"我压力好大!":吹嘘压力的关系后果

IF 4.7 2区 心理学 Q1 MANAGEMENT Personnel Psychology Pub Date : 2024-03-05 DOI:10.1111/peps.12645
Jessica B. Rodell, Braydon C. Shanklin, Emma L. Frank
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引用次数: 0

摘要

令人遗憾的是,感到压力大是员工的一种普遍经历,而且会对个人和职业健康产生重大影响。然而,除了努力控制高压力水平外,一些员工还在工作中主动向他人炫耀压力。然而,鉴于压力的普遍负面性,"吹嘘压力 "的概念及其关系含义尚不明确。为了研究这一现象,我们引入了 "吹嘘压力 "这一概念,并借鉴人的感知理论来研究其对吹嘘者及其同事在工作场所可能产生的影响。通过实验室实验(研究 1)和多来源实地研究(研究 2),我们发现,压力吹牛对吹牛者有极大的负面影响,因为同事会认为他们能力较差、不够热情,从而减少他们的公民行为。此外,在研究 2 中,我们发现压力吹牛者的同事也会受到影响,由于压力交叉效应增强,他们的职业倦怠水平也会提高。这项关于压力吹牛的研究整合并扩展了关于压力和自我推销的文献,同时也为这种非常规行为的关系影响提供了见解。
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“I'm so stressed!”: The relational consequences of stress bragging
Feeling stressed is an unfortunately common experience among employees—and one with significant consequences for personal and professional well-being. Yet, in addition to trying to manage high stress levels, some employees are actively bragging about it to others at work. Given the general negativity of stress, however, the idea of bragging about stress and its relational implications are unclear. To investigate this phenomenon, we introduce the concept of stress bragging and draw on person-perception theorizing to examine its potential workplace consequences for both braggarts and their coworkers. In a combination of a lab experiment (Study 1) and a multi-source field study (Study 2), we show that stress bragging has resoundingly negative implications for braggarts as they are evaluated as less competent and less warm by coworkers, reducing their receipt of citizenship behaviors. Additionally, in Study 2, we find that coworkers of stress braggarts also suffer by experiencing higher levels of burnout due to enhanced stress crossover effects. This research on stress bragging integrates and extends the literatures on stress and self-promotion, while also providing insight into the relational ramifications of this unconventional behavior.
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来源期刊
CiteScore
10.20
自引率
5.50%
发文量
57
期刊介绍: Personnel Psychology publishes applied psychological research on personnel problems facing public and private sector organizations. Articles deal with all human resource topics, including job analysis and competency development, selection and recruitment, training and development, performance and career management, diversity, rewards and recognition, work attitudes and motivation, and leadership.
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