While most people aim to avoid stress at work, some use their stress as a point of pride, frequently boasting about it in conversations with coworkers. This phenomenon, referred to as “stress bragging,” is a relatively unexplored area of research, particularly regarding its effects on relationships with coworkers. As such, researchers (Rodell et al., 2024) conducted two studies with working adults to examine the effects of stress bragging on various workplace outcomes.
THE CONSEQUENCES OF STRESS BRAGGING
The findings consistently demonstrated that stress bragging is largely detrimental for employees. First, people who engage in stress bragging are perceived as less competent by their coworkers. Second, stress bragging diminishes perceptions of the bragger’s warmth and likeability, distinguishing it from other forms of stress expression, such as simply discussing stress. Lastly, stress bragging negatively affects coworkers’ well-being. Coworkers exposed to stress bragging reported elevated levels of stress themselves. This secondary stress effect contributed to increased burnout among coworkers, highlighting the broader organizational implications of stress bragging.
PRACTICAL IMPLICATIONS FOR ORGANIZATIONS
The findings underscore the damaging impact of stress bragging on workplace relationships and employee well-being. To mitigate these adverse effects, the authors propose several recommendations:
- Encourage employees to express stress in constructive ways rather than using it as a point of pride. Turning to non-work support networks, such as friends or family, can be a beneficial first step. This may prevent the relational strains that stress-bragging may create in the workplace.
- Train managers to recognize and address stress bragging. By understanding its negative impact on workplace culture and employee well-being, managers can develop strategies to support stressed employees more effectively and foster a healthier work environment.
- Proactively cultivate a supportive culture by providing resources for stress management, such as workshops, counseling services, or peer support programs. These initiatives can help employees navigate stress without resorting to harmful behavior like stress bragging.
Rodell, J. B., Shanklin, B. C., & Frank, E. L. (2024). “I’m so stressed!”: The relational consequences of stress bragging. Personnel Psychology, 77(4), 1441–1465.
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