<p>The principal purpose of the current paper was to collect and summarize scientific evidence on the organisational outcomes of workaholism. A search was limited to references published before January, 2025. Eleven online databases were used for the search. The predefined study selection criteria were used as guidance in screening titles, abstracts and full texts. Studies that met these main criteria were considered eligible: the research was quantitative, and the focus was on the organisational outcomes of workaholism in the form of tested relationships. Of the 2986 records identified, a total of 35 studies were included. The results of a systematic review showed that workaholism was positively related to counterproductive work behaviour, workplace incivility and job crafting. When conducting meta-analytic calculations with 23 papers included in the examination, significant positive overall effects were found for the relationship between workaholism and presenteeism, turnover intention, and workplace incivility. However, no significant relationship was found for other outcomes (such as job performance and organisational citizenship behaviour). Also, no evidence was found for the moderating role of gender in the relationships between workaholism and organisational outcomes examined. In summary, the findings demonstrated that workaholism harms organisations in certain respects. This is an important reason for planning interventions aimed at preventing and diminishing workaholism among employees. Practical recommendations include implementing policies that promote healthy working habits, fostering a workplace culture that discourages excessive work behaviours, and training managers to address the problem of workaholism.</p>