In a permanent quest for profit, employees can be reduced to a mere function or instrument, dissociated from their quality as individuals for the organization's ends. Experiencing such a feeling as an employee has been called organizational dehumanization. Scholars have recently suggested that organizational dehumanization may play a key role in the development of emotional labor. However, how organizational dehumanization and two main emotional labor strategies (i.e., surface and deep acting) are causally related remains unclear in this literature. In the present research, we argue that employees who experience organizational dehumanization and whose self is thus threatened then engage in surface acting to "conserve" their self or in deep acting to "give up" their self in service of the role. Overall, the combined results of three studies offer strong evidence that organizational dehumanization leads employees to perform more surface acting, but not more deep acting. Unexpectedly, our findings also indicate that deep acting reduces the perception of being dehumanized by the organization. In showing this, the present research sheds light on the potential dark side of deep acting, by suggesting that this strategy can change employees' perspectives in a way that may encourage them to stay in an organization that treats them as a means to an end. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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情感劳动：组织去人性化的作用。

在对利润的永久追求中，员工可能会沦为单纯的职能或工具，为了组织的目的与他们作为个人的品质脱节。作为员工体验这种感觉被称为组织去人性化。学者们最近提出，组织去人性化可能在情绪劳动的发展中发挥关键作用。然而，组织去人性化和两种主要的情绪劳动策略（即表面和深层行为）之间的因果关系在该文献中仍不清楚。在目前的研究中，我们认为，经历过组织去人性化并因此自我受到威胁的员工会采取表面行动来“保护”他们的自我，或者采取深层行动来“放弃”他们的自我服务于角色。全面的，三项研究的综合结果提供了强有力的证据，表明组织去人性化会导致员工表现出更多的表面行为，而不是更深层的行为。出乎意料的是，我们的研究结果还表明，深度行为减少了被组织非人化的感觉。通过表明这一点，本研究揭示了深层行动的潜在阴暗面，表明这种策略可以改变员工的观点，从而鼓励他们留在一个将他们视为达到目的的手段的组织中。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。我们的调查结果还表明，深度行动减少了被组织非人化的感觉。通过表明这一点，本研究揭示了深层行动的潜在阴暗面，表明这种策略可以改变员工的观点，从而鼓励他们留在一个将他们视为达到目的的手段的组织中。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。我们的调查结果还表明，深度行动减少了被组织非人化的感觉。通过表明这一点，本研究揭示了深层行动的潜在阴暗面，表明这种策略可以改变员工的观点，从而鼓励他们留在一个将他们视为达到目的的手段的组织中。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。