Employees who love the work environment and want to constantly offer their own benefits, of course loyal to the company they become one. While this situation among employees is beneficial for the company, it may not be very beneficial for the employee themselves, according to a new study.

Scientists from Duke, West Virginia and Arizona State Universities pointed out that company loyalty can be abused by managers. In situations such as unpaid work or extra shift, managers mainly aimed at loyal employees revealed.

How did this conclusion come about?

Three scientists online More than 1,400 administrators put it to the test. Each manager was thrown into a script starring a 29-year-old employee named ‘John’. John’s working at a company that is “trying to cut costs” has been told.

With this information, managers initially chose John because of the unpaid assignments and overtime. Moreover, regardless of how the script was shaped, more burdens were placed on him as long as John’s reputation for loyalty was still overt.

In different scenarios, managers were also informed about other positive qualities such as honesty or fairness in the letter of recommendation they received about John. But the administrators gave John extra work, especially in the letters scenario with the ‘loyalty’ feature.

Accepting jobs means ‘loyalty’:

In the study, John’s job acceptance How do managers view him? has also been shown to influence Managers rated John as a loyalist in letters stating that John accepted additional work.

According to scientists, this situation is not only due to the bad intentions of the administrators:

The extra jobs given to loyal employees do not mean that managers are completely evil, according to the scientists. Instead, the ‘managers’to ethical blindnessattention is drawn. In other words, even though the manager has good intentions and appoints a “loyal” employee because he trusts in that employee’s abilities and loyalty, he may not be aware of the effect of the burden he is imposing and consider it normal .

The research is published in the Journal of Experimental Social Psychology.