{"id":1680,"date":"2026-02-02T03:33:38","date_gmt":"2026-02-02T08:33:38","guid":{"rendered":"https:\/\/jobhire.ai\/blog\/?p=1680"},"modified":"2026-03-24T08:06:18","modified_gmt":"2026-03-24T12:06:18","slug":"why-your-boss-might-be-slowly-killing-you","status":"publish","type":"post","link":"https:\/\/jobhire.ai\/blog\/why-your-boss-might-be-slowly-killing-you","title":{"rendered":"Why Your Boss Might Be Slowly Killing You (and Your Career)"},"content":{"rendered":"\n<style>\n    \/* --- PREMIUM CLEAN DESIGN VARIABLES --- *\/\n    :root {\n        --zinc-50: #fafafa;\n        --zinc-100: #f4f4f5;\n        --zinc-200: #e4e4e7;\n        --zinc-400: #a1a1aa;\n        --zinc-500: #71717a;\n        --zinc-700: #3f3f46;\n        --zinc-800: #27272a;\n        --zinc-900: #18181b;\n        --jh-green: #10b981;\n        --jh-green-light: #ecfdf5;\n        --jh-red: #ef4444;\n        --jh-orange: #f59e0b;\n    }\n\n    \/* --- GLOBAL REPORT STYLES --- *\/\n    .jh-report-wrapper {\n        font-family: -apple-system, BlinkMacSystemFont, \"SF Pro Display\", \"Inter\", sans-serif;\n        color: var(--zinc-800);\n        background-color: transparent;\n        line-height: 1.7;\n        box-sizing: border-box;\n        padding: 20px 0 40px 0; \/* \u0423\u043c\u0435\u043d\u044c\u0448\u0435\u043d \u0432\u0435\u0440\u0445\u043d\u0438\u0439 \u043e\u0442\u0441\u0442\u0443\u043f, \u0442\u0430\u043a \u043a\u0430\u043a H1 \u0431\u0435\u0440\u0435\u0442\u0441\u044f \u0438\u0437 \u0442\u0435\u043c\u044b *\/\n    }\n    .jh-report-wrapper * { box-sizing: inherit; }\n\n    .jh-report-container {\n        max-width: 860px;\n        margin: 0 auto;\n        background: #ffffff;\n        padding: 40px 80px 60px 80px;\n        border-radius: 24px;\n        box-shadow: 0 20px 50px rgba(0,0,0,0.03);\n        border: 1px solid var(--zinc-200);\n    }\n\n    \/* --- TYPOGRAPHY --- *\/\n    .jh-report-container h2 {\n        font-size: 1.65rem;\n        font-weight: 700;\n        letter-spacing: -0.015em;\n        color: var(--zinc-900);\n        margin: 50px 0 20px 0;\n        border-bottom: 2px solid var(--zinc-100);\n        padding-bottom: 12px;\n    }\n    .jh-report-container p {\n        font-size: 1.125rem;\n        margin-bottom: 24px;\n        color: var(--zinc-700);\n    }\n    .jh-report-container ul {\n        padding-left: 24px;\n        margin-bottom: 30px;\n    }\n    .jh-report-container li {\n        font-size: 1.125rem;\n        margin-bottom: 12px;\n        color: var(--zinc-700);\n    }\n    .jh-report-container li strong { color: var(--zinc-900); }\n    .jh-link {\n        color: var(--jh-green);\n        text-decoration: none;\n        font-weight: 600;\n        border-bottom: 1px solid transparent;\n        transition: border-color 0.2s;\n    }\n    .jh-link:hover { border-bottom-color: var(--jh-green); }\n\n    \/* --- AUTHOR BLOCK (EDITOR E-E-A-T) --- *\/\n    .jh-author-premium {\n        display: flex;\n        align-items: center;\n        gap: 20px;\n        padding-bottom: 30px;\n        margin-bottom: 40px;\n        border-bottom: 1px solid var(--zinc-200);\n    }\n    .jh-author-premium img {\n        width: 56px;\n        height: 56px;\n        border-radius: 50%;\n        object-fit: cover;\n    }\n    .jh-author-details { display: flex; flex-direction: column; gap: 4px; }\n    .jh-author-details strong { font-size: 1.1rem; color: var(--zinc-900); }\n    .jh-meta-data {\n        display: flex;\n        align-items: center;\n        gap: 16px;\n        font-size: 0.9rem;\n        color: var(--zinc-500);\n        flex-wrap: wrap;\n    }\n    .jh-meta-data span {\n        display: flex;\n        align-items: center;\n        gap: 6px;\n    }\n    .jh-updated {\n        font-style: italic;\n    }\n\n    \/* --- TL;DR \/ KEY TAKEAWAYS BOX --- *\/\n    .jh-tldr-box {\n        background-color: var(--jh-green-light);\n        border-left: 4px solid var(--jh-green);\n        padding: 30px 40px;\n        border-radius: 0 16px 16px 0;\n        margin: 40px 0;\n    }\n    .jh-tldr-box h3 {\n        margin: 0 0 16px 0;\n        color: #065f46;\n        display: flex;\n        align-items: center;\n        gap: 8px;\n        font-size: 1.3rem;\n        font-weight: 600;\n    }\n    .jh-tldr-box ul { margin: 0; padding-left: 20px; }\n    .jh-tldr-box li { color: #064e3b; margin-bottom: 10px; font-size: 1.05rem; }\n\n    \/* --- HTML\/CSS INFOGRAPHICS --- *\/\n    .jh-chart-figure { margin: 40px 0; text-align: center; }\n    .jh-chart-container {\n        background: #ffffff;\n        border: 1px solid var(--zinc-200);\n        border-radius: 16px;\n        padding: 40px;\n        margin-bottom: 16px;\n        box-shadow: 0 10px 30px rgba(0,0,0,0.02);\n        display: flex;\n        align-items: center;\n        justify-content: center;\n        gap: 50px;\n        flex-wrap: wrap;\n    }\n    .jh-chart-figure figcaption {\n        font-size: 0.95rem;\n        color: var(--zinc-500);\n        font-style: italic;\n    }\n\n    \/* 1. Donut Chart (\u041a\u0440\u0443\u0433\u043e\u0432\u0430\u044f \u0434\u0438\u0430\u0433\u0440\u0430\u043c\u043c\u0430) *\/\n    .jh-donut-chart {\n        width: 220px;\n        height: 220px;\n        border-radius: 50%;\n        background: conic-gradient(\n            var(--jh-red) 0% 42%,    \n            var(--zinc-200) 42% 79%, \n            var(--jh-green) 79% 100% \n        );\n        position: relative;\n        display: flex;\n        align-items: center;\n        justify-content: center;\n        box-shadow: inset 0 0 20px rgba(0,0,0,0.05), 0 10px 20px rgba(0,0,0,0.08);\n    }\n    .jh-donut-hole {\n        width: 140px;\n        height: 140px;\n        background: #ffffff;\n        border-radius: 50%;\n        display: flex;\n        flex-direction: column;\n        align-items: center;\n        justify-content: center;\n        box-shadow: inset 0 4px 10px rgba(0,0,0,0.05);\n    }\n    .jh-donut-hole span { font-size: 2rem; font-weight: 800; color: var(--jh-red); line-height: 1; }\n    .jh-donut-hole small { font-size: 0.75rem; color: var(--zinc-500); font-weight: 700; text-transform: uppercase; margin-top: 4px; }\n    \n    .jh-chart-legend { display: flex; flex-direction: column; gap: 16px; text-align: left; }\n    .jh-legend-item { display: flex; align-items: center; gap: 12px; font-size: 1.05rem; color: var(--zinc-800); font-weight: 500;}\n    .jh-legend-color { width: 16px; height: 16px; border-radius: 4px; }\n    .jh-legend-red { background: var(--jh-red); }\n    .jh-legend-green { background: var(--jh-green); }\n    .jh-legend-gray { background: var(--zinc-200); }\n\n    \/* 2. Bar Chart (\u0413\u0438\u0441\u0442\u043e\u0433\u0440\u0430\u043c\u043c\u0430) *\/\n    .jh-bar-chart {\n        width: 100%;\n        max-width: 500px;\n        display: flex;\n        flex-direction: column;\n        gap: 24px;\n        text-align: left;\n    }\n    .jh-bar-row { display: flex; flex-direction: column; gap: 8px; }\n    .jh-bar-label {\n        display: flex;\n        justify-content: space-between;\n        font-weight: 600;\n        color: var(--zinc-800);\n        font-size: 1.05rem;\n    }\n    .jh-bar-track {\n        height: 28px;\n        background: var(--zinc-100);\n        border-radius: 14px;\n        overflow: hidden;\n        box-shadow: inset 0 2px 4px rgba(0,0,0,0.05);\n    }\n    .jh-bar-fill {\n        height: 100%;\n        border-radius: 14px;\n        display: flex;\n        align-items: center;\n        padding-right: 12px;\n        justify-content: flex-end;\n        color: white;\n        font-size: 0.9rem;\n        font-weight: 700;\n        animation: growBar 1.5s cubic-bezier(0.1, 0.7, 0.1, 1) forwards;\n        transform-origin: left;\n    }\n    @keyframes growBar {\n        from { transform: scaleX(0); }\n        to { transform: scaleX(1); }\n    }\n    .jh-fill-1 { background: linear-gradient(90deg, #f87171, var(--jh-red)); width: 29%; }\n    .jh-fill-2 { background: linear-gradient(90deg, #fbbf24, var(--jh-orange)); width: 27%; }\n    .jh-fill-3 { background: linear-gradient(90deg, #991b1b, #7f1d1d); width: 18%; }\n\n    \/* --- SURVEY CTA BLOCK --- *\/\n    .jh-survey-cta {\n        background: var(--zinc-900);\n        color: #ffffff;\n        padding: 50px;\n        border-radius: 20px;\n        text-align: center;\n        margin-top: 60px;\n        box-shadow: 0 20px 40px rgba(0,0,0,0.1);\n    }\n    .jh-survey-cta h3 { color: #ffffff; font-size: 1.8rem; margin: 0 0 16px 0; }\n    .jh-survey-cta p { color: var(--zinc-400); font-size: 1.1rem; margin: 0 0 30px 0; }\n    .jh-btn-survey {\n        display: inline-block;\n        background-color: var(--jh-green);\n        color: #ffffff;\n        padding: 16px 40px;\n        border-radius: 50px;\n        font-weight: 700;\n        font-size: 1.1rem;\n        text-decoration: none;\n        transition: background-color 0.2s, transform 0.2s;\n    }\n    .jh-btn-survey:hover {\n        background-color: #059669;\n        transform: translateY(-2px);\n    }\n\n    \/* --- RESPONSIVE --- *\/\n    @media (max-width: 768px) {\n        .jh-report-container { padding: 40px 24px; border-radius: 16px; }\n        .jh-tldr-box { padding: 24px; }\n        .jh-survey-cta { padding: 40px 24px; }\n        .jh-chart-container { padding: 30px 20px; gap: 30px; }\n    }\n<\/style>\n\n<div class=\"jh-report-wrapper\">\n    <article class=\"jh-report-container\">\n\n        <div class=\"jh-author-premium\">\n            <img decoding=\"async\" src=\"https:\/\/joblandai.com\/wp-content\/uploads\/2026\/03\/1_Dchqrs4RlZFipB3BxslfBg.png\" alt=\"Ethan Reynolds\">\n            <div class=\"jh-author-details\">\n                <strong>Ethan Reynolds<\/strong>\n                <div class=\"jh-meta-data\">\n                    <span>Editor<\/span> \u2022 \n                    <span class=\"jh-updated\">\n                        <svg width=\"14\" height=\"14\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"currentColor\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M21.5 2v6h-6M21.34 15.57a10 10 0 1 1-.34-8.86l3.12 1.35\"\/><\/svg>\n                        Updated: March 24, 2026\n                    <\/span> \u2022 \n                    <span style=\"color:var(--jh-green); font-weight:600;\">Original Research<\/span>\n                <\/div>\n            <\/div>\n        <\/div>\n\n        <p>A new survey of 2,000 U.S. workers by <a href=\"https:\/\/jobhire.ai\/?utm_source=blog&#038;utm_medium=article&#038;utm_campaign=text\" target=\"_blank\" class=\"jh-link\">JobHire.AI<\/a> reveals that a staggering <strong>42% of U.S. workers report disliking their boss<\/strong>, and the fallout is more than just grumbling in Slack channels. From stress and lost sleep to emotional burnout and career setbacks, the American workplace is quietly suffering under managerial missteps.<\/p>\n\n        <div class=\"jh-tldr-box\">\n            <h3><svg width=\"20\" height=\"20\" fill=\"none\" stroke=\"currentColor\" stroke-width=\"2\" viewBox=\"0 0 24 24\"><path d=\"M22 11.08V12a10 10 0 1 1-5.93-9.14\"\/><polyline points=\"22 4 12 14.01 9 11.01\"\/><\/svg> Key Takeaways<\/h3>\n            <ul>\n                <li><strong>75% of workers<\/strong> identify their boss as a primary or significant source of stress.<\/li>\n                <li><strong>31% of employees<\/strong> explicitly describe their manager as &#8220;toxic.&#8221;<\/li>\n                <li><strong>Minorities and Gen Z<\/strong> are disproportionately affected by poor management and are twice as likely to quit over it.<\/li>\n                <li><strong>72% of people<\/strong> remain in toxic jobs purely for financial stability, masking massive retention risks.<\/li>\n            <\/ul>\n        <\/div>\n\n        <h2>Why These Results Matter Now<\/h2>\n        <p>As we approach 2026, companies are obsessed with AI, productivity software, and squeezing more output from fewer people. However, this survey suggests that the real productivity leak isn\u2019t technology, but rather management. While leaders debate automation, nearly half of American workers are losing sleep, confidence, and motivation because of the human beings directly above them. This isn\u2019t a cultural footnote. It\u2019s a structural risk to the labor market.<\/p>\n\n        <h2>1. Toxic Boss Statistics: 42% of U.S. Workers Dislike Their Manager<\/h2>\n        <p>Let\u2019s start with the headline number: <strong>42% of U.S. full-time workers say they do not like their boss<\/strong>. That includes <strong>26% who are \u201cnot a fan\u201d<\/strong> and <strong>16% who say they actually hate their boss<\/strong>.<\/p>\n        <p>In plain English: disliking your boss is now statistically normal. Liking your boss at <strong>21%<\/strong> is the outlier.<\/p>\n        \n        <figure class=\"jh-chart-figure\">\n            <div class=\"jh-chart-container\">\n                <div class=\"jh-donut-chart\">\n                    <div class=\"jh-donut-hole\">\n                        <span>42%<\/span>\n                        <small>Dislike Boss<\/small>\n                    <\/div>\n                <\/div>\n                <div class=\"jh-chart-legend\">\n                    <div class=\"jh-legend-item\">\n                        <div class=\"jh-legend-color jh-legend-red\"><\/div>\n                        <strong>42%<\/strong> Dislike \/ Hate\n                    <\/div>\n                    <div class=\"jh-legend-item\">\n                        <div class=\"jh-legend-color jh-legend-gray\"><\/div>\n                        <strong>37%<\/strong> Neutral \/ Other\n                    <\/div>\n                    <div class=\"jh-legend-item\">\n                        <div class=\"jh-legend-color jh-legend-green\"><\/div>\n                        <strong>21%<\/strong> Like their Boss\n                    <\/div>\n                <\/div>\n            <\/div>\n            <figcaption>Figure 1: Employee sentiment towards their direct managers (JobHire.AI 2026 Survey).<\/figcaption>\n        <\/figure>\n\n        <p>This matters because work is no longer a place you visit; it\u2019s where you spend most of your waking life. When nearly half of workers start each Monday already emotionally compromised, the system isn\u2019t strained; it\u2019s broken.<\/p>\n\n        <h2>2. Workplace Stress: Managers Are the Primary Source for 75% of Employees<\/h2>\n        <p>When asked whether their boss is a significant source of stress, <strong>39% said their boss is their main source of stress<\/strong>, and another <strong>36% said one of their main sources<\/strong>. That\u2019s <strong>75%<\/strong> of workers experiencing serious stress tied directly to management.<\/p>\n        <p>To put it bluntly: for three out of four workers, the problem isn\u2019t the job\u2014it\u2019s the boss. Stress like this doesn\u2019t stay at the office. It bleeds into sleep, health, relationships, and decision-making. Companies that ignore this are effectively subsidizing burnout and calling it resilience.<\/p>\n\n        <h2>3. Signs of a Toxic Manager: Micromanagement and Unrealistic Deadlines<\/h2>\n        <p><strong>31% of workers explicitly describe their boss as toxic<\/strong>. That\u2019s not a vague feeling; it\u2019s an indictment. What does toxic look like in practice?<\/p>\n        <ul>\n            <li><strong>51%<\/strong> experienced unrealistic deadlines or constant urgency<\/li>\n            <li><strong>49%<\/strong> endured extreme micromanaging<\/li>\n            <li><strong>46%<\/strong> had their boss take credit for their work<\/li>\n            <li><strong>44%<\/strong> had concerns ignored or dismissed<\/li>\n            <li><strong>41%<\/strong> faced yelling, intimidation, or aggression<\/li>\n            <li><strong>38%<\/strong> experienced public humiliation<\/li>\n        <\/ul>\n        <p>These aren\u2019t personality quirks. They\u2019re patterns. And when half of the workers report them, we\u2019re talking about a management culture that rewards pressure over performance.<\/p>\n\n        <h2>4. Demographic Breakdown: How Toxicity Affects Women, Minorities, and Gen Z<\/h2>\n        <p>When we dig deeper into the data, it becomes clear that toxic leadership does not impact all demographics equally. Vulnerable groups often bear the brunt of poor management:<\/p>\n        <ul>\n            <li><strong>Gender Disparity:<\/strong> Women are significantly more likely to face exhaustion. Our findings align with broader industry data showing that <strong>38% of women<\/strong> report severe cognitive exhaustion due to management styles, compared to 33% of men.<\/li>\n            <li><strong>Impact on Minorities:<\/strong> Workers of color report a higher necessity to &#8220;tolerate&#8221; toxic behavior to preserve their roles. Approximately <strong>57% of Black workers<\/strong> and <strong>47% of Hispanic workers<\/strong> report facing subtle microaggressions from leadership, compared to 35% of white workers.<\/li>\n            <li><strong>The Gen Z Exodus:<\/strong> Generation Z is refusing to participate in toxic cultures. Workers aged 18-27 are <strong>twice as likely to quit<\/strong> their jobs abruptly due to a toxic boss compared to Baby Boomers, prioritizing psychological safety over tenure.<\/li>\n        <\/ul>\n\n        <h2>5. Frequency of Workplace Misery: Daily and Weekly Emotional Toll<\/h2>\n        <p>How often does your boss make you feel miserable?<\/p>\n        \n        <figure class=\"jh-chart-figure\">\n            <div class=\"jh-chart-container\">\n                <div class=\"jh-bar-chart\">\n                    <div class=\"jh-bar-row\">\n                        <div class=\"jh-bar-label\"><span>Weekly<\/span> <strong>29%<\/strong><\/div>\n                        <div class=\"jh-bar-track\"><div class=\"jh-bar-fill jh-fill-1\"><\/div><\/div>\n                    <\/div>\n                    <div class=\"jh-bar-row\">\n                        <div class=\"jh-bar-label\"><span>Occasionally<\/span> <strong>27%<\/strong><\/div>\n                        <div class=\"jh-bar-track\"><div class=\"jh-bar-fill jh-fill-2\"><\/div><\/div>\n                    <\/div>\n                    <div class=\"jh-bar-row\">\n                        <div class=\"jh-bar-label\"><span>Daily<\/span> <strong style=\"color: #991b1b;\">18%<\/strong><\/div>\n                        <div class=\"jh-bar-track\"><div class=\"jh-bar-fill jh-fill-3\"><\/div><\/div>\n                    <\/div>\n                <\/div>\n            <\/div>\n            <figcaption>Figure 2: Frequency of negative emotional states induced by management.<\/figcaption>\n        <\/figure>\n\n        <p>That means nearly three-quarters of workers feel miserable at least sometimes because of their boss. Misery at this frequency isn\u2019t emotional fragility; it\u2019s environmental damage.<\/p>\n\n        <h2>6. The Physical and Mental Health Impact of Bad Leadership<\/h2>\n        <p>This survey moves beyond feelings into measurable health consequences:<\/p>\n        <ul>\n            <li><strong>52%<\/strong> lost sleep due to stress caused by their boss<\/li>\n            <li><strong>49%<\/strong> dreaded going to work<\/li>\n            <li><strong>44%<\/strong> cried at work<\/li>\n            <li><strong>41%<\/strong> experienced physical stress symptoms<\/li>\n            <li><strong>37%<\/strong> had panic or anxiety symptoms<\/li>\n            <li><strong>33%<\/strong> reported emotional numbness<\/li>\n        <\/ul>\n        <p>Only <strong>19%<\/strong> say they\u2019ve never experienced a breaking point because of a boss. Employers like to talk about wellness programs, but nothing undoes a manager who systematically erodes psychological safety.<\/p>\n\n        <h2>7. Financial Stability vs. Toxic Jobs: Why 72% Stay<\/h2>\n        <p>Toxic jobs persist because bills exist. <strong>41% have stayed in a toxic job many times because of pay<\/strong>, and <strong>31% stayed a few times<\/strong>. That\u2019s <strong>72%<\/strong> of workers tolerating toxicity for financial stability.<\/p>\n        <p>But here\u2019s the escape hatch: <strong>28% have quit many jobs because of a boss<\/strong>, and <strong>25% a few times<\/strong>. Money delays departure; it doesn\u2019t prevent it. Companies that think compensation alone buys loyalty are confusing leverage with trust.<\/p>\n\n        <h2>8. The Long-Term Career Impact of a Toxic Workplace<\/h2>\n        <p>The damage doesn\u2019t end when you leave:<\/p>\n        <ul>\n            <li><strong>48%<\/strong> report increased anxiety, stress, or burnout<\/li>\n            <li><strong>41%<\/strong> distrust future managers<\/li>\n            <li><strong>35%<\/strong> lose confidence<\/li>\n            <li><strong>27%<\/strong> experience career setbacks<\/li>\n        <\/ul>\n        <p>Only <strong>19% say there was no lasting impact<\/strong>. Workers don\u2019t just move on\u2014they carry the damage forward into future roles and teams.<\/p>\n\n        <h2>9. Friendship With Your Boss: Boundaries and Workplace Dynamics<\/h2>\n        <p>Workplace friendship sounds progressive, until you look at the numbers. <strong>26% are friends with their boss outside work<\/strong>, 32% would like to be, while 42% actively don\u2019t want that relationship.<\/p>\n        <p>Among those who are friends, there are positive impacts: 58% feel more comfortable speaking openly, and 52% get more flexibility. But the trade-offs are real:<\/p>\n        <ul>\n            <li><strong>54%<\/strong> say boundaries blur<\/li>\n            <li><strong>46%<\/strong> feel pressure to be available outside work<\/li>\n            <li><strong>42%<\/strong> worry performance is judged less objectively<\/li>\n            <li><strong>38%<\/strong> feel guilty saying no<\/li>\n        <\/ul>\n\n        <h2>10. Workplace Favoritism: The Cost of Befriending Management<\/h2>\n        <p>When asked whether being friends with a boss affects fairness, <strong>39% say it creates blatant favoritism<\/strong>, and 34% say subtle favoritism. Only <strong>9% believe decisions remain fair<\/strong>. Even when intentions are good, perception matters. Teams disengage when they believe effort no longer dictates outcomes.<\/p>\n\n        <h2>Conclusion: What Bad Management Means for the 2026 Job Market<\/h2>\n        <p>As the labor market tightens and performance pressure rises, bad management becomes a multiplier of failure. Toxic bosses drive turnover, erode mental health, and quietly reduce productivity. The future of work isn\u2019t just about smarter AI tools. Organizations that invest in management quality will attract better talent, retain it longer, and spend less fixing preventable damage.<\/p>\n\n        <h2>Methodology<\/h2>\n        <p>This report is based on a survey of 2,000 U.S. full-time workers conducted by JobHire.AI in January 2026. Respondents answered a structured questionnaire about their experiences with managers, including stress, toxic behaviors, emotional impact, and career decisions. Some questions allowed multiple responses, so percentages may exceed 100%. All figures represent the share of respondents selecting each option.<\/p>\n\n        <div class=\"jh-survey-cta\">\n            <h3>Have a story to share?<\/h3>\n            <p>We are constantly gathering data to help improve the modern workplace. Take our quick 2-minute survey and make your voice heard safely and anonymously.<\/p>\n            <a href=\"https:\/\/docs.google.com\/forms\/d\/e\/1FAIpQLScPl893YJ1kizVuaK66xb-7KTAZlrnMk0tX7kB_HkUHJMOZRQ\/viewform\" target=\"_blank\" class=\"jh-btn-survey\" rel=\"noopener\">\n                Participate in Survey\n            <\/a>\n        <\/div>\n\n    <\/article>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Ethan Reynolds Editor \u2022 Updated: March 24, 2026 \u2022 Original Research A new survey of 2,000 U.S. workers by&#8230;<\/p>\n","protected":false},"author":3,"featured_media":1681,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_kad_blocks_custom_css":"","_kad_blocks_head_custom_js":"","_kad_blocks_body_custom_js":"","_kad_blocks_footer_custom_js":"","_kadence_starter_templates_imported_post":false,"_kad_post_transparent":"","_kad_post_title":"show","_kad_post_layout":"normal","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"categories":[20],"tags":[96],"class_list":["post-1680","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-research","tag-survey"],"taxonomy_info":{"category":[{"value":20,"label":"Research"}],"post_tag":[{"value":96,"label":"survey"}]},"featured_image_src_large":["https:\/\/jobhire.ai\/blog\/wp-content\/uploads\/2026\/02\/jobhire_boss_article-1-1024x683.png",1024,683,true],"author_info":{"display_name":"JobHire.AI","author_link":"https:\/\/jobhire.ai\/blog\/author\/jobhire-ai"},"comment_info":0,"category_info":[{"term_id":20,"name":"Research","slug":"research","term_group":0,"term_taxonomy_id":20,"taxonomy":"category","description":"Original labor market research on hiring trends, AI impact, and careers - insights and reports from the JobHire.AI team.","parent":0,"count":4,"filter":"raw","cat_ID":20,"category_count":4,"category_description":"Original labor market research on hiring trends, AI impact, and careers - insights and reports from the JobHire.AI team.","cat_name":"Research","category_nicename":"research","category_parent":0}],"tag_info":[{"term_id":96,"name":"survey","slug":"survey","term_group":0,"term_taxonomy_id":96,"taxonomy":"post_tag","description":"","parent":0,"count":1,"filter":"raw"}],"_links":{"self":[{"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/posts\/1680","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/comments?post=1680"}],"version-history":[{"count":16,"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/posts\/1680\/revisions"}],"predecessor-version":[{"id":2076,"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/posts\/1680\/revisions\/2076"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/media\/1681"}],"wp:attachment":[{"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/media?parent=1680"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/categories?post=1680"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/jobhire.ai\/blog\/wp-json\/wp\/v2\/tags?post=1680"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}