Recent research has revealed that work often can undermine people's humanness by promoting a view of them as mere objects. In particular, the workers’ meta-perceptions of being treated as company resources (i.e., organizational dehumanization) and their self-perceptions of being instrument-like (i.e., self-objectification) could be triggered by several factors. Previous research has identified that abusive supervisors and engaging in objectifying (repetitive, fragmented and other oriented) tasks are two of the main key factors that affect worker's dehumanization. The present project aims to disentangle the extent both factors (perceptions of abusive leadership and performing objectifying tasks) contribute to created perceptions of organizational dehumanization and self-objectification among workers that, ultimately, affects workers job satisfaction. In Study 1 (N = 208 workers), we measured the extent perceived abusive supervisors and objectifying job features predicted organizational dehumanization, self-objectification, and job satisfaction. The results indicate that abusive supervisors predicted perceptions of organizational dehumanization and workers self-objectification in a higher extent than objectifying job features, while workers job satisfaction was predicted in a higher extent by objectifying job features. In Study 2 (N = 141), we experimentally manipulated the abusive (versus nonabusive) supervisors and the objectifying (versus nonobjectifying) tasks in a laboratory setting. Results also indicated that the abusive supervisor exerts a greater influence than performing objectifying tasks on organizational dehumanization, self-objectification, and job satisfaction. The detrimental effect of an abusive supervisor in comparison with other working conditions on workers’ humanness is discussed, and practical implications are highlighted.

中文翻译：

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滥用领导与客观化工作特征：影响组织非人化和员工自我客观化的因素

最近的研究表明，工作往往会通过宣传将人们视为纯粹的对象来破坏人们的人性。特别是，工人被视为公司资源的元认知（即组织去人性化）和他们像工具一样的自我认知（即自我客观化）可能由几个因素触发。先前的研究已经确定，虐待主管和从事客观化（重复、碎片化和其他定向）的任务是影响工人非人化的两个主要关键因素。本项目旨在解开这两个因素（对滥用领导的看法和执行客观化任务）在员工中造成组织非人化和自我客观化的看法的程度，最终，影响工人的工作满意度。在研究 1 (N  = 208 名员工），我们测量了感知虐待主管和客观化工作特征预测组织非人化、自我客观化和工作满意度的程度。结果表明，与客观化工作特征相比，虐待主管更能预测组织非人化和员工自我客观化的感知，而客观化工作特征更能预测员工的工作满意度。在研究 2 ( N = 141），我们在实验室环境中通过实验操纵了虐待（与非虐待）主管和客观化（与非客观化）任务。结果还表明，与执行客观化任务相比，虐待主管对组织非人化、自我客观化和工作满意度的影响更大。与其他工作条件相比，虐待主管对工人人性的不利影响进行了讨论，并强调了实际影响。