This research examined the negative relationship between leader–member exchange (LMX) and organizational dehumanization (i.e., employees’ perceptions that their organization treats them like tools), and specifically the consequences of this LMX–dehumanization relationship on employees’ emotional exhaustion, affective commitment, and voice behaviors. Further, given that supervisors act as representatives of the organization, we argued that these relationships would be stronger for employees identifying their supervisor with the organization (i.e., high supervisor’s organizational embodiment). Across two samples, results showed that high-quality LMX was negatively associated with organizational dehumanization. Further, organizational dehumanization was found to mediate the relationships between LMX and outcomes (i.e., emotional exhaustion, affective commitment, and voice behaviors). Finally, the mediation model was moderated by supervisor’s organizational embodiment. More specifically, the negative effects of LMX on organizational dehumanization and its subsequent outcomes were stronger when leaders were perceived as sharing many characteristics with their organization. This research expands the recent and scarce knowledge on the determinants, boundary conditions and outcomes of organizational dehumanization. Our findings suggest that interpersonal relationships at work and, in particular, very common supervisor-related perceptions should be considered when examining organizational dehumanization.

本研究考察了领导-成员交换 (LMX) 与组织非人化（即员工认为组织将他们当作工具对待）之间的负相关关系，特别是这种 LMX-非人化关系对员工情绪耗竭、情感承诺的影响, 和语音行为。此外，鉴于主管是组织的代表，我们认为这些关系对于将他们的主管与组织联系起来的员工（即高级主管的组织体现）来说会更牢固。在两个样本中，结果表明高质量的 LMX 与组织去人性化呈负相关。此外，发现组织去人性化可以调节 LMX 与结果（即情绪耗竭、情感承诺和声音行为）。最后，调解模型由主管的组织体现进行调节。更具体地说，当领导者被认为与其组织具有许多共同特征时，LMX 对组织去人性化及其后续结果的负面影响会更大。这项研究扩展了最近关于组织非人化的决定因素、边界条件和结果的稀缺知识。我们的研究结果表明，在检查组织非人性化时，应该考虑工作中的人际关系，尤其是非常常见的与主管相关的看法。当领导者被认为与其组织具有许多共同特征时，LMX 对组织非人化及其后续结果的负面影响会更大。这项研究扩展了最近关于组织非人化的决定因素、边界条件和结果的稀缺知识。我们的研究结果表明，在检查组织非人性化时，应该考虑工作中的人际关系，尤其是非常常见的与主管相关的看法。当领导者被认为与其组织具有许多共同特征时，LMX 对组织非人化及其后续结果的负面影响会更大。这项研究扩展了最近关于组织非人化的决定因素、边界条件和结果的稀缺知识。我们的研究结果表明，在检查组织非人性化时，应该考虑工作中的人际关系，尤其是非常常见的与主管相关的看法。