Quantification practices are increasingly adopted by organizations to monitor and enhance performance, yet their impact on employees remains contested. Traditional research emphasizes negative consequences, including stress and reduced motivation, whereas emerging evidence suggests potential benefits under certain conditions. Across three studies, we examined both positive and negative effects of perceived quantification on well-being, operationalized as emotional exhaustion and work engagement. Our findings reveal dual pathways: when quantification is interpreted as coercive, it heightens perceptions of organizational dehumanization, which in turn translates into increased emotional exhaustion and decreased work engagement; when quantification is seen as a caring measure that prevents freeriding and thus serves collective fairness, it fosters engagement. We further show that perceived quantification correlates with freeriding prevention for employees working in teams with low task cohesion but not for those who work in highly cohesive teams. The results underscore that the consequences of quantification are contingent on how employees interpret the organizational intention behind its implementation. We discuss our studies' findings in regard of the Job Demands-Resources framework and propose some practical guidance for organizations seeking to implement quantification practices in ways that promote well-being.

Introduction Les variations du gène FLNA sont responsables de pathologies rares appelées filaminopathies, le plus souvent responsables d’épilepsie et de malformations congénitales. Diverses atteintes respiratoires ont été rapportées en population pédiatrique (détresse respiratoire aiguë néonatale, dysplasie bronchopulmonaire, emphysème…). Chez l’adulte, seuls quelques cas d’emphysème ont été décrits. Notre hypothèse est que les variations de FLNA pourraient être associées à la présence d’emphysème à l’âge adulte. L’objectif de notre étude était d’évaluer la fréquence et les caractéristiques de l’emphysème chez les patients avec variation de FLNA. Méthodes Nous avons conduit une étude prospective transversale monocentrique chez les patients adultes (>18 ans) porteurs d’une variation pathogène du gène FLNA suivis au CHU de Lille (CPP 2022-A00972-41). Les patients inclus ont bénéficié (1) d’une recherche exhaustive d’exposition respiratoire à des substances responsables d’emphysème (tabagisme actif ou passif, expositions domestiques et professionnelles), (2) d’un scanner thoracique interprété par les radiologues thoraciques et d’une quantification du volume d’emphysème par un logiciel, (3) d’explorations fonctionnelles respiratoires (EFR) comprenant spirométrie, pléthysmographie, DLCO et oscillomètrie respiratoire. En cas d’emphysème, ils bénéficiaient d’une recherche de déficit en alpha-1-antitrypsine (DAAT) et d’un séquençage du gène PTPN6. L’objectif principal était de déterminer la fréquence de l’emphysème. Les objectifs secondaires étaient la description des caractéristiques de l’emphysème (type, répartition et sévérité), des EFR, et de la fréquence de l’emphysème inexpliqué, défini par l’absence de cause secondaire. Résultats Parmi les 29 adultes identifiés dans le centre de référence régional, 10 présentaient des critères de non-inclusion, 5 ont refusé de participer, et 4 n’ont pas donné de réponse. Au total, dix patientes ont été incluses. La fréquence de l’emphysème était de 70 % (n=7). La seule exposition retrouvée chez les patientes atteintes d’emphysème était le tabagisme passif, chez 3 patientes. Aucune n’avait de DAAT ni de variation de PTPN6. L’emphysème était donc inexpliqué dans 57 % des cas (n=4). L’emphysème était majoritairement centrolobulaire (n=4) et prédominait dans les régions supérieures (n=4). Le volume médian d’emphysème était de 8,8 % (IQ 3,0–18,0 %) du volume pulmonaire total. Chez les patients avec emphysème, les EFR révélaient une limitation des débits expiratoires (VEMS et, ou VEMS/CVFlimite supérieure de la normale (LSN)) dans 57 % des cas (n=4), une diminution de la DLCO dans 71 % des cas (n=5) et une dysfonction des petites voies aériennes (R5–R20 >0,07kPa/L/s) dans 71 % des cas (n=5). Conclusion Nos résultats suggèrent que les femmes adultes avec variation pathogène hétérozygote du gène FLNA auraient fréquemment de l’emphysème et devraient bénéficier d’un dépistage systématique et de mesures de protection respiratoire (vaccinations, sevrage tabagique). Ces variations pourraient également être une cause d’emphysème familial ou inexpliqué chez les femmes.

Drawing on social information processing theory and signaling theory, this research investigates whether witnessing another employee being ostracized is associated with negative employee outcomes through organizational dehumanization and explores one boundary condition of these relationships (i.e., organizational intolerance of mistreatment). Study 1, a three-wave field study (N = 654), revealed that witnessed workplace ostracism (Time 1) positively relates to organizational dehumanization (Time 2) which, in turn, relates to employees' well-being (i.e., increased physical symptoms; Time 3), attitudes (i.e., decreased affective commitment; Time 3), and behavioral intentions toward the organization (i.e., increased turnover intentions; Time 3). Study 2, employing a 2 × 2 between-subjects design (N = 244), further demonstrated that witnessed workplace ostracism and organizational intolerance of mistreatment-which were manipulated with vignettes-respectively had a positive and a negative impact on organizational dehumanization, though their interactive effect on organizational dehumanization was not significant. Finally, a cross-sectional study (Study 3; N = 282) indicated that the positive relationship between witnessed workplace ostracism and organizational dehumanization was stronger when organizational intolerance of mistreatment was high. This interactive effect extended to observers' increased physical symptoms, decreased affective commitment, and increased turnover intentions. Theoretical contributions, directions for future research and practical implications are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

In this research, we first propose that employees who are pressured by their organization to engage in unethical behavior perceive that they are dehumanized, that is reduced to a mere instrument at the service of the organization. We further suggest that this organizational dehumanization leads them to engage in a reciprocity process that materializes into silence, i.e. intentionally withholding ideas, information, and opinions that could improve work and work organization. Finally, we argue that moral attentiveness strengthens the indirect effect of organizational pressure to behave unethically (OPBU) on silence via organizational dehumanization. Overall, the combined results of a cross-sectional field study, two experimental studies, and a three-wave field study provide evidence for our hypotheses. When facing OPBU, morally attentive employees are more likely to perceive organizational dehumanization, and to restore the balance and harm the organization back by displaying silence. Overall, these findings indicate that OPBU backfires on the organization.

The present research investigates the effect of discourse framing in messages that acknowledge mutual victimhood or responsibility by one of the involved parties in a dual conflict. Building on the theory of asymmetric similarities (Tversky, 1977), across four experiments, we hypothesize and test the idea that directional framing affects perceptions of speakers' empathic concern and level of perspective taking, and hence, their perceived willingness to reconcile with the opposing party. Study 1 (N = 270) examined these questions from an observer perspective, while Studies 2 (N = 251), 3 (N = 146), and 4 (N = 147) changed participants' perspective from observers to actors. Results consistently showed that discourses that put the focus on speakers' own stance (i.e., "You are just as responsible as I am") produce a less positive impact on recipients than formally equivalent discourses that are framed to focus on the conflicting party's stance (i.e., "I'm just as responsible as you are") or nondirectional discourse (i.e., "We're both responsible"). Furthermore, the effect of discourse directionality on perception of speakers' willingness to reconcile is mediated by recipients' perceptions that speakers are empathetic and displaying high levels of perspective taking, with empathic concern emerging as the relatively stronger pathway. Findings provide valuable insights into the role of language framing on conflicting parties' reconciliation tendencies. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

BACKGROUND:Metadehumanization (the feeling of being considered as less than human by others) is a pervasive phenomenon in psychiatric states, notably promoting self-dehumanization and suicide antecedents. However, its role in suicidal ideations among patients with addictive disorders remains unexplored. We thus investigated the involvement of metadehumanization/self-dehumanization in suicidal ideations and suicidal thoughts interference in severe alcohol use disorder. METHODS:We measured metadehumanization, suicidal ideations, and desire for social contact through questionnaires among 35 recently detoxified patients with severe alcohol use disorder (26 males). We measured animalistic/mechanistic self-dehumanization using an Implicit Association Task, and suicidal thoughts interference using a Stroop Task with suicide-related words. We performed regression analyses while controlling for depression/anxiety. RESULTS:Animalistic self-dehumanization was positively associated with suicidal thoughts interference and with decreased desire for social interactions, such link being absent for metadehumanization or mechanistic self-dehumanization. CONCLUSIONS:This link between self-dehumanization and suicide-related factors suggests that a reduced sense of belonging to humanity is associated with self-harm antecedents. Results also emphasize the importance of using indirect measures to investigate sensitive variables, such as self-dehumanization and suicidal thoughts.

Quantification, that is, the shaping of human environments in numerical terms, is so widespread in contemporary societies that it has contaminated almost all spheres of human life. We explore the links between performance quantification and individuals' feelings of being treated in a dehumanized way, that is, metadehumanization. We present an integrative research that assessed the relationships between performance quantification, metadehumanization, and on two of metadehumanization's consequences, that is, stress and disidentification, in three contexts, that is, organizations, sport, and social networks. In addition, we test the moderating roles of two individual variables, that is, competitiveness and tender-mindedness, in this model. In three samples (Ns = 204, 300, 297, for Samples A, B, and C, respectively), we show a mediation effect of metadehumanization on the links between performance quantification and stress and disidentification that holds despite of contextual variations. Unexpectedly, our two moderated mediation hypotheses did not hold or showed inconsistent effects across samples.

The present research investigates the impact of discretionary ethical dilemmas encountered by police officers in the workplace on their intentions to leave the profession. Doing so, it distinguishes three types of discretionary ethical dilemmas faced by police officers (professional, individual, and conflicting ethical dilemmas). Findings suggest that two out of the three types of dilemmas, namely professional and individual dilemmas, increase police officers’ turnover intentions. In addition, the study shows that the effect on turnover intentions is mediated by an increase in professional disillusionment and job stress, with professional disillusionment playing a stronger role. This emphasizes the importance of exploring professional disillusionment in understanding police turnover. We discuss the implications of our findings at two levels, that of ethical dilemma prevention and that of the measures that should be taken to help police officer face the inevitable discretionary ethical dilemmas they will encounter on the field.

Previous research has shown that work environments that are sexualized harm employees' wellbeing, attitudes, and behaviors. The paper examines employees' affective reactions and behavioral intentions in such environments depending on the strictness of anti-harassment policies. Across two studies, we hypothesize that strict policies will lead to less hostile emotions and fewer intentions to actively react (considerate voice, whistleblowing, aggressive voice, and intention to quit) compared to loose policies. The second study also investigates whether these effects stem from the perception that sexualized work environments are not viewed as instances of sexual harassment. We discuss the implications for how managers should design anti-harassment policies in organizations.

OBJECTIVES Although people with a migration background (MB) have more unmet mental health needs than the general population, patients with a MB are still underrepresented in mental health care services. Provider bias towards these patients has been evidenced repeatedly but its driving factors remain elusive. We assessed the moderating effect of the individual (e.g. age and ethnicity), interpersonal (e.g. healthcare provider trust), and organisational (e.g. perceived workload) factors on general practitioners (GPs) differential decision-making regarding diagnosis, treatment, and referral for a depressed patient with or without a MB. DESIGN An experimental study was carried out in which GPs were shown one of two video vignettes featuring adult male depressed patients, one with a MB and the other without. Belgian GPs (n = 797, response rate was 13%) had to decide on their diagnosis, treatment, and referral. Analysis of variance and logistic regression were used to analyse the effect of a MB, adding interaction terms for the explanatory variables. RESULTS Overall, we found that there were ethnic differences in GPs' decisions regarding diagnosis and treatment recommendations. GPs perceived the symptoms of the patient with a MB as less severe (F = 7.68, p < 0.01) and demonstrated a reduced likelihood to prescribe a combination of medical and non-medical treatments (F = 11.55, p < 0.001). Those differences increased in accordance with the GP's age and perceived workload; at an interpersonal level, we found that differences increased when the GP thought the patient was exaggerating his distress. CONCLUSION This paper showed that lower levels of trust among GPs' towards their migrant patients and high GP workloads contribute to an increased ethnic bias in medical decision-making. This may perpetuate ethnic inequalities in mental health care. Future researchers should develop an intervention to decrease the ethnic inequities in mental health care by addressing GPs' trust in their migrant and ethnic minority patients.

Much of the research work on victims of dehumanization has focused on the conditions under which meta- and/or self-dehumanization occur among those who are the direct targets of dehumanizing treatments. We propose to enlarge this victim's perspective by considering it more holistically, extending it to perpetrators and observers of dehumanizing treatments. First, we suggest that when a dehumanizing treatment induces ethical dissonance in perpetrators, it is likely to generate subsequent meta- or self-dehumanization among them. Second, we argue that a dehumanizing treatment is likely to foster subsequent meta- or self-dehumanization among observers when it elicits negative emotions such as fear and guilt.

Abstract Background Although people with a migration background (MB) have more unmet mental health needs than the general population, patients with a MB are still underrepresented in mental health care services. Provider bias towards these patients has been evidenced repeatedly but its driving factors remain elusive. We assessed the moderating effect of individual (e.g. age and ethnicity), interpersonal (e.g. provider trust), and organizational (e.g. perceived workload) factors on general practitioners’ (GPs) differential decision-making regarding diagnosis, treatment, and referral for a depressed patient with a MB and for a depressed patient without a MB. Methods An experimental study was carried out in which GPs were shown one of two video-vignettes featuring adult male depressed patients, one with a MB and the other without. Belgian GPs (n = 797) had to decide on their diagnosis, treatment, and referral. ANOVA and logistic regression were used to analyse the effect of a MB, adding interaction terms for the explanatory variables. Results Overall, we found that there were ethnic differences in GPs’ decisions regarding diagnosis and treatment recommendations (F = 3.56, p < 0.001). GPs also considered the symptoms of the patient with a MB less severe (F = 7.68, p < 0.01) and were less likely to prescribe a combination of medical and non-medical treatment to patients with a MB (F = 11.55, p < 0.001). Those differences increased in accordance with the GP's age and perceived workload; at an interpersonal level, we found that differences increased when the GP thought the patient was malingering or exaggerating his distress. Conclusions This paper showed that GPs’ trust in their patients and GPs’ workload affect ethnic bias in medical decisions. This may perpetuate ethnic inequalities in mental health care. Future researchers should develop an intervention to decrease the ethnic inequities in mental health care by addressing GPs’ trust in their migrant patients. Key messages • This research provides an insight into the discriminatory decisions made by GPs in mental healthcare. • Future research should take interpersonal and organizational factors into account when developing new interventions to improve quality of care for migrants with mental health problems.

Although research on dehumanization in behavioral sciences has exponentially increased in the last two decades, most of the investigation's efforts have focused either on perpetrators or victims of dehumanization independently of one another. Paralleling trends in the psychology of discrimination, we argue that a full comprehension of dehumanization needs to take into consideration the dynamics of dehumanizing interactions. In particular, we distinguish other-, meta-, and self-dehumanization and propose three ways by which these phenomena could interrelate: reciprocal dehumanization, displaced dehumanization, and compensatory dehumanization. We also review the literature that supports these interrelations.

'We are humans not robots!' This protest slogan denounces a working reality in which employees perceive that they are reduced to a mere tool or instrument at the service of the organization. Such an experience refers to organizational dehumanization. Researchers have recently indicated that organizational dehumanization may shape employee work behaviours. However, why, and for whom, organizational dehumanization leads to maladaptive work behaviours remains unclear in this literature. Drawing upon social exchange theory, we first propose that employees who experience organizational dehumanization engage in a reciprocity process by first developing thoughts of revenge that, in turn, materialize into more organizational deviance. We further argue that compliance buffers the indirect effect of organizational dehumanization on deviant behaviours via thoughts of revenge. Overall, the combined results of two experimental studies, a cross-sectional study and two three-wave studies provide strong evidence for our hypothesized relationships. Our research suggests that when experiencing organizational dehumanization, compliant employees are less likely to engage in a homeomorphic reciprocity in the exchange relationship with their organization.

The present research investigates whether employees' perceptions of being dehumanized by their organization act as an underlying mechanism in the relationship between sexualized work environments (SWE) and their detrimental consequences. The research also examines the moderating role of enjoyment of sexualization (ES) in the relationship between SWE and organizational dehumanization (OD). First, a cross-sectional study (N = 350) showed that SWE positively relate to OD which, in turn, negatively affects employees' well-being (i.e., increased emotional exhaustion, increased psychological strains), attitudes (i.e., decreased job satisfaction), and behaviors at work (i.e., increased turnover intentions). A second study (N = 433) replicated these findings and further revealed the moderating role of employees' ES. Specifically, the relationship between SWE and OD proved to be stronger at lower levels of ES. Finally, additional exploratory analyses highlighted that the moderating role of ES was not conditional upon employees' gender. Theoretical contributions and promising avenues for future research as well as are discussed.

Abstract Background Patients with a migration background (MB) have more mental health disorders than those without migration background. Yet, those patients are still underrepresented in mental healthcare services and have more unmet medical needs. Although providers’ bias has been well studied, up to date, little is still known about the factors explaining those biases. We assessed the effect of general practitioners’ (GPs') individual and organizational factors on their decision-making regarding diagnosis, treatment and referral recommendations for patient with MB with symptoms of major depression. Methods An experimental study staged a video-vignette of a depressed patient with or without MB. GPs had to make decision about diagnosis, treatment and referral. We then assessed the influence of several factors on their decisions such as age, ethnicity, workload and patient confidence. ANOVA and MANOVA were used for analyses. Results Overall, we found more unfavourable decisions in GPs diagnosis and treatment recommendations regarding the patient with a MB (F = 3.56, p < 0.001). In addition, they considered the symptoms of the patient with a MB as less severe (F = 7.68, p < 0.01) and would prescribe less often a medical treatment to these patients (F = 4.09, p < 0.05). Nevertheless, few factors explained these differences, except the age, the workload and the patient trustworthiness. Conclusions This paper highlighted GPs biases based on apparent migration background of a patient with major depression that perpetuates ethnic inequalities in mental health care. Further research into the origins of discrimination in primary mental health care are needed to explain how and when those discriminations arise. Key messages • This paper shed light on pervasive unintentional discrimination still persist in mental health care among migrants in Europe. • These findings may help us to further understand the role of general practitioner behaviour in primary mental health care discrimination.

This article contributes to the literature on the antecedents and consequences of prison officers’ job satisfaction. First, we argue that organizational dehumanization (i.e., employees’ perceptions of being treated as tools by their organization) explains how work environment factors determine job satisfaction. Second, we propose that the role played by organizational dehumanization in the development of job satisfaction carries over depersonalization of incarcerated persons. The study ( N = 357 Belgian prison officers) supports the mediating role of organizational dehumanization in the relationships between four work environment factors (organizational justice, appropriateness of material resources, quality of the physical environment, and perceived organizational support compared with that of the persons who are incarcerated) and job satisfaction. In addition, the findings indicate that prison officers’ perception of being dehumanized by their prison trickles down in the development of depersonalized relationships with incarcerated persons, and this effect is mediated by prison officers’ job satisfaction.