In this paper, we integrate displaced aggression theory with organizational dehumanization research to examine the trickle-out effects of organizational dehumanization. Specifically, we argue that supervisors who feel dehumanized by their organization will displace their aggression toward their subordinates by engaging in supervisor undermining behaviors. Undermined subordinates, in turn, will displace their own aggression toward their family members through family undermining behaviors, ultimately impairing the latter's relationship satisfaction and perceptions of emotional support. Furthermore, these mediated relationships are exacerbated when supervisors' fear of retaliation from the organization is high. We tested the research model in two independent studies using multi-source data: (1) a four-wave investigation of 184 full-time employees along with their spouses and supervisors (Study 1) and (2) 175 supervisor-subordinate-family member triads (Study 2). Results of Study 1 suggested that supervisors' perceptions of organizational dehumanization were associated with subordinates' perceptions of supervisor undermining. This, in turn, was associated with spouse-reported undermining behaviors and ultimately spouse-reported relationship satisfaction. In Study 2, we went one step further and showed that supervisors' perceptions of organizational dehumanization were serially related to family outcomes (i.e., relationship satisfaction and perceptions of emotional support) via subordinates' perceptions of supervisor undermining and family members' reports of family undermining. Further, high fear of retaliation strengthened these mediated relationships. Theoretical and practical implications are discussed.

在本文中，我们将流离失所的攻击理论与组织非人化研究相结合，以检验组织非人化的涓滴效应。具体来说，我们认为，感到被组织非人化的主管会通过从事主管破坏行为来转移对下属的攻击性。反过来，被破坏的下属会通过破坏家庭的行为来转移他们对家庭成员的攻击性，最终损害后者的关系满意度和情感支持的感知。此外，当主管非常害怕组织报复时，这些中介关系会加剧。我们使用多源数据在两项独立研究中测试了研究模型：(1) 对 184 名全职员工及其配偶和主管的四波调查（研究 1）和 (2) 175 名主管-下属-家庭成员三合会（研究 2）。研究 1 的结果表明，主管对组织去人性化的看法与下属对主管破坏的看法有关。反过来，这与配偶报告的破坏行为以及最终配偶报告的关系满意度有关。在研究 2 中，我们更进一步，通过下属对主管破坏的看法和家庭成员对家庭破坏的报告，表明主管对组织去人性化的看法与家庭结果（即关系满意度和情感支持的看法）呈串行关系. 进一步，对报复的高度恐惧加强了这些中介关系。讨论了理论和实践意义。