Abstract

The present study examines the psychological nuances underlying the glorification of toxic workplace practices and highlights the normalization of a lack of work-life balance. The existing literature attributes this normalization to both individual and organizational factors. It suggests that individuals attach their self-worth to their professional achievements, a crucial aspect of identity formation (Leary & Tangney, 2012). Drawing on social comparison theory, the organizational climate influences employees to weigh their professional achievements against those of their peers (Matthews & Kelemen, 2024), leading them to internalize the belief that working through exhaustion may indicate their dedication and success. The scoping review systematically analyzes how the organizational reward system reinforces toxic workplace practices, such as working beyond fixed work hours and being available through public praise, social comparison, and a fear of career stagnation. A significant gap exists in the empirical literature, as it does not provide a direct causal link between the organizational glorification of overwork and its psychological effects on individuals. Moreover, there is a lack of research on how organizational values related to productivity influence an employees perception of self-worth. The study establishes an association between the workplace hustle culture and the psychological costs employees bear, ranging from workplace burnout (Maslach et al., 2001) to anxiety and a weakened sense of self. This paper explores the psychological toll a workplace can inflict on its employees when it prioritizes the quantity of hours over their well-being and the quality of the work produced. The study concludes with evidence-based suggestions that counter the glorification of toxic workplace practices by promoting fixed work schedules, therapeutic interventions, and the application of the concept of work-life balance in practice rather than merely as a theoretical concept (Poelmans et al., 2008).