore, our second hypothesis is:

H2: OCD symptom levels will be positively associated with work addiction.

3 Methods

3.1 Data collection

A total of 771 white-collar employees from different sectors participated in the study from Türkiye. The participants were informed about the study details and that the participation was voluntary and anonymous. Informed consent was obtained from the participants before completing the survey. The consent of the participants was obtained online in the online survey by responding to the statements “I agree to participate in the research” and “I do not agree to participate in the research” following the informed consent form. Participants were reached through the researchers’ social networks, a convenience sampling method. While determining the participants, the criterion was that they were actively working in working life as white-collar professionals. Since there are minimal studies examining OCD in working life, it was aimed to increase the sample size instead of focusing on a specific sector or sample. Our strategy for determining sample size encompassed a broad spectrum of viewpoints. Given the scarcity of research on OCD within work environments, our primary objective was to gather data from a diverse array of participants. Therefore, we emphasized inclusivity, aiming to create a dataset that comprehensively represented the varied experiences encountered by individuals in the workforce. The survey was delivered to participants online, and the response rate was approximately 79%. The data was collected in the spring of 2022 (between March and April).

To measure the variables within the research scope, scales previously adapted to Turkish, whose psychometric properties were tested and found support, were used. In addition, personal information questions, including demographic characteristics, were asked to obtain more detailed information about the participants. In this context, questions covering information on gender, marital status, education level, position in the organizational hierarchy, age, duration of employment in working life, and monthly net income were included in the survey form.

3.2 Study tools

Padua OCD Inventory (POCDI): The 41-item POCDI [32]; Short version: [33] Turkish version: [25] was used to assess OCD symptoms. The scale comprises five sub-factors: rumination, cleanliness, control, impulses, and certainty. Participants rate the items (e.g., “I tend to keep on checking things more often than necessary.”) from 1 (never) to 5 (always). The total scores range from 41 to 205, and higher scores indicate a greater risk of OCD.

Job Stress Scale (JSS): The unidimensional JSS [35]; Turkish version: [36] was used to assess job stress. The JSS comprises seven items and a single factor developed by [35]. Participants rate the items (e.g., “If I had a different job, my health would probably improve.”) from 1 (never) to 5 (always). The total scores range from 7 to 35 and higher scores indicate a greater job stress.

Bergen Work Addiction Scale (BWAS): The unidimensional BWAS [37]; Turkish version: [25] was used to assess work addiction. The scale includes seven items (e.g., “How often during the last year have you worked so much that it has negatively influenced your health?”), assessing seven symptoms of addiction (i.e., salience, mood modification, tolerance, withdrawal, conflict, relapse, and problems). Participants rate the items 1 (never) to 5 (always). The total scores range from 7 to 35 and higher scores indicate a greater risk of work addiction.

3.3 Data analysis

Data were analyzed using SPSS (version 22). Descriptive statistics (mean and standard deviation), internal consistency test, Pearson’s correlation, and multiple regression analyzes were used to analyze the data.

4 Results

Demographic findings about participants. 55.9% female, 52.3% married, 60.2% private sector employees, 8.7% bottom, 69.9% middle, and 21.4% are top-level at the organizational hierarchy. Regarding educational level: 0.8% primary school, 5% high school, 63% university undergraduate, 22.3% postgraduate (master’s), and 8.8% postgraduate (doctorate). One-third of the participants have a managerial role (33.3%). Average years of employment 11.00 years (range: 0.1 years to 50 years; SD = 8.60 years). The average age was 33.60 years (range: 19 to 71 years; SD = 8.43 years), and the average monthly income was 8869.37 Turkish Liras (TL, when the data was collected, one dollar was around 15 TL) (range: 2000 TL to 32.000 TL; SD = 4230.38 TL). A detailed view of the demographic characteristics of the participants and the mean and standard deviation values of OCD, work addiction, and work stress of each category are shared in Table 1.

Table 1
Participants and their descriptive statistics for OCD on work addiction and job stress

Variable Category n % OCD WA JS

M SD M SD M SD

Gender Male 431 55.9 2.30 0.63 2.82 0.83 2.87 0.89

Female 340 44.1 2.45 0.65 3.00 0.80 2.94 0.93

Marital status Married 404 52.4 2.32 0.63 2.87 0.83 2.91 0.93

Single 367 47.6 2.45 0.65 2.99 0.81 2.90 0.89

Educational level Primary school 6 0.8 2.39 0.60 2.92 0.84 2.96 1.02

High school and equivalent 39 5.1 2.40 0.66 2.9 0.83 2.86 0.89

University 428 63 2.33 0.60 3.00 0.78 3.03 0.92

Masters 172 22.3 2.39 0.60 2.92 0.84 2.96 1.02

PhD 68 8.8 2.40 0.66 2.91 0.83 2.86 0.89

Managerial role Yes 256 33.2 2.40 0.60 3.01 0.78 3.03 0.89

No 493 63.9 2.38 0.66 2.89 0.85 2.83 0.92

Sector Public 308 39.8 2.28 0.62 2.86 0.83 2.79 0.92

Private 464 60.2 2.45 0.64 2.97 0.82 2.98 0.90

Position Bottom 67 8.7 2.39 0.60 2.92 0.84 2.96 1.02

Middle 539 69.9 2.40 0.66 2.91 0.83 2.86 0.89

Top 165 21.4 2.33 0.60 2.99 0.78 3.03 0.92

Variable	Category	n	%	OCD	WA	JS
Gender	Male	431	55.9	2.30	0.63	2.82	0.83	2.87	0.89
	Female	340	44.1	2.45	0.65	3.00	0.80	2.94	0.93
Marital status	Married	404	52.4	2.32	0.63	2.87	0.83	2.91	0.93
	Single	367	47.6	2.45	0.65	2.99	0.81	2.90	0.89
Educational level	Primary school	6	0.8	2.39	0.60	2.92	0.84	2.96	1.02
	High school and equivalent	39	5.1	2.40	0.66	2.9	0.83	2.86	0.89
	University	428	63	2.33	0.60	3.00	0.78	3.03	0.92
	Masters	172	22.3	2.39	0.60	2.92	0.84	2.96	1.02
	PhD	68	8.8	2.40	0.66	2.91	0.83	2.86	0.89
Managerial role	Yes	256	33.2	2.40	0.60	3.01	0.78	3.03	0.89
	No	493	63.9	2.38	0.66	2.89	0.85	2.83	0.92
Sector	Public	308	39.8	2.28	0.62	2.86	0.83	2.79	0.92
	Private	464	60.2	2.45	0.64	2.97	0.82	2.98	0.90
Position	Bottom	67	8.7	2.39	0.60	2.92	0.84	2.96	1.02
	Middle	539	69.9	2.40	0.66	2.91	0.83	2.86	0.89
	Top	165	21.4	2.33	0.60	2.99	0.78	3.03	0.92

Note. OCD = Obsessive-Compulsive Disorder, WA = Work Addiction, JS = Job Stress, f = frequencies, M = Mean, SD = Standard Deviation.

Correlations among OCD, work addiction, and work stress, as well as mean scores, and standard deviations are shown in Table 1. Results showed that OCD was positively associated with work addiction and work stress and negatively associated with income, age, and tenure. The rumination subscale had the most robust correlation coefficient with work addiction and stress.

Hierarchical regression was performed to examine the effect of OCD dimensions on work addiction and job stress. The first step of the regression consisted of age and gender, and OCD components were added to the second step. The overall regression model predicted a 21% variance of work addiction and 21% of job stress. Age and gender predicted a 1% variance in work addiction and did not predict job stress. After controlling for age and gender, step two predicted a 20% variance in work addiction and a 21% variance in job stress.. Rumination was the only significant predictor of work addiction (β= .39, p < .001), and it predicted job stress (β= .40, p < .001). Impulses strongly predicted job stress (β= .16, p < .001) (Table 3).

Table 2

Mean scores, standard deviations, and Pearson’s correlations among obsessive-compulsive disorder, work addiction and job stress

Variables	1	2	3	4	5	6	7	8	9	10	11	12
1. OCD Total Score	–
2. Rumination	.72^***	–
3. Cleanness	.71^***	.19^***	–
4. Control	.81^***	.50^***	.46^***	–
5. Impulses	.58^***	.39^***	.21^***	.34^***	–
6. Certainty	.64^***	.33^***	.36^***	.40^***	.49^***	–
7. Work addiction	.36^***	.45^***	.11^**	.26^***	.24^***	.21^***	–
8. Job Stress	.31^***	.43^***	.05	.22^***	.26^***	.12^***	.56^***	–
9. Income	–.11^***	–.05	–.13^***	–.05	–.03	–.09	.09	.06	–
10. Age	–.12^***	–.09^**	–.05	–.08^*	–.14^***	–.09	–.06	–.01	.43^***	–
11. Tenure	–.10^**	–.11^***	–.04	–.06^*	–.13^***	–.07	–.08	.01	.34^***	.91^***	–
12. Gender	–.12^***	–.11^**	–.19^***	–.02	.06	–.02	–.12^***	–.03	.25^***	.24^***	.26^***	–
Mean	2.39	2.37	2.68	2.87	1.70	1.75	2.92	2.90	8869.37	33.6	11.0	1.44
Standard Deviation (SD)	0.64	0.90	0.98	0.95	0.75	0.85	0.82	0.91	4220.38	8.43	8.60	0.50

Note. ^*p < 0.05, ^**p < 0.01, ^***p < 0.001. Gender was coded as 1 = females and 2 = males.

Table 3

Hierarchical regression analysis findings

Variable	Work Addiction			Job Stress
	Cumulative		Simultaneous	Cumulative		Simultaneous
	R² Change	F Change	β	R² Change	F Change	β
Step 1						.07
Age	0.01	F(2.37) 5.58^**	.01	0.00	F(2.76) 0.59	–.03
Gender			–.08^*
Step 2						.40^***
Rumination	0.20	F(7.16) 38.38^***	.39^***	0.21	F(5.77) 39.77^***	–.04
Cleanness			–.03			.02
Control			.04			.16^***
Impulses			.06	–.08
Certainty			.04

Note.^***p < .001, ^**p < .01, ^*p < .05, Based on 95% confidence interval. Gender was coded as 1 = females, 2 = males.

5 Discussion

According to the present study’s findings, the total OCD score was positively associated with both work stress and work addiction. Based on these results, both H₁ and H₂ were supported. Based on the results of multiple regression analysis, the rumination sub-dimension of OCD was positively associated with work addiction and work stress, and the sub-dimension of impulses was positively associated with work stress.

5.1 Interpretation of findings

Individuals with a high OCD tendency fear making mistakes and want to do tasks perfectly. They tend to be stuck on specific thoughts for a long time [12-14]. These features result in focusing problems on the employee and cause the individual’s resources (such as time and energy) to be depleted. Consequently, the employee’s job stress is expected to increase. However, one of the critical points to be noted here is that stress can also trigger OCD. Therefore, stress and traumatic events related to daily life conditions can also act as a precursor to OCD [38].

Individuals with high OCD symptom levels or tendencies are detail-oriented, meticulous, perfectionists, and tend to do their job flawlessly [27]. Also, one of the essential components of OCD is compulsivity [14]. Among the typical characteristics of work addicts, impulsive work is considered a critical dimension. Work addicts obsessively and compulsively spend a lot of time and energy at work. They try to do more work in a decreasing time frame with a perfectionist tendency [28 –39]. All these features increase the possibility of individuals with high OCD tendencies to exhibiting work addiction symptoms.

When each of the OCD dimensions were included in the study’s model, the dimension that associated with all dependent variables at the highest level was rumination. The main issue that needs to be examined here is why rumination plays a dominant role. Rumination is the dimension that occupies individuals’ minds the most compared to other OCD dimensions. As the level of rumination increases, the rate of exhibiting the following behaviors is expected to increase: (i) a negative event experienced in the past is constantly in the individual’s mind; (ii) the individual becomes obsessed with specific thoughts; and (iii) there is an increase in focusing on problems and difficulty finding solutions to obsessions [13-14-26-127-40].

It is highly probable that these behavioral patterns will be exhibited both in daily life and working life. Since work addiction is an obsessive attachment to work [25], it is expected to be closely related to rumination. Individuals with high OCD levels are expected to want to perform their job flawlessly, as in their social life activities [14]. However, when individuals become obsessed with being successful in their jobs and cannot get this out of their minds, it is likely that work addiction tendencies will increase.OCD overlaps with features such as perfectionism [41] and compulsive working tendencies [39] of work addicts. In particular, one of the prominent characteristics of work addicts is their compulsive desire to continue working. Thus, even when they do not have to work, they do not stop thinking about their work [25]. This compulsive tendency is closely related to the remuneration dimension of OCD.

Another issue that came to the fore in the multiple regression analysis was that the impulses dimension asscoiated with job stress. The typical behaviors that occur when the impulse dimension of OCD is high include: (i) unexpectedly, an issue that is not on the agenda under normal circumstances comes to mind, (ii) the feeling that a terrible disaster will occur at any moment, and (iii) the increase in the level of impulsive destructive behavior [11-40].

These behavioral patterns can affect an individual’s quality of life [33], the sustainability of relationships with others, and their behavior and attitudes in working life. In this respect, individuals are living with the feeling that a disaster will occur at any moment and the tendency to exhibit impulsive behaviors. These behavioral patterns have the potential to increase individuals’ stress levels.

The probable main reason why the cleanliness dimension did not predict the dependent variables in the multiple regression analysis is that cleaning is a general issue that concerns all living spaces (home, common areas, workplace, etc.) of the individual. Patterns such as washing hands frequently, thinking that they will get germs from the surrounding objects, and having difficulty using public toilets are typical cleaning obsessions [13-14].

The certainty dimension of OCD is related to doing things in order, counting objects in the environment for no reason, and performing daily activities in a particular order [40]. Essentially, these characteristics are expected to affect behavior in working life. However, there may be two reasons why this was not found to be significant in the present study. First, the certainty dimension items mainly include routine social and home life [40]. The second reason is that the effect of the individual engaging in specific tasks in order does not lead to negative consequences in every context. As long as it is not at a high level, there is nothing wrong with being organized.

The control dimension of OCD did not predict the dependent variables when other OCD dimensions were included in the model. The reason could be the individual does the job properly and carefully due to an obsession with control. Although it is an unhealthy situation, checking the accuracy of one’s work might reduce errors and prevent potential problems.

The negative correlation between age and OCD can be explained by the “maturity principle” [34]. As age progresses, the life experience of individuals in general increases, and their self-awareness might increase. This situation increases the possibility of the person being aware of and correcting their weaknesses. Similar findings were obtained in previous studies on the relationship of OCD with age [44].

5.2 Practical implications

Although the number of individuals diagnosed OCD is still low, its rate is increasing, just like other mental health disorders [7]. Even before the COVID-19 pandemic, the rate of having at least one mental health disorder within a one-year period was more than 10% [45]. Therefore, it is necessary to conduct multi-dimensional examinations and tests during recruitment. Among the typical recruitment tests, only common personality traits are examined such as the Myers-Briggs Type Indicator [46]. However, it is technically and scientifically possible to develop the scope of these personality tests, and it is not too much of a workload and cost element for organizations. Therefore, a comprehensive examination of the cognitive, mental, and personality differences of the employee who is suitable for the job and the organization will contribute to the effectiveness of the employees and the organizations. This is because when the OCD level becomes too high, invisible costs may increase for employers (e.g., absenteeism, chronic delay, low productivity, and inability to complete work [9].

Studies conducted examining OCD are carried out in psychiatry with individuals diagnosed with OCD [11]. No study was found involving such a large number of employees in the context of working life examining OCD.In this respect, the main contribution of the present study was to increase awareness of OCD in organizational psychology. It is expected that OCD, which has rarely been examined in the context of working life, will contribute to the agenda of different stakeholder groups, including academic researchers, occupational psychologists, and business employers.

5.3 Contributions of research

The study makes a significant contribution to the field of organizational psychology through its investigation into the effects of Obsessive-Compulsive Disorder (OCD) within the workplace context. By delving into the nuanced impacts of OCD subdimensions and scrutinizing work addiction and job stress as potential risk factors, this research enhances our comprehension of mental health dynamics in organizational settings.

Moreover, this study catalyzes future research endeavors, urging scholars to undertake more comprehensive investigations into mental disorders within the workplace. In doing so, it opens avenues for further exploration and sheds light on the importance of addressing mental health issues in organizational contexts. In contrast to the predominant focus on personality traits, emotional intelligence, talents, and skills in organizational psychology research, this study underscores the significance of examining critical issues such as OCD that have received comparatively less attention in work environments. This emphasis underscores the need for a more holistic understanding of mental health factors in organizational dynamics.

5.4 Limitations

One of the main limitations of the present study was that OCD was not examined in a specific occupational group or sector (a large number of employees from different employment areas were included in the study). Therefore, it was impossible to make sectoral comparisons. OCD is examined in the context of various sub-dimensions, however, due to time and economic constraints, data were only collected within the scope of five dimensions in the present study. Since OCD is mainly examined through clinical cases, it has been the subject of limited research in the context of working life. In this study, there was no prior information about the OCD levels of the participants. This situation brings up the issue of voluntary bias. Since this study is one of the first to examine OCD in working life in such a large sample, it only gives an idea about the potential repercussions of OCD. It was not possible to identify a large number of people diagnosed with OCD in advance and include relevant people in the study due to time and resource limits. A limited number of variables were included in the research, and critical variables such as productivity and performance were not assessed. Moreover, no cross-cultural comparisons was made in the study. In addition, only self-report data were collected using the convenience sampling method which may introduce biases and limit the generalizability of the findings. This study focused on examining the reflections of OCD levels on attitudes toward work in a large sample who were not diagnosed with OCD, or at least we had no information about whether the participants were diagnosed with OCD or not. Therefore, it was not possible to directly measure the experiences of people diagnosed with OCD or the problems these individuals face in their working lives. The purpose and scope of the study were not conducive to obtaining data on critical issues such as the treatment of OCD, the impact of the pandemic on OCD, what OCD medications are, and how clinical treatment and diagnosis should be performed.

5.5 Future research suggestions

The findings of the present study suggest a number of avenues for future research. Firstly, what are the problems faced by individuals with high OCD tendencies in their working life? An answer to the question can be sought. Since there are many employees, especially in large-scale organizations, individuals with very high OCD levels can be identified in organizations. For example, individuals who score very high on a valid OCD scale can be identified first. Then, by asking in-depth questions to these individuals by interview method, the problems experienced by individuals with very high OCD symptom levels in their working life, social life, work and family life balance, and performing their profession can be determined. Consequently, coping suggestions, can be presented for individuals and decision-makers based on the feedback received from the relevant individuals.

6 Conclusion

The main finding of the present study was that OCD was positively associated with job stress and work addiction. In particular, the rumination dimension of OCD was most strongly associated with job stress and work addiction.

Ethical approval

Ethical approval was obtained from Sakarya University Social and Human Sciences Ethics Committee (number: E-61923333-050.99-14956238).

Informed consent

Informed consent has been obtained from all participants.

Conflict of interest

There is no conflict of interest.

Footnotes

Acknowledgments

The authors would like to thank participants.

Funding

This study did not receive funding.

Disclaimer

This study represents data collected for the the first author’s PhD thesis at Sakarya University.

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