A new study published in the Journal of Business Ethics suggests that gossiping about a boss, while generally seen as a negative workplace behavior, can sometimes support a sense of belonging among colleagues and boost collaboration. However, the research also highlights potential downsides, including avoidance of the boss and possible harm to productivity.

Study Reveals Mixed Impact of Workplace Gossip

The research, led by Julena Bonner, an associate professor of management at Utah State University, surveyed 202 office workers across various industries. Participants were asked twice daily for 10 days whether they had gossiped about their boss and how they felt and acted afterward. A follow-up survey of 111 additional workers included input from their colleagues to assess behavioral changes after gossiping.

According to the findings, workers who gossiped about their boss often experienced guilt, shame, or fear of being caught. These emotions led them to avoid their boss, potentially hindering productivity and collaboration on projects. However, the study also found that gossiping created a sense of camaraderie among colleagues, encouraging more teamwork that day.

Emotional and Social Dynamics in the Workplace

Rebecca Greenbaum, a professor of human resource management at Rutgers School of Management and Labor Relations and one of the study’s authors, explained that gossiping about a boss can be a complex emotional experience. ‘Even when it goes against our better judgment, we all seem to gossip about our bosses from time to time,’ she said. ‘We often tell ourselves, ‘I shouldn’t be doing this,’ but it also feels really good.’

Greenbaum noted that the emotional impact of gossip can vary based on the nature of the boss. The study found that when a boss is emotionally or verbally abusive, the bonding effect of gossip is amplified. In such cases, employees are more likely to support one another, seeing the boss as a ‘common enemy.’

‘If we talk bad about our bosses, our guilt and shame may keep us from proactively working with them on a timely project,’ Bonner said. ‘But that same gossip can make us feel bonded, increasing team cooperation that could aid in other important tasks.’

Caution Against Encouraging Gossip

Despite uncovering potential benefits, the researchers caution that they are not endorsing gossip as a workplace bonding strategy. Greenbaum emphasized that the study aims to understand the emotional and social dynamics at play, rather than recommend gossiping as a solution.

‘We aren’t suggesting that gossip is the only way or the best way for employees to bond and connect with one another, nor are we recommending that we gossip about abusive bosses for social support,’ Greenbaum said. ‘The more important point is to understand that gossip and our emotions play into our need for social survival.’

The study highlights that people sometimes protect themselves from their own bad behaviors, like gossip, by avoiding those they may have hurt. Other times, they gossip because they need to feel closer to people who ‘get’ their experiences.

The researchers argue that while gossiping about a boss may have some positive effects, it is not a substitute for open communication or addressing workplace issues directly. The findings underscore the importance of understanding the emotional and relational aspects of workplace behavior.

The study was published in the latest edition of the Journal of Business Ethics and was conducted by a team including Greenbaum, Bonner, Marcus Butts of Southern Methodist University, and Gary Thurgood of Utah State University.