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Employee organizational identification has been proposed and found to be positively related employee health and well-being. The empirical evidence, however, is not unequivocal, and authors have suggested possible downsides of identification with the organization as a or with a group within it. The potential negative effect of over-identification was tested for the first time in the present paper. Two studies were conducted; Study 1 was -sectional and used a sample of Italian law court clerks (N195) and Study 2 was and employed a sample of Italian teachers (N140 at T2). We proposed a mediation model with identification curvilinearly predicting workaholism, and, in turn, negatively affecting employee well-being. This curvilinear link between identification and workaholism means that workaholism at first decreases growing identification, but when identification becomes too strong, workaholism. The results confirmed our hypotheses, and we discuss theoretical and practical
Avanzi et al. (Sun,) studied this question.