This study investigates when and why organizational dehumanization leads to deviant work behavior. Accordingly, aims to investigate the impacts of organizational dehumanization on perceived incivility and deviant work behavior. In addition to this, also investigates the psychological capital as moderator between organizational dehumanization and perceived incivility, while perceived incivility as a mediator between organizational dehumanization and deviant work behaviors (employee time theft and knowledge hiding). A time lag approach: with three-time intervals T1, T2 and T3 respectively was used to collect the data from hotel employees. Results indicate that organizational dehumanization leads to perceived incivility and thereof, perceived incivility propels deviant work behaviors amongst employees. Moreover, employee’s psychological capital played a protective role of reducing the detrimental effects of organizational dehumanization on perceived incivility. This research contributes to literature by considering behavioral outcomes of organizational dehumanization. For managers this study provides insights to minimize organizational stressors to buffer employee deviant behaviors. This study also provides new research avenues in hospitality industry.

本研究调查了组织非人化何时以及为何会导致异常工作行为。因此，旨在调查组织非人化对感知的不文明和越轨工作行为的影响。除此之外，还考察了心理资本作为组织非人化与感知不文明之间的调节因子，而感知不文明作为组织非人化与异常工作行为（员工时间盗窃和知识隐藏）之间的中介。时间滞后方法：分别使用三个时间间隔 T1、T2 和 T3 来收集酒店员工的数据。结果表明，组织去人性化会导致感知到的不文明行为，进而导致员工之间的异常工作行为。而且，员工心理资本对减少组织非人化对感知不文明的不利影响起到了保护作用。本研究通过考虑组织去人性化的行为结果为文献做出贡献。对于管理者而言，这项研究提供了一些见解，以最大限度地减少组织压力，以缓冲员工的越轨行为。这项研究还为酒店业提供了新的研究途径。