There are different components that qualify as reasons for considering an individual as a workaholic. Burke & Fiksenbaum refer to Spence and Robbins (1992) by stating two of the three workaholism components that are used to measure workaholism. These include feeling driven to work because of inner pressure and work enjoyment. Both of these affect an individual differently and each has different outcomes. To begin, work enjoyment brings about more positive work outcomes and is unrelated to health indicators. Inner pressure, on the other hand, is negatively related with work outcomes and has been related negatively to measures of psychological health. Burke & Fiksenbaum make a reference to Graves et al. (2006) when examining work enjoyment and inner pressures. Work enjoyment and inner pressure were tested with performance ratings. The former was positively related to performance ratings while the latter interfered with the performance-enhancing aspects of work enjoyment. Burke & Fiksenbaum refer to Virick and Baruch (2007) when explaining how these two workaholism components affect life satisfaction. Not surprisingly, inner pressure lowered the balance between work-life and life satisfaction but enhanced people's performance at their occupation, whereas work enjoyment led to a positive balance between the two. Again, when managers and professionals are passionate about their occupation and put in many hours, they then become concerned that their occupation will satisfy personal relationships and the balance must then be found according to the importance levels of the individual.