Catalogue Search | MBRL
Are you sure you want to remove the book from the shelf?
{{itemTitle}}
5,993
result(s) for
"Dehumanization."
Sort by:
Enlightenment, Mestizaje, and Slavery in Late 19th —and Early 20th— Century Brazil
This research, using unpublished and mostly digitized documents, reconstructs the life of Domingos Carlos da Silva, an illustrious Bahian doctor who lived in Salvador and Rio de Janeiro in the second half of the 19th century. Despite being a black man in a racially stratified slave society, Domingos Carlos da Silva was the protagonist of a dizzying political, economic, and social rise. In addition to being a doctor and professor at the Faculty of Medicine of Bahia, he published several scientific books, served as a doctor during the Paraguayan War, and was even named an advisor to Emperor Pedro ii. In addition, he was a farmer and businessman. This fascinating story of the social rise of a black man in a slave society is also marked by an intriguing paradox: Domingos Carlos da Silva was also, more than a defender of slavery, someone who directly benefited from it. Among the most important findings of this research is the attempt by Domingos Carlos da Silva, in consortium with public authorities of the city of Salvador, to create a labor colony for the enslavement of abandoned children. The forgetting or elimination of life stories, such as that of Domingos Carlos da Silva, deprives Brazilian history of the complexity inherent to it. Reconstructing the adventures of his life, therefore, contributes to a better understanding of the many nuances involved in the relationship between slavery and miscegenation in the historical formation of Brazilian society.
Journal Article
The Link Between Self-Dehumanization and Immoral Behavior
People perceive morality to be distinctively human, with immorality representing a lack of full humanness. In eight experiments, we examined the link between immorality and self-dehumanization, testing both (a) the causal role of immoral behavior on self-dehumanization and (b) the causal role of self-dehumanization on immoral behavior. Studies 1a to 1d showed that people feel less human after behaving immorally and that these effects were not driven by having a negative experience but were unique to experiences of immorality (Study 1d). Studies 2a to 2c showed that self-dehumanization can lead to immoral and antisocial behavior. Study 3 highlighted how self-dehumanization can sometimes produce downward spirals of immorality, demonstrating initial unethical behavior leading to self-dehumanization, which in turn promotes continued dishonesty. These results demonstrate a clear relationship between self-dehumanization and unethical behavior, and they extend previous theorizing on dehumanization.
Journal Article
To what extent is research on infrahumanization confounded by intergroup preference?
The most prominent social psychological account of dehumanization, infrahumanization theory, argues outgroups are dehumanized to the extent they are denied uniquely human emotions. Recent critiques have identified a confound in previous research whereby uniquely human emotions used as stimuli tend to be more prosocial than the emotions shared with other species. Consequently, apparent evidence for subtle dehumanization may be better explained by intergroup preference. While there is growing appreciation that some studies are confounded this way, the extent of this problem has proved controversial. To gauge prevalence of the confound, we systematically reviewed the infrahumanization literature and extracted all emotion terms used. Participants rated the extent to which these emotions appeared unique to humans and prosocial. From these data, we calculated the percentage of studies that confound humanness with prosociality. In the 10 most cited papers, 95.5% of reported studies were confounded in the predicted direction. Across all 152 studies, 79.6% showed the same issue. These findings point to a pervasive methodological problem, impacting our understanding of discrimination and the reliability of social psychological data. To facilitate progress moving forward, we introduce a freely accessible tool, powered by our emotion rating database, to help researchers generate rigorously controlled stimulus sets.
Journal Article
Combating the destructive biomedicalisation of clinical language
In consulting rooms with real patients, there’s a gap between scientific knowledge—largely expressed in number—and poetic knowledge, always expressed in words, writes Iona Heath
Journal Article
How organizational dehumanization impacts hospitality employees service recovery performance and sabotage behaviors: the role of psychological well-being and tenure
Purpose
The purpose of this study is to examine the mediating effect of psychological well-being between organizational dehumanization and two outcome variables: service recovery performance and service sabotage. This research also investigates whether organizational tenure moderates the relationship between organizational dehumanization and psychological well-being.
Design/methodology/approach
Using survey methodology, 200 hotel frontline service employees (FLEs) in Turkey were sampled over two time points. Additionally, employees’ direct supervisors rated their service recovery performance. The partial least squares method, specifically SmartPLS 3.3.3, was used for data analysis.
Findings
The results indicate that organizational dehumanization negatively influences employees’ psychological well-being. However, organizational tenure moderates this relationship, in which organizational dehumanization has less of a negative effect on employees’ psychological well-being in those with longer tenure. Psychological well-being was found to mediate the relationship between organizational dehumanization and service recovery performance. Finally, psychological well-being mediates the relationship between organizational dehumanization and service sabotage.
Practical implications
Managers should consider the negative effect organizational dehumanization has on FLEs’ psychological well-being and aim to establish an organizational culture that values these employees as individuals and as invaluable resources for the organization. Further, this study has found that less tenured employees are less likely to have the psychological resources to cope with organizational dehumanization and are more susceptible to decreased productivity (i.e. service recovery performance) and engaging in counterproductive work behaviors (i.e. service sabotage) due to mistreatment in the workplace.
Originality/value
This study furthers our understanding of organizational dehumanization, an understudied concept in hospitality research, which influences employee outcomes. The findings of this study contribute to the advancement of the self-determination theory and how organizational dehumanization impacts psychological well-being. It also contributes to the conservation of resources theory and current literature on service recovery performance and service sabotage.
Journal Article
Darker Demons of Our Nature: The Need to (Re)Focus Attention on Blatant Forms of Dehumanization
Although dehumanization research first emerged following the overt and conscious denials of humanity present during war and genocide, modern dehumanization research largely examines more subtle and implicit forms of dehumanization in more everyday settings. We argue for the need to reorient the research agenda toward understanding when and why individuals blatantly dehumanize others. We review recent research in a range of contexts suggesting that blatant dehumanization is surprisingly prevalent and potent, uniquely predicting aggressive intergroup attitudes and behavior beyond subtle forms of dehumanization and outgroup dislike, and promoting vicious cycles of conflict.
Journal Article
Exaggerated meta-perceptions predict intergroup hostility between American political partisans
People’s actions toward a competitive outgroup can be motivated not only by their perceptions of the outgroup, but also by how they think the outgroup perceives the ingroup (i.e., meta-perceptions). Here, we examine the prevalence, accuracy, and consequences of meta-perceptions among American political partisans. Using a representative sample (n = 1,056) and a longitudinal convenience sample (n = 2,707), we find that Democrats and Republicans equally dislike and dehumanize each other but think that the levels of prejudice and dehumanization held by the outgroup party are approximately twice as strong as actually reported by a representative sample of Democrats and Republicans. Overestimations of negative meta-perceptions were consistent across samples over time and between demographic subgroups but were modulated by political ideology: More strongly liberal Democrats and more strongly conservative Republicans were particularly prone to exaggerate meta-perceptions. Finally, we show that meta-prejudice and meta-dehumanization are independently associated with the desire for social distance from members of the outgroup party and support for policies that harm the country and flout democratic norms to favor the ingroup political party. This research demonstrates that partisan meta-perceptions are subject to a strong negativity bias with Democrats and Republicans agreeing that the shadow of partisanship is much larger than it actually is, which fosters mutual intergroup hostility.
Journal Article
Abusive Supervision and Organizational Dehumanization
Across three studies, we examined whether and to what extent experiencing abusive supervision leads employees to feel dehumanized by their organization and explored the consequences of this relationship. First, an experimental study manipulating abusive supervision shows that abusive supervision leads to organizational dehumanization perceptions, which in turn have negative consequences (i.e., decreased employees’ job satisfaction, affective commitment, and increased turnover intentions). Based on a cross-lagged panel design, Study 2 confirmed the directionality of the relationship between abusive supervision and organizational dehumanization, by showing the antecedence of abusive supervision on organizational dehumanization. Finally, the results of Study 3 indicated that the indirect effects of organizational dehumanization in the relationships between abusive supervision on the one hand and job satisfaction, affective commitment, and turnover intentions on the other hand are moderated by perceived coworker support.
Journal Article
Nurses' Perceptions of the Organizational Personification of Supervisors, Organizational Dehumanization, and Their Relation to Job Attraction in Saudi Arabia 2024
Background: Organizational dehumanization has detrimental consequences for nurses’ wellbeing and leads to a stressful work environment. Moreover, it is very destructive to work engagement. The intensity of the relationship between nurses and their supervisors affects how much they feel a sense of belonging to their profession and how unlikely they are to make plans to resign. Furthermore, it is probable that dehumanizing experiences within healthcare institutions are currently a common issue. This issue has an impact on hiring nurses. The study aimed: To assess nurses' perceptions of the organizational personification of supervisors, organizational dehumanization, and their relation to job attraction in Saudi Arabia. Methods: A descriptive correlation research design was utilized. A convenience sample composed of 277 nurses. The study was applied at Hospital in Jeddah, Saudi Arabia. Three tools were used, first tool consisted of two parts, part one was personal data sheet, the part two was supervisor’s organizational personification scale; also the second tool was organizational dehumanization scale and the third tool was job attraction scale. Results: Reveals that less fifty percent of nurses have high level of perception about supervisor’s organizational personification, above half of nurses have high moderates level of perception about organizational dehumanization, and above one-third of nurses have high level of perception about total of job attraction. Conclusion: There was positive relation between nurse’s perception about supervisor’s organizational personification and their perception about job attraction and there was negative relation between nurse’s perception about organizational dehumanization and their perception about job attraction. The most effective methods to reduce nurses' sense of dehumanization include team-building exercises, conferences, and workshops that promote active involvement from management at all levels.
Journal Article