The Link Between Authentic Leadership, Organizational Dehumanization and Stress at Work

Organizational dehumanization has detrimental consequences for workers’ well-being. Previous research has focused on organizational factors that trigger workers’ dehumanization or stress at work. However, less is known about the factors that can protect workers against the detrimental effects of deh...

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Bibliographic Details
Published in:Revista de psicología del trabajo y de las organizaciones 2021-07, Vol.37 (2), p.85-92
Main Authors: Sainz, Mario, Delgado, Naira, Moriano, Juan A.
Format: Article
Language:English
Subjects:
authentic leadership
Dehumanization
Employee turnover
Employees
Employment
Job satisfaction
Leadership
Occupational psychology
organizational dehumanization
organizational identification
Perceptions
Supervisors
work imbalance
Workers
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Summary:Organizational dehumanization has detrimental consequences for workers’ well-being. Previous research has focused on organizational factors that trigger workers’ dehumanization or stress at work. However, less is known about the factors that can protect workers against the detrimental effects of dehumanization. In the present research, we performed a correlational study (N = 930) and a direct replication of it (N = 913) to analyze 1) the mediation role of organizational dehumanization in the relationship between authentic leadership and stress at work, and 2) the possible moderation of organizational identification and the frequency of leader-follower interactions. The results indicated that higher authentic leadership predicted lower organizational dehumanization and stress at work. Moreover, organizational dehumanization mediates the relationship between authentic leadership and stress at work.
ISSN:1576-5962
2174-0534
DOI:10.5093/jwop2021a9