Backfire effects of performance quantification on stress and disidentification: The role of metadehumanization in organizations, sport, and social networks.

Quantification, that is, the shaping of human environments in numerical terms, is so widespread in contemporary societies that it has contaminated almost all spheres of human life. We explore the links between performance quantification and individuals' feelings of being treated in a dehumanized way, that is, metadehumanization. We present an integrative research that assessed the relationships between performance quantification, metadehumanization, and on two of metadehumanization's consequences, that is, stress and disidentification, in three contexts, that is, organizations, sport, and social networks.

Overall team justice and psychological strain: A daily diary study.

Drawing on the relational and uncertainty models of justice, this research investigates the consequences of daily overall team justice perceptions on employees' daily psychological strain. Specifically, we examine daily psychological safety as a mediator of the relationship between daily overall team justice evaluations and daily psychological strain. We also argue that daily overall supervisor justice moderates this mediated relationship.

Predictors and Consequences of Work Alienation in Times of Crisis: Evidence from Two Longitudinal Studies During the COVID-19 Pandemic.

Unlabelled: The present research investigates whether employees felt more alienated from their work during the COVID-19 pandemic than before it, and examines the causes and consequences of this increase in work alienation. To do so, two longitudinal studies using data collected before (T1; October 2019 [Study 1] and November 2019 [Study 2]) and during the first wave of the COVID-19 pandemic (T2; May 2020 [Studies 1 and 2]) were conducted (i.e.

Quality of social sharing of emotions alleviates job burnout: The role of meaning of work.

Past research has demonstrated that finding meaning in work is a dynamic process during interactions with colleagues and supervisors and protects against job burnout. At the same time, past studies have shown that the need to achieve meaning motivates people to share their emotions. Building on this, we hypothesized that workers who have more experience of quality social sharing of emotions about their work with relatives, colleagues, and supervisors are less at risk of job burnout.

Burnout across boundaries: Can parental burnout directly or indirectly influence work outcomes?

Unlabelled: Burnout, while historically considered a work-related condition, can be associated with parenting where it can have direct impacts upon parental outcomes and one's personal resources such as mental health. However, little is known about the domain-incongruent effects of burnout and thus whether parental burnout can manifest within the workplace. The current study uses longitudinal data collected from 499 parents over three intervals across an 8-month period to explore two possible mechanisms.

Metadehumanization and Self-dehumanization are Linked to Reduced Drinking Refusal Self-Efficacy and Increased Anxiety and Depression Symptoms in Patients with Severe Alcohol Use Disorder.

Metadehumanization, the perception of being treated as less than a human by others, is a pervasive phenomenon in intergroup relations. It is dissociated from stigmatization or stereotypes, and it has been recently identified as a critical process in severe alcohol use disorders (SAUD). Metadehumanization is associated with a wide array of negative consequences for the victim, including negative emotions, aversive self-awareness, cognitive deconstruction, and psychosomatic strains, which are related to anxiety and depression.

Emotional labor: The role of organizational dehumanization.

In a permanent quest for profit, employees can be reduced to a mere function or instrument, dissociated from their quality as individuals for the organization's ends. Experiencing such a feeling as an employee has been called organizational dehumanization. Scholars have recently suggested that organizational dehumanization may play a key role in the development of emotional labor.

Self-dehumanisation in severe alcohol use disorder: Links with self-stigma and environmental satisfaction.

Metadehumanisation (i.e., the perception of being considered as less than human by others) is proposed to be widespread in stigmatised populations, such as people with severe alcohol use disorder (SAUD).

My Physical Appearance at the Center of Others' Concerns: What are the Consequences for Women's Metadehumanization and Emotions?

Despite the frequency of women's exposure to sexually objectifying behaviors in their daily life (e.g., through comments on their appearance, gazing or touching), no previous work has investigated how such a focus on their physical appearance influences women's meta-perceptions.

Sex-based and beauty-based objectification: Metadehumanization and emotional consequences among victims.

We investigated how two forms of objectification (i.e., sex- and beauty-based objectification) relate to metadehumanization (i.

Perceived Organizational Support and Psychological Empowerment: A Multi-Sample Study.

: This research examined the mediating role of employees' psychological empowerment in the relationship between perceived organizational support and employee psychological well-being. Our hypotheses were tested using three different sets of cross-sectional data (N = 237, N = 334, and N = 182). Results indicated across the three samples that psychological empowerment mediates the positive relationship between perceived organizational support and employee psychological well-being.

Examining the role of fundamental psychological needs in the development of metadehumanization: A multi-population approach.

In the present paper, we investigate dehumanization processes from a victim perspective. We propose that dehumanization experiences, that is metadehumanization, arise from people's feelings that their fundamental human needs are thwarted and that such experiences influence their emotions, self-esteem, and coping strategies. Our model is put at test in three contexts involving different types of dehumanization victims: Women (Study 1a, N = 349), patients with severe alcohol use disorder (Study 1b, N = 120), and employees in organizations (Study 1c, N = 347).

Metadehumanization in severe alcohol-use disorders: Links with fundamental needs and clinical outcomes.

Background: Dehumanization, i.e., the denial of one's humanity, has important consequences for social interactions.

High-Performance Work Systems and Well-Being: Mediating Role of Work-to-Family Interface.

Regarding the effects of High-Performance Work Systems (HPWS), we can draw two conclusions. First, existing studies on the effects of HPWS on employees' well-being at work are scarce. Second, few studies have considered the relationships between HPWS and work-to-family interface (i.

The Influence of Multiculturalism and Assimilation on Work-Related Outcomes: Differences Between Ethnic Minority and Majority Groups of Workers.

This study aims at acquiring knowledge on how to manage ethnic diversity at work in order to promote work-outcomes in minority and majority groups of workers. We tested a model on how assimilation and multiculturalism, endorsed at an organizational level, predict job satisfaction and intention to quit through a mediation role played by the identification of workers with both the organization and their ethnic group simultaneously (i.e.

The Relationship Between Organizational Dehumanization and Outcomes: The Mediating Role of Emotional Exhaustion.

Objective: The present research examines the influence of organizational dehumanization on the core dimension of burnout, that is, emotional exhaustion. In addition, we examine how emotional exhaustion in turn influences employees' health (ie, psychological strains and physical complains) and turnover intentions. In other words, we investigated the mediating role played by emotional exhaustion in the relationship between organizational dehumanization and employees' health and turnover intentions.

Perceived Organizational Support and Workplace Conflict: The Mediating Role of Failure-Related Trust.

The aim of the present research was twofold. First, we examined the effects of perceived organizational support (POS) on workplace conflict (i.e.

Dehumanization of psychiatric patients: Experimental and clinical implications in severe alcohol-use disorders.

Dehumanization, defined as the denial of one's membership to humanity, is a process repeatedly reported in extreme contexts (e.g., genocides) but also in everyday life interactions.

Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification.

Survival in today's global economy requires organizations to be flexible and adapt readily to the ever-changing marketplace. However, more than 70% of organizational change initiatives fail, mostly due to employees' resistance to change. The literature has identified readiness for change (RFC) as an important cognitive precursor of resistance.

Employees' organizational identification and affective organizational commitment: an integrative approach.

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps.

The curvilinear effect of work engagement on employees' turnover intentions.

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work-engaged employees have lower levels of turnover intentions than non-engaged employees. However, in this research, we examined whether there is a dark side of work engagement.

Leader-member exchange and affective organizational commitment: the contribution of supervisor's organizational embodiment.

In order to account for wide variation in the relationship between leader-member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service employees in the United States (Study 1) and 346 employees in multiple Portuguese organizations (Study 2), we found that as SOE increased, the association between leader-member exchange and affective organizational commitment became greater. This interaction carried through to in-role and extra-role performance.