What do employees like about a job

You risk that when you love your job

You'd think everything was fine with yours Love job. After all, it is exactly what many workers want. Especially those who seem to work in the same treadmill day in and day out. Be it that you don't see any alternatives for personal reasons, or that your financial obligations leave little room for maneuver. Those who love their job - so the assumption - actually do not really work, but do what they really like from the bottom of their hearts every day. However, a new study shows: This thinking hides a great danger ...

➠ Content: This is what awaits you

➠ Content: This is what awaits you

How much engagement is okay?

how would you Passion in the job define when someone is passionate about their work? If people get involved in work, work overtime, do additional tasks, still think about work in their free time: Would you say that these people love their job?

In fact that is a widespread image and ideal: if you really love your job, you give everything. And always best of all. The constant availability is a symptom of this thinking.

Unfortunately, the conclusion is also widespread: if you are unwilling, you can use all your free time subordinate to work, doesn't seem to love his job that much. So that this suspicion does not arise in the first place, people keep pushing their limits.

A study has now come to the conclusion that there is a clear disadvantage if you love your job ...

Who loves his job, loves everything?

Organizational psychologist Aaron C. Kay of Duke University and colleagues found that people who love their jobs are more likely to do so Victim of unfair management behavior become. In seven studies and a meta-analysis they were able to demonstrate the following phenomenon:

If someone is believed to love their job, then will considered legitimate

  • that an employee is responsible for his job irrelevant or degrading tasks have to do.
  • that he more work is applied without being paid for it.

An apparently widespread assumption among the after all 2,400 participants the study. Conversely, colleagues who are exploited at work are also classified as passionate. On the other hand, those who do not allow themselves to be exploited apparently appear less passionate.

Psychotrick helps with justification

Instead of calling the child by name and from exploitation to speak, the colleague is simply assumed that he would love his job and therefore show great passion for his work. This of course also makes it easier to ignore injustices - if you were to denounce them, you would have to live with the consequences and in case of doubt that would mean having to do more work yourself.

It is evident there each one himself the next.

The researchers call this phenomenon “passion exploitation”, or in a nutshell: legitimate exploitation. Because apparently many people tend to something that should actually be rejected, to legitimize afterwards.

Furthermore, the scientists come to the conclusion that the assessment of the respondents is well-balanced two assumptions feeds:

  • The affected colleague would have been anyway reported for the additional tasksif he had the chance.
  • The extra work in itself is Reward enough for him, because he loves his job so much.

Interestingly, this thinking is particularly pronounced among people who believe in a just and fair world. Which leads to the conclusion: Passion obviously has two sides and seems bad respectively to encourage exploitative treatment.

Love the job: ideal or reality?

They exist, people who love their job. And not so few at all, even if surveys like that of the Gallup Institute suggest otherwise. The studies there have shown for years that about 70 percent of all employees are regularly in the internal termination.

And so it is not surprising that countless advisors tend to deal with content like other people learn to love their job againinstead of warning against it. There is reason to believe that well over 30 percent of the working population love their jobs.

Criticism of the Gallup Index is loud in several respects: thin numbers of participants and the question, if the motivation to change is supposedly so high: where is the change? Apparently quite a few employees are attached to the securitythat their current job offers them.

However, this also means that not so few people are actually exposed to the danger of being exploited.

When is there a risk of exploitation?

If you follow the results of the study, then people who love their job are clearly at risk of exploitation:

  • Comfortable sacrifice for the boss, since the employee, due to his inclination, is very likely to do the job well.
  • A grateful sacrifice for the colleagues, as they are spared extra work.

That makes every justice fanatic blush with anger, but wear depending on the extent all parties in addition to:

  • The boss

    by violating his duty of care. Of course, even a supervisor cannot keep an eye on everything at all times. But if one of his employees is constantly working overtime and is close to burnout, something can be wrong. In small companies in particular, it should be possible to keep an overview - employee appraisals offer a good opportunity to check your own perception and reality. Last but not least, it is a question of fairness and the necessary equality of treatment.

  • The colleagues

    by lacking the necessary collegiality. The job should be more than work - it includes friendly cooperation. This can be seen in the communication with one another, perhaps even in joint activities that go beyond the Christmas party. But certainly also in support: Offering your colleague his help without asking doesn't hurt. On the contrary: it is very likely that your colleague will return the favor when the opportunity arises. Of course, everything should be balanced. If the supported colleague leaves work punctually from now on while you have been accumulating a lot of overtime, something is out of balance.

  • The employee

    by allowing it as a victim. Occasional additional tasks can be okay - provided they conform to the job description. However, anyone who is constantly supposed to do activities that his employment contract does not provide at all, that are well below his level of qualification and that throw him back in his actual tasks, should pay attention. If the permitted number of overtime hours is also exceeded, it is time to intervene at the latest. That is not easy for everyone, because it is about saying no and that always carries the risk that people suddenly no longer find you so nice and nice.

You can do that as a victim

Those who are affected have to fight against the prejudice described above that people only love their job if they are willing to wear themselves out for it: No, those who love their job also need it Recreation and leisure! Otherwise - and this is also confirmed by numerous studies - you end up in a clinic with burnout or in the grave with a heart attack.

If the once so beloved job turns into a hamster wheel, passion and motivation are lost, health problems increase in return. If you perceive such warning signals - for example that you are working through your lunch breaks, even dragging yourself to work while sick, you should act:

  • Prepare a cost-benefit analysis

    To what extent does what you do still match what you originally applied for? Do you enjoy your job? Is overtime the exception or the rule? Anyone who comes to the conclusion that the disadvantages outweigh the disadvantages and have been doing so for a long time should act. Demarcation is an important step.

    Learn to say no. This applies to colleagues who want to assign tasks to you again and again, although your area of ​​responsibility is more complex or they never do work for you in return (I need help, you can do this much better ...).

    This also applies to the boss - which is not that easy. Clarify the implications if you have to take on additional tasks over and over again: This will delay the submission of project XY / you gave me this afternoon off, I have important appointments in this period that I cannot postpone. When it comes to tasks that do not actually fall within your area of ​​responsibility, you can point out, for example: I would take on this task, but I don't have the required qualification profile - colleague XY usually takes on this area.

  • Stop perfection

    The point is to save time because you now have to do more in the same amount of time. This does not always have to affect the quality, because sometimes it is unconscious time thieves who contribute to the fact that the available time is not used efficiently. One of them is the tendency towards perfectionism. Even if you love your job: If you want it to stay that way, you should make sure that you don't get unnecessarily stressed.

  • Seek conversation

    Ideally, superiors do not take advantage of their employees, as that could prove to be an own goal. But they can't have their eyes anywhere. You bear a high level of responsibility for the company and a number of other employees, and it can happen that a boss is not aware of the workload of his employee - your job as the person affected is to remind him or her of this. The best thing to do is to make a list of the additional tasks that you have to do and compare this with your job description. This also gives you a good argumentation aid for a promotion.

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