Organizational dehumanization has detrimental consequences for workers’ well-being. Previous research has focused on organizational factors that trigger workers’ dehumanization or stress at work. ...However, less is known about the factors that can protect workers against the detrimental effects of dehumanization. In the present research, we performed a correlational study (N = 930) and a direct replication of it (N = 913) to analyze 1) the mediation role of organizational dehumanization in the relationship between authentic leadership and stress at work, and 2) the possible moderation of organizational identification and the frequency of leader-follower interactions. The results indicated that higher authentic leadership predicted lower organizational dehumanization and stress at work. Moreover, organizational dehumanization mediates the relationship between authentic leadership and stress at work.
Several initiatives are arising to counterbalance the consequences of psychical distance, motivated by COVID-19, by reinforcing social ties. In this project, we focus on analyzing the relationships ...between participating in collective applause (i.e., a collective ritual), reinforcement of collective/relational ties, identity fusion, and compliance with quarantine norms. We carried out a study during the COVID-19 quarantine (N = 568) with people who were legally obliged to stay home. Our results indicate that participating in collective rituals relates to collective and relational ties with in-group members. This, in turn, is associated with the strength of identity fusion and the perception that other in-group members comply with quarantine norms. Thus, under the influence of a common fate that invariably threatens the lives of a large part of the population, participating in collective rituals positively relates to an increase in the sense of belonging and common identity.
The concentration of wealth in the hands of a few at the expense of general impoverishment is a major problem in some modern societies. However, there is a general opposition to redistribution ...policies or to the application of a progressive taxation system. The goal of this research was to explore one factor that might drive the attitudes toward income redistribution: The (de)humanization of high socioeconomic status groups. Previous studies have shown that high socioeconomic status groups tend to be considered as unemotional machines without any concern for others. However, the consequences of mechanizing (vs. humanizing) high socioeconomic status on the interpretation of socioeconomic differences has not been explored yet. We considered that humanizing high socioeconomic status groups might have an unexpected negative effect on attitudes about income inequality and wealth concentration. Specifically, this research aims to determine how humanizing high socioeconomic status groups influences people’s perceptions of the group’s wealth and preferences for income redistribution. We conducted two studies in which we manipulated the humanity (mechanized vs. humanized in terms of their Human Nature traits) of a high socioeconomic status group. Results of these two studies showed that humanizing (vs. mechanizing) high socioeconomic status groups led to lower support for income redistribution/taxation of wealthy groups, through considering that the group’s wealth comes from internal sources (e.g., ambition) rather than external ones (e.g., corruption). These results were independent of the group’s likeability and perceived competence/warmth. The present research provides valuable insight about the possible dark side of humanizing high socioeconomic status groups as a process that could contribute to the maintenance of the status quo and the legitimation of income inequality in our societies.
Economic objectification is a form of dehumanization in which workers are treated as tools for enhancing productivity. It can lead to self-objectification in the workplace, which is when people ...perceive themselves as instruments for work. This can cause burnout, emotional drain, and a modification of self-perception that involves a loss of human attributes such as emotions and reasoning while focusing on others’ perspectives for evaluating the self. Research on workers self-objectification has mainly analyzed the consequences of this process without exploring the brain activity that underlies the individual’s experiences of self-objectification. Thus, this project explores the electroencephalographic (EEG) changes that occur in participants during an economic objectifying task that resembled a job in an online store. After the task, a self-objectification questionnaire was applied and its resulting index was used to label the participants as self-objectified or non-self-objectified. The changes over time in EEG event-related synchronization (ERS) and partial directed coherence (PDC) were calculated and compared between the self-objectification groups. The results show that the main differences between the groups in ERS and PDC occurred in the beta and gamma frequencies, but only the PDC results correlated with the self-objectification group. These results provide information for further understanding workers’ self-objectification. These EEG changes could indicate that economic self-objectification is associated with changes in vigilance, boredom, and mind-wandering.
Abstract
Research on ambivalent classism suggests that individuals can manifest classism not only in a hostile and explicit manner but also in a condescending and paternalistic form. However, ...researchers have not determined the existence of individual profiles or population subgroups that show this ambivalence pattern. Therefore, to assess the existence of different profiles based on their manifestation of ambivalent classism, we carry out a latent profile analysis with a national representative sample (
N
= 1536). We identify different classist profiles among the population, including a minority of individuals who score low on both dimensions of classism (low generalized classists, 8.65%) and another minority who score high on both hostile and paternalism classism (high generalized classists, 8.13%). Further, we discovered that most of the population adhered to a moderated classism profile, endorsing both dimensions of classism (moderately generalized classist, 40.95%) or to an ambivalent profile, scoring low in hostile classism and high in paternalistic attitudes (paternalistic classists, 42.25%). The likelihood of adhering to the different profiles seems to be related to the individual’s level of education and system justification beliefs. Those individuals who score higher on system justification and with lower educational attainment are more willing to be highly generalized classists rather than be part of other profiles. Profiles also differ to an extent regarding concerns about economic inequality and social attitudes, with moderate and highly generalized classists being less concerned about economic inequality and less willing to support poor groups. We discuss the implications for developing targeted interventions aimed to confront classism patterns for each profile.
Recent research has revealed that work often can undermine people's humanness by promoting a view of them as mere objects. In particular, the workers’ meta‐perceptions of being treated as company ...resources (i.e., organizational dehumanization) and their self‐perceptions of being instrument‐like (i.e., self‐objectification) could be triggered by several factors. Previous research has identified that abusive supervisors and engaging in objectifying (repetitive, fragmented and other oriented) tasks are two of the main key factors that affect worker's dehumanization. The present project aims to disentangle the extent both factors (perceptions of abusive leadership and performing objectifying tasks) contribute to created perceptions of organizational dehumanization and self‐objectification among workers that, ultimately, affects workers job satisfaction. In Study 1 (N = 208 workers), we measured the extent perceived abusive supervisors and objectifying job features predicted organizational dehumanization, self‐objectification, and job satisfaction. The results indicate that abusive supervisors predicted perceptions of organizational dehumanization and workers self‐objectification in a higher extent than objectifying job features, while workers job satisfaction was predicted in a higher extent by objectifying job features. In Study 2 (N = 141), we experimentally manipulated the abusive (versus nonabusive) supervisors and the objectifying (versus nonobjectifying) tasks in a laboratory setting. Results also indicated that the abusive supervisor exerts a greater influence than performing objectifying tasks on organizational dehumanization, self‐objectification, and job satisfaction. The detrimental effect of an abusive supervisor in comparison with other working conditions on workers’ humanness is discussed, and practical implications are highlighted.
Introduction and objective: Workers contend with many threats while performing their daily routine that could undermine their dignity, such as denigrating comments from supervisors or co-workers. ...Denying workers’ dignity constitutes a direct threat towards their well-being. The aim of this paper is to adapt and validate the Spanish version of the Workplace Dignity Scale (WDS). Method: An instrumental design was executed in order to adapt the scale to Spanish with a Mexican population (N = 588). Following back-translation, three studies were conducted in which confirmatory factor analysis, correlations, regressions, and invariance analysis were applied. Results: The results showed that the Spanish adaptation conforms to the six-factor structure of the original scale and that organisational dehumanisation and workers’ self-objectification predicted dignity at work; with workers’ self-objectification being the variable that most strongly predicted workers’ dignity. Finally, we also evaluated measurement invariance comparing our data with the results of the original scale. In general, results indicated that even when the Spanish version of the WDS presented an adequate factor structure, its measurement presented different factor loadings and slopes compared with the measurement of the original scale. Conclusions: In general, we have an instrument adapted to the Mexican context that allows us to evaluate workers’ sense of dignity in the workplace.
Celotno besedilo
Dostopno za:
DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
Nowadays, to the detriment of democratic leaders, the emergence of authoritarian leaders has drastically modified the political sphere. This project aims to shed light on this issue by analysing how ...the perceived effectiveness of democratic and authoritarian political leaders are shaped by the common dimensions of social perception, such as competence/warmth, masculinity/femininity, and human uniqueness/human nature. Accordingly, three experimental studies were conducted. In Study 1 ('n' = 1001), we revealed that democratic leaders are perceived as more competent, warm, feminine and human. In Study 2 ('n' = 548) and Study 3 ('n' = 622), we investigated whether these dimensions of perception mediated the relationship between leaders and their perceived effectiveness. The results revealed that democratic leaders are perceived as effective in cooperative scenarios due to their competence, femininity, and human nature. Alternatively, democratic leaders are preferred in ambiguous contexts due to their competence and cognitive flexibility, that is, human nature. In contrast, authoritarian leaders are perceived as effective in competitive scenarios because of their masculinity. In Study 3, we manipulated the (in)stability of socio-economic contexts. The results revealed that democratic and authoritarian leaders are perceived as more competent, warm, human and more effective in socio-economic contexts that are stable compared with those that are unstable. The implications of the results regarding the emergence of authoritarian leaders are discussed.
Less educated people are viewed negatively and their opinions are belittled in our society. Besides, along with other groups, they are underrepresented in the political arena which questions the ...legitimacy of democratic systems. Despite the existence of education‐based devaluation, research on how people dehumanize individuals and groups with lesser education and minimize their democratic rights is scarce. In this project, we provide correlational evidence that less (vs. highly) educated individuals and groups are dehumanized (Study 1a, N = 304) and their democratic rights (voting, running for office) are questioned (Study 1b, N = 504). Furthermore, we identified that dehumanization tendencies of the less (vs. highly) educated targets predict support for denying them voting rights or the capability to run for public candidacies (Study 2, N = 447). Finally, an experimental study confirmed that the target's educational background influences attributions of humanity, which in turn seem to affect the denial of democratic rights to the target (Study 3, N = 470). These findings suggest that education‐based dehumanization might undermine the inalienable democratic rights of lesser educated individuals and groups thus endangering the foundations of democratic systems.
Several initiatives are arising to counterbalance the consequences of psychical distance, motivated by COVID-19, by reinforcing social ties. In this project, we focus on analyzing the relationships ...between participating in collective applause (i.e., a collective ritual), reinforcement of collective/relational ties, identity fusion, and compliance with quarantine norms. We carried out a study during the COVID-19 quarantine (N = 568) with people who were legally obliged to stay home. Our results indicate that participating in collective rituals relates to collective and relational ties with in-group members. This, in turn, is associated with the strength of identity fusion and the perception that other in-group members comply with quarantine norms. Thus, under the influence of a common fate that invariably threatens the lives of a large part of the population, participating in collective rituals positively relates to an increase in the sense of belonging and common identity.
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