A trickle-out model of organizational dehumanization and displaced aggression

IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Journal of Vocational Behavior Pub Date : 2023-03-01 DOI:10.1016/j.jvb.2022.103826
Constantin Lagios , Simon Lloyd D. Restubog , Patrick Raymund James M. Garcia , Yaqing He , Gaëtane Caesens
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引用次数: 3

Abstract

In this paper, we integrate displaced aggression theory with organizational dehumanization research to examine the trickle-out effects of organizational dehumanization. Specifically, we argue that supervisors who feel dehumanized by their organization will displace their aggression toward their subordinates by engaging in supervisor undermining behaviors. Undermined subordinates, in turn, will displace their own aggression toward their family members through family undermining behaviors, ultimately impairing the latter's relationship satisfaction and perceptions of emotional support. Furthermore, these mediated relationships are exacerbated when supervisors' fear of retaliation from the organization is high. We tested the research model in two independent studies using multi-source data: (1) a four-wave investigation of 184 full-time employees along with their spouses and supervisors (Study 1) and (2) 175 supervisor-subordinate-family member triads (Study 2). Results of Study 1 suggested that supervisors' perceptions of organizational dehumanization were associated with subordinates' perceptions of supervisor undermining. This, in turn, was associated with spouse-reported undermining behaviors and ultimately spouse-reported relationship satisfaction. In Study 2, we went one step further and showed that supervisors' perceptions of organizational dehumanization were serially related to family outcomes (i.e., relationship satisfaction and perceptions of emotional support) via subordinates' perceptions of supervisor undermining and family members' reports of family undermining. Further, high fear of retaliation strengthened these mediated relationships. Theoretical and practical implications are discussed.

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组织非人化和流离失所的侵略的涓滴模型
本文将迁移攻击理论与组织非人化研究相结合,探讨组织非人化的涓滴效应。具体来说,我们认为那些感到被组织非人化的主管会通过参与破坏主管的行为来取代他们对下属的攻击。反过来,被削弱的下属会通过破坏家庭的行为取代自己对家庭成员的攻击,最终损害后者的关系满意度和对情感支持的感知。此外,当管理者对组织报复的恐惧程度很高时,这些中介关系会加剧。我们使用多源数据在两项独立研究中对研究模型进行了检验:(1)对184名全职员工及其配偶和主管进行了四波调查(研究1);(2)对175名主管-下属-家庭成员三人组进行了调查(研究2)。研究1的结果表明,主管对组织非人化的感知与下属对主管破坏的感知相关。反过来,这又与配偶报告的破坏行为以及最终配偶报告的关系满意度有关。在研究2中,我们进一步表明,通过下属对主管破坏的感知和家庭成员对家庭破坏的报告,主管对组织非人化的感知与家庭结果(即关系满意度和情感支持的感知)呈序列相关。此外,对报复的高度恐惧加强了这些调解关系。讨论了理论和实践意义。
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来源期刊
Journal of Vocational Behavior
Journal of Vocational Behavior PSYCHOLOGY, APPLIED-
CiteScore
13.10
自引率
5.40%
发文量
85
期刊介绍: The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).
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