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. Using a daily diary study over 10 consecutive working days, our results confirm that daily team justice reduces employees' daily psychological strain. In addition, our findings provide evidence that daily psychological safety mediates the effects of daily justice perceptions on daily psychological strain. Results also show that the relationship between daily overall team justice and daily psychological safety is moderated by overall supervisor justice, thereby complementing the target similarity model.

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. In addition, we test the moderating roles of two individual variables, that is, competitiveness and tender-mindedness, in this model. In three samples (Ns = 204, 300, 297, for Samples A, B, and C, respectively), we show a mediation effect of metadehumanization on the links between performance quantification and stress and disidentification that holds despite of contextual variations. Unexpectedly, our two moderated mediation hypotheses did not hold or showed inconsistent effects across samples.

Suicidal ideations and self-dehumanization in recently detoxified patients with severe alcohol use disorder: an experimental exploration through joint explicit-implicit measures.

BACKGROUND: Metadehumanization (the feeling of being considered as less than human by others) is a pervasive phenomenon in psychiatric states, notably promoting self-dehumanization and suicide antecedents. However, its role in suicidal ideations among patients with addictive disorders remains unexplored. We thus investigated the involvement of metadehumanization/self-dehumanization in suicidal ideations and suicidal thoughts interference in severe alcohol use disorder. METHODS: We measured metadehumanization, suicidal ideations, and desire for social contact through questionnaires among 35 recently detoxified patients with severe alcohol use disorder (26 males). We measured animalistic/mechanistic self-dehumanization using an Implicit Association Task, and suicidal thoughts interference using a Stroop Task with suicide-related words. We performed regression analyses while controlling for depression/anxiety. RESULTS: Animalistic self-dehumanization was positively associated with suicidal thoughts interference and with decreased desire for social interactions, such link being absent for metadehumanization or mechanistic self-dehumanization. CONCLUSIONS: This link between self-dehumanization and suicide-related factors suggests that a reduced sense of belonging to humanity is associated with self-harm antecedents. Results also emphasize the importance of using indirect measures to investigate sensitive variables, such as self-dehumanization and suicidal thoughts.

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. A cross-sectional survey of 611 working-aged adults in Belgium (mean age 39.25 years) supported this primary hypothesis. In addition, the hypothesis that meaning of work mediates the relationships between experience of quality social sharing of emotions and job burnout was also supported. The study provides evidence that social sharing of emotions reduces job burnout by helping to make sense of work situations and reinforcing relationships with others.

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

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., repeated measures). Data of both studies were analyzed using unobserved effects panel data models. Results of Study 1 (N = 197) indicated that employees reported higher levels of work alienation during the COVID-19 pandemic. Going one step further, results of Study 2 (N = 295) showed that this higher feeling of work alienation may be explained by an increase in professional isolation and a decrease in meaningfulness of work induced by the COVID-19 pandemic. Results also demonstrated that this increase in work alienation negatively affected employees' job satisfaction, affective commitment, and turnover intentions. Findings are discussed and practical implications for managers are identified. Supplementary Information: The online version contains supplementary material available at 10.1007/s12144-022-03372-9.

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

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. Firstly, a direct relationship is explored by considering whether parental burnout provides incremental validity above job burnout in the prediction of three work outcomes: job satisfaction, turnover intentions, and counterproductive work behaviors. Secondly, it is explored whether depression mediates the relationship between parental burnout and work outcomes. Findings suggest parental burnout may have limited impacts upon work outcomes, providing the impetus for a new direction of research to better understand whether or how burnout in one domain of life can influence the outcomes in other life domains. SUPPLEMENTARY INFORMATION: The online version contains supplementary material available at 10.1007/s12144-021-02687-3.

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. However, how organizational dehumanization and two main emotional labor strategies (i.e., surface and deep acting) are causally related remains unclear in this literature. In the present research, we argue that employees who experience organizational dehumanization and whose self is thus threatened then engage in surface acting to "conserve" their self or in deep acting to "give up" their self in service of the role. Overall, the combined results of three studies offer strong evidence that organizational dehumanization leads employees to perform more surface acting, but not more deep acting. Unexpectedly, our findings also indicate that deep acting reduces the perception of being dehumanized by the organization. In showing this, the present research sheds light on the potential dark side of deep acting, by suggesting that this strategy can change employees' perspectives in a way that may encourage them to stay in an organization that treats them as a means to an end. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

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. This study aims to investigate if metadehumanization occurring among patients with SAUD is associated with clinical factors involved in the maintenance of the disease, namely symptoms of depression or anxiety and drinking refusal self-efficacy. A cross-sectional study was conducted among 120 patients with SAUD. Self-reported questionnaires measured metadehumanization, self-dehumanization (i.e., the feeling of being less than a human), anxiety, depression, drinking refusal self-efficacy, and demographics. Metadehumanization was significantly associated with self-dehumanization, anxiety, depression, and drinking refusal self-efficacy. Additionally, path analyses showed that self-dehumanization mediated the links between metadehumanization and clinical variables. These results indicate that metadehumanization and self-dehumanization could be essential factors to consider during SAUD treatment, as they are associated with increased psychiatric symptoms and reduced drinking refusal self-efficacy.

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). However, the relations between metadehumanisation, self-dehumanisation (i.e., the self-perception of being less than human), and stigmatisation (i.e., the negative taint applied to some groups) remain unexplored. The aim of this research is thus to investigate the relations between these processes. Metadehumanisation, self-dehumanisation, self-stigma (and its subdimensions) and environmental satisfaction were assessed in 120 inpatients with SAUD and analysed in a mediational model. Stigma awareness was positively associated with metadehumanisation, whereas environmental satisfaction was negatively associated with metadehumanisation. Stigma's application to the self was associated with increased self-dehumanisation. Self-stigma and self-dehumanisation are closely intertwined phenomena. Self-dehumanisation seems to follow a multi-step process suggesting that some steps, such as dehumanisation awareness, are missing from current models of dehumanisation.

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. Capitalizing on recent studies showing that sexually objectified women are dehumanized by both male and female participants, the present paper investigates women's metadehumanization (i.e., their perceptions of being viewed as less than fully human) and its emotional consequences following interpersonal sexual objectification. In three studies, we showed that when an interaction partner focuses on their physical appearance, women report higher levels of metadehumanization, as well as increased anger and sadness, than when the partner focuses on non-physical parts. Theoretical and empirical contributions of the present findings are discussed.

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.e., the perception of being dehumanized) and emotional consequences for victims. Capitalizing on previous research, we hypothesized that sex-based objectification would induce animalistic metadehumanization and that beauty-based objectification would induce mechanistic metadehumanization. Our four studies showed that sex-based objectification elicits stronger mechanistic metadehumanization than beauty-based objectification, which also elicits higher mechanistic metadehumanization than non-objectifying control condition. Unexpectedly, animalistic metadehumanization did not vary across conditions. These findings suggest that, consistent with the social metaphor, objectified women feel mechanistically dehumanized, independently of the objectification type faced. Sex- and beauty-based objectifications also elicit more anger but less sadness than the control condition. However, only sex-based objectification increases guilt feelings. The general discussion contrasts perpetrators' vision of objectified women to women's own experience of objectification.

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). Our integrated model of metadehumanization, which considers both its antecedents and consequences, proved stable across contexts and populations and therefore helps building bridges between different psychological disciplines in which dehumanization occurs.

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. Implications for organizational support and psychological empowerment literatures are discussed.

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. Earlier works mainly studied the dehumanizer's perspective, neglecting victims and particularly psychiatric populations. This study's goal is thus to investigate if patients with severe alcohol-use disorders (SAUD) feel dehumanized by others and to reveal factors linked to metadehumanization. METHODS: A cross-sectional study in 120 patients with SAUD as diagnosed by their psychiatrist using DSM-IV criteria. RESULTS: Participants reported significant levels of metadehumanization, which were directly or indirectly linked to fundamental needs threat (γ = 0.41, p < .001), decreased positive emotions (indirect effect = -0.11, p < .05), reduced self-esteem (indirect effect = -0.16, p < .01), reduced use of functional coping strategies focused on the search of social support (γ = -0.20, p < .05), and increased use of dysfunctional coping strategies (indirect effect = 0.15, p < .01) such as excessive alcohol use (indirect effect = 0.10, p < .05). CONCLUSIONS: Patients feel dehumanized by others, an experience linked to important deleterious consequences for patients' wellbeing and treatment.

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.e., work-to-family enrichment, WFE; and work-to-family conflict, WFC). Only one previous study conducted on a Portuguese sample (i.e., Carvalho & Chambel, 2016) has examined the relationships between these concepts in a comprehensive model. Our study aims to replicate one part of Carvalho and Chambel's model but also to extend previous work. We investigated a model of HPWS-employees' well-being at work (i.e., job engagement and job strain) relationships by considering work-to-family interface as a mediator. We surveyed 170 employees of a Belgian company. Data were analysed using structural equation modelling and bootstrapping method. WFE partially mediates the relationships between HPWS and job engagement, whereas WFC partially mediates the relationships between HPWS and job strain. Our study, confirming the results of Carvalho and Chambel (2016), highlights the important role of HPWS in the development of employees' well-being at work. Working in an organization where HPWS are applied leads employees to perceive more enrichment and less conflict between their work and family lives, making them more engaged in and less stressed by their work.

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., dual identity). We hypothesized that the indirect effects of multiculturalism on work outcomes via dual identity are stronger for minority and those of assimilation are stronger for majority. Data came from 261 employees who responded to an online survey. 77 were of foreign origin (minority group) and 184 were of Belgian origin (majority group). Both assimilation and multiculturalism relate positively to work-related outcomes for both groups. However, multiculturalism through dual identity has the most beneficial outcomes for workers of the minority group. Our findings highlight the need to take ethnic and identity issues in account when studying work outcomes in culturally diverse organizations.

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. METHODS: Data were collected among a sample of Belgian employees through questionnaires. RESULTS: As expected, the results of structural equation modeling analyses indicated that emotional exhaustion mediates the relationships between organizational dehumanization on the one hand and employees' health and turnover intentions on the other hand. CONCLUSIONS: These findings contribute to the literature on employees' burnout by highlighting a new predictor of this syndrome and its subsequent outcomes.

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. Some antecedents of dehumanizing experiences (e.g., social exclusion, negative stereotypes) have been reported among patients presenting psychiatric disorders, but dehumanization's experience remains completely unexplored in addictive disorders. We propose a theoretical model and research agenda to overcome this limitation and to improve our understanding of dehumanization's experience in psychiatry, with a special focus on alcohol-related disorders. We also propose much-needed clinical avenues to reduce dehumanization in clinical contexts, centrally by (1) improving dehumanization awareness among medical workers; (2) reducing the need for healthcare workers to use dehumanization to alleviate professional exhaustion; and (3) optimizing medical training to increase empathy toward patients. Finally, some additional improvements are proposed to promote patient's choices, comfort, dignity, and ultimately humanity in hospitals.

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. A body of research has accordingly investigated the determinants of employees' RFC. In particular, RFC has been shown to be positively predicted by employees' perceptions of fair treatment. Little is known, however, on the mechanisms underlying this relationship. Relying on social exchange theory and social identity theory, this paper investigates the concomitant mediating role of perceived organizational support (POS) and organizational identification (OID) between overall justice and RFC. One hundred and forty-five employees of a company located in France participated in a survey-based study. Results of the path analyses indicated that POS mediates the positive effect of organizational justice on RFC, while OID does not act as a mediator in this relationship. As a whole, these results show the relevance of social exchange theory to better understand how employees become ready to change in organizational settings.