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Personality has been shown to be a valid predictor of behavior in work settings, but few studies have tested the causality of relationships between personality and workaholism. Extending the propositions of Ng, Sorenson, and Feldman (2007), in this article personality traits were treated
as multidimensional and causal relationships were proposed between personality traits and workaholism. We also investigated the interactions among antecedents of workaholism using the definition of Ng et al. as the construct of workaholism, and deduced its antecedents from dimensions that
underlie workaholism. Our model identified the following antecedents as being potentially linked to workaholism: personality traits, personal inducements, and organizational inducements. 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, while putting work ahead of family commitments, peer competition, and vicarious learning at the workplace constitute three organizational inducements.

In this study the effects of three key factors (affect, loyalty, and contribution) of the manager-subordinate exchange relationship on two types of reward decision (monetary rewards and nonmonetary incentives) were examined. A policy-capturing approach of 2×2×2 within-subjects
of scenario experiment design was used to examine the effects of the exchange relationship factors on the corporate manager's reward decision in terms of a Taiwan-US comparison. Total valid samples were received from 204 Taiwanese and 172 U.S. managers. The results showed that Taiwanese
managers allocate more rewards to subordinates with a closer affective relationship than do U.S. managers. Conversely, U.S. managers allocate more rewards to higher contributing subordinates than do Taiwanese managers. The limitations of the research are discussed and suggestions for further
research are proposed.