The Relationship Between Workplace Ostracism and Organizational Dehumanization: The Role of Need to Belong and its Outcomes.

This research investigates whether experiencing workplace ostracism is positively related to employees' perceptions of organizational dehumanization, and examines one underlying mechanism of this relationship (i.e., thwarted need to belong), as well as its consequences for both employees and organizations.

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.

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.

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.

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.