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.
|Translated title of the contribution||The link between authentic leadership, organizational dehumanization and stress at work|
|Number of pages||8|
|Journal||Revista de Psicologia del Trabajo y de las Organizaciones|
|Publication status||Published - Aug 2021|
Bibliographical notePublisher Copyright:
ISSN:1576-5962/© 2021 Colegio Oficial de la Psicología de Madrid. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).
All Science Journal Classification (ASJC) codes
- Social Psychology
- Organizational Behavior and Human Resource Management