Navigating the Workplace Abyss: Organizational Dehumanization’s Impact on Engagement, Mediation, and Moderation
Simran Singh et al.
What the paper says
Past research links organizational dehumanization (OD) to higher absenteeism and stronger intentions to quit. However, past researchers have noted that several employees cannot quit their jobs and continue to suffer. A literature review indicates that no studies have explored the effect of OD on employees’ engagement through negative rumination. In this study, we contend that such employees who continue to suffer but cannot quit are prone to deviance and disengagement from work. Using the data from an Indian academic sample, we study both the direct and indirect effects of OD on employee engagement. Specifically, the mediation effect of negative rumination and the moderating effect of psychological capital (PsyCap) are examined. Results found a significant negative impact of OD on employee engagement and a significant mediation effect of negative rumination. However, the moderation effects of PsyCap were not found to be significant, suggesting that personal resource reservoirs may not buffer the engagement costs of perceived OD in this context. Managers must arrange for proper counseling services for the employees.
Evidence weight
Balanced mode · F 0.40 / M 0.15 / V 0.05 / R 0.40
| F · citation impact | 0.50 × 0.4 = 0.20 |
| M · momentum | 0.50 × 0.15 = 0.07 |
| V · venue signal | 0.50 × 0.05 = 0.03 |
| R · text relevance † | 0.50 × 0.4 = 0.20 |
† Text relevance is estimated at 0.50 on the detail page — for your query’s actual relevance score, open this paper from a search result.