Florence Stinglhamber

• PhD
• Professor at Catholic University of Louvain

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 t...

Purpose This research aims to identify whether leaders' affective organizational commitment influences employees' affective commitment to both the leader and the organization. Additionally, the study explores the role of employees' emotional awareness in shaping these relationships. Design/methodology/approach Examining a sample of 154 leaders and...

Sustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well-being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively asso...

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 integ...

Organizational dehumanization, a concept that has garnered increasing scholarly attention, still faces two significant limitations within the current literature. First, there is a lack of rigorously validated scales in the field. Second, the effects of organizational dehumanization on the family domain have been largely overlooked. In light of thes...

Drawing on the relational and uncertainty models of justice, this research investigates the consequences of daily overall team justice perceptions on employees' daily psychological strain. Specifically, we examine daily psychological safety as a mediator of the relationship between daily overall team justice evaluations and daily psychological stra...

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 meta...

Purpose The purpose of this study is to examine the effect of coworkers’ interpersonal justice (defined as the extent to which one is treated by coworkers with dignity, courtesy and respect) on team citizenship behaviors. More precisely, the authors first test the mediating role played by both team-member exchange and team identification in this re...

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 SW...

In issue 1 of 2023 of this journal, van Knippenberg and Lee argued that leader group prototypicality (LGP) and supervisor's organizational embodiment (SOE) are redundant constructs. With this commentary, we provide a historical timeline about the conceptualization of SOE within organizational support theory to explain the lack of construct redundan...

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 trea...

“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 beha...

The present research investigates whether employees felt more alienated from their work during the COVID-19 pandemic than before it, and examines the causes and consequences of this increase in work alienation. To do so, two longitudinal studies using data collected before (T1; October 2019 [Study 1] and November 2019 [Study 2]) and during the firs...

Dr. Robert (Bob) Eisenberger passed away on May 2nd, 2022 at the age of 79 after a brief illness. Upon hearing the news, many of Bob’s current and former students, professional colleagues, friends, and research collaborators began a series of email chains expressing our sadness and shock about losing Bob. There was an immediate and widespread outpo...

Les processus de transition et d’adaptation au monde universitaire, ainsi que l’orientation vers le monde professionnel constituent des défis majeurs pour les étudiants universitaires. Face à cette problématique, de nombreux dispositifs de soutien ont été proposés par les universités. Cependant, leur impact n’a pas souvent été évalué. L’objet de ce...

This research investigates the extent to which employees facing unnecessary, ineffective, and burdensome rules (i.e., red tape) feel dehumanized by their organization, and examines the consequences of such a relationship for both employees and organizations. First, a cross-sectional study (N = 374) shows that red tape is positively related to organ...

Past research has demonstrated that finding meaning in work is a dynamic process during interactions with colleagues and supervisors and protects against job burnout. At the same time, past studies have shown that the need to achieve meaning motivates people to share their emotions. Building on this, we hypothesized that workers who have more exper...

This research examines the relationship between metadehumanization – that is, perceiving dehumanizing treatments – and self-dehumanization – that is, perceiving oneself as less than human. We argue that, in work settings, this relationship can be explained through a behavioral mechanism. Specifically, organizational metadehumanization would drive e...

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 play...

Burnout, while historically considered a work-related condition, can be associated with parenting where it can have direct impacts upon parental outcomes and one's personal resources such as mental health. However, little is known about the domain-incongruent effects of burnout and thus whether parental burnout can manifest within the workplace. Th...

Burnout, while historically considered a work-related condition, can be associated with parenting where it can have direct impacts upon parental outcomes and one’s personal resources such as mental health. However, little is known about the domain-incongruent effects of burnout and thus whether parental burnout can manifest within the workplace. Th...

To date, scholars advocate adopting a person-centered approach in the study of emotional labor since it gives a more realistic representation of the use of emotional regulation strategies. More importantly, a crucial yet under-explored issue is the understanding of the stability of latent profiles of emotional labor over time. Accordingly, this res...

This research examines how employee’s perceptions of three sources of support in the workplace (i.e., organization, supervisor, and colleagues) combine within specific profiles and the nature of the relations between these profiles and indicators of employees’ psychological health (i.e., stress, sleep problems, psychosomatic strains, and depression...

Organizational dehumanization (OD), defined as employees' perceptions of being treated as mere tools by their organization, has been shown to negatively affect employees and organizations. To explain such detrimental effects, scholars have argued that OD might thwart employees' fundamental psychological needs. Yet, evidence of this mechanism remain...

Purpose Although justice perceptions have been proven to be a critical determinant of readiness for change (RFC), research is still needed to investigate which source(s) of justice fosters employee's preparedness to face change within his/her organization. The aim of this study is to examine the simultaneous influence of three sources of justice, n...

In a permanent quest for profit, employees can be reduced to a mere function or instrument, dissociated from their quality as individuals for the organization’s ends. Experiencing such a feeling as an employee has been called organizational dehumanization. Scholars have recently suggested that organizational dehumanization may play a key role in th...

Metadehumanization, the perception of being treated as less than a human by others, is a pervasive phenomenon in intergroup relations. It is dissociated from stigmatization or stereotypes, and it has been recently identified as a critical process in severe alcohol use disorders (SAUD). Metadehumanization is associated with a wide array of negative...

Background: Metadehumanization (i.e., the perception of being considered as less than human by others) is proposed to be widespread in stigmatized populations, such as people with severe alcohol use disorder (SAUD). However, the relations between metadehumanization, self-dehumanization (i.e., the self-perception of being less than human), and stigm...

Despite the frequency of women's exposure to sexually objectifying behaviors in their daily life, (e.g., through comments on their appearance, gazing or touching), no previous work has investigated how such a focus on their physical appearance influences women’s meta-perceptions. Capitalizing on recent studies showing that sexually objectified wome...

Pour contribuer à l’état de l’art sur l’évaluation des dispositifs d’accompagnement des étudiants, cet article propose une première évaluation du dispositif « Projet de formation ». Tout au long du bachelier, ce dispositif combine le double objectif de soutenir l’étudiant dans la construction de son projet professionnel et dans son adaptation au mo...

This study aimed to examine the mechanisms underlying the negative relationship between the feeling of being dehumanized by the organization and employees’ job satisfaction. More precisely, we argue that emotional labor (i.e., surface acting) and core self-evaluations act as mediators in this relationship. A total of 326 employees participated in o...

This research examined the negative relationship between leader-member exchange (LMX) and organizational dehumanization (i.e., employees’ perceptions that their organization treats them like tools), and specifically the consequences of this LMX-dehumanization relationship on employees’ emotional exhaustion, affective commitment, and voice behaviors...

We investigated how two forms of objectification (i.e., sex- and beauty-based objectification) relate to metadehumanization (i.e., the perception of being dehumanized) and emotional consequences for victims. Capitalizing on previous research, we hypothesized that sex-based objectification would induce animalistic metadehumanization and that beauty-...

Exposure to chronic parental stress can lead to parental burnout, a syndrome encompassing three dimensions: an overwhelming exhaustion from one’s parental role, an emotional distancing from one’s children, and a sense of parental ineffectiveness. The first goal of this study was to examine whether there were different profiles of parents based on t...

This study examined cross-cultural differences in the relationships between organizational dehumanization and both job satisfaction and turnover intentions through emotional labor (i.e., surface acting). In particular, we expected that power distance, that is, a critical value usually discussed as part of the national culture, would mitigate the de...

Perceived organizational support (POS) refers to employees’ perceptions of the organization’s general (positive or negative) orientation toward them or the extent to which the organization favors them or not. More precisely, POS was defined as “employees’ beliefs about the extent to which the organization values their contributions and cares about...

Research on presenteeism has largely focused on its prevalence, determinants and consequences on the health of both employees and organizations. To date, few studies have examined the influence of presenteeism on workers’ attitudinal and motivational responses. Based on the Effort–Recovery Theory, this study evaluates the mediating effect of work e...

Purpose This research aims to identify trajectories of employees' perceptions of organizational support (POS) over the course of an eight-month period and to document associations between these longitudinal trajectories and several outcomes related to employees' well-being (i.e. job satisfaction), attitudes (i.e. turnover intentions, affective comm...

By adopting a person-centered approach, this research explored emotional labor latent profiles based on employees’ levels of surface acting and deep acting. Further, this study examined the role of workplace mistreatment from different sources (customer incivility, coworker incivility, abusive supervision, and organizational dehumanization) in the...

: This research examined the mediating role of employees' psychological empowerment in the relationship between perceived organizational support and employee psychological well-being. Our hypotheses were tested using three different sets of cross-sectional data (N = 237, N = 334, and N = 182). Results indicated across the three samples that psychol...

Purpose The purpose of this paper is to investigate the mechanisms and the conditions under which experiencing organizational justice fosters employees' readiness for change. First, this study tests the mediating role of perceived organizational support between overall justice and readiness for change. Second, it examines whether perceived organiza...

In the present paper, we investigate dehumanization processes from a victim perspective. We propose that dehumanization experiences, i.e. metadehumanization, arise from people’s feelings that their fundamental human needs are thwarted and that such experiences influence their emotions, self-esteem, and coping strategies. Our model is put at test in...

Background: Dehumanization, i.e., the denial of one’s humanity, has important consequences for social interactions. Earlier works mainly studied the dehumanizer’s perspective, neglecting victims and particularly psychiatric populations. This study’s goal is thus to investigate if patients with severe alcohol-use disorders (SAUD) feel dehumanized by...

Purpose The purpose of this paper is to investigate whether a focal employee’s perception of organizational support (POS) is shaped by the social context or, more specifically, by his/her coworkers’ POS. The authors further aim to identify the conditions under which coworkers’ POS may have more influence or, on the contrary, less or even no influen...

Parenting can be difficult, and when difficulties are experienced as being chronic and/or overwhelming, parental burnout may occur. It is not yet clear, however, to what extent parental burnout can be distinguished from job burnout (which shares core definitional features) or depressive symptoms (which often co-occur with parental burnout). Here we...

Recent research on flexible office designs have shown that open‐plan and/or flex offices may not have the expected effects in terms of employees’ productivity, well‐being, job satisfaction, organizational commitment, and retention. In this article, we propose to consider that the feeling of de‐humanization may explain such dark side of office desig...

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, w...

The original version of the article inadvertently included a table titled "Data transparency table (Study 2)" at the end of the manuscript. This table should not have been published. The authors regret this error. © 2018, Springer Science+Business Media, LLC, part of Springer Nature.

Regarding the effects of High-Performance Work Systems (HPWS), we can draw two conclusions. First, existing studies on the effects of HPWS on employees’ well-being at work are scarce. Second, few studies have considered the relationships between HPWS and work-to-family interface (i.e., work-to-family enrichment, WFE; and work-to-family conflict, WF...

This study aims at acquiring knowledge on how to manage ethnic diversity at work in order to promote work-outcomes in minority and majority groups of workers. We tested a model on how assimilation and multiculturalism, endorsed at an organizational level, predict job satisfaction and intention to quit through a mediation role played by the identifi...

This research examined the relationships between work environment (i.e., workload and development opportunities), heavy work investment (i.e., work engagement and workaholism) and work-to-family conflict (WFC) over time. A three-wave longitudinal study was conducted among 464 employees from a Belgian public administration. Workload and opportunitie...

Objective: The present research examines the influence of organizational dehumanization on the core dimension of burnout, that is, emotional exhaustion. In addition, we examine how emotional exhaustion in turn influences employees' health (ie, psychological strains and physical complains) and turnover intentions. In other words, we investigated th...

This article examines the consequences of co‐workers' voice climate, defined as a shared perception regarding how individuals who work together within the same unit and who do not have formal authority over each other judge the ability to participate in decision making inside teams. We argue that co‐workers' voice climate may influence individuals'...

Although it has been recognized that employees regularly engage in non-green behaviors, little research has been conducted to explain how these behaviors may be avoided. Using data from a three-wave study, this study tested a moderated-mediation model in which trust in the immediate manager was expected to increase the indirect effect of supervisor...

This research seeks to identify employee's profiles characterized by distinct perceptions of three sources of social support at work (i.e., organization, supervisor, and colleagues), and the extent to which these profiles generalize across two samples of workers (N = 185 and 387). This research also investigates the associations between the profile...

This study illustrates complementary variable- and person-centred approaches to the investigation of the underlying dimensionality of the work engagement construct. A sample of 730 participants completed a questionnaire twice across a four-month period. The results showed that employees’ ratings of their work engagement simultaneously reflected a g...

The aim of the present research was twofold. First, we examined the effects of perceived organizational support (POS) on workplace conflict (i.e., relationship conflict and task conflict). Second, we identified one mechanism explaining these relationships, namely failure-related trust. Using a sample of 263 teachers from Belgium, the results of Stu...

Dehumanization, defined as the denial of one’s membership to humanity, is a process repeatedly reported in extreme contexts (e.g., genocides) but also in everyday life interactions. Some antecedents of dehumanizing experiences (e.g., social exclusion, negative stereotypes) have been reported among patients presenting psychiatric disorders, but dehu...

Survival in today’s global economy requires organizations to be flexible and adapt readily to the ever-changing marketplace. However, more than 70% of organizational change initiatives fail, mostly due to employees’ resistance to change. The literature has identified readiness for change (RFC) as an important cognitive precursor of resistance. A bo...

Purpose Prior research has conceptualized workplace justice as a stable variable over time changing from one individual to another. However, it can be assumed that perceptions of organizational justice fluctuate within the same person over the course of a few weeks or months due to different events at work. Specifically, the purpose of this paper...

While prior research has examined the strategic role of social enterprise managers in the achievement of a double economic and social performance objective, a clear understanding of the supervisors’ role in fostering employees’ attitudes and behaviors is still lacking. To address this gap, our paper aims to examine the impact of supervisor interper...

Perceived organizational support (POS) has been found to predict important organizational outcomes such as increasing employees’ well-being. In this research, we examine a new underlying mechanism of the relationship between POS and employees’ well-being, that is, employees’ perceptions that their organization dehumanizes them. This proposition was...

Much effort has been expended in the past decade to examine the causal relationship between work–family conflict (WFC) and negative indicators of well-being. Comparatively little is known about the effects of work–family enrichment (WFE) on well-being. Even more importantly, very few studies have examined the concomitant effects of both WFC and WFE...

Purpose Prior research has conceptualized perceived organizational support (POS) as a stable variable over time varying from one individual to another. Nevertheless, it can be assumed that POS fluctuates within the same person over the course of several weeks due to different experiences lived at work. The authors suggested in the present study tha...

Le soutien organisationnel perçu réfère aux croyances générales des travailleurs quant à la mesure dans laquelle leur organisation valorise leurs contributions et se soucie de leur bien-être. Introduit dans la littérature scientifique en 1986 par Eisenberger et ses collègues, le concept a depuis lors suscité de nombreux travaux qui ont notamment id...

Purpose – The purpose of this paper is to examine why and when followers of transformational leaders exhibit increased affective organizational commitment. Particularly, the authors examined the role played by perceived organizational support (POS) and supervisor’s organizational embodiment (SOE), i.e. a perception concerning the extent to which em...

It is well established that negative work-home interference (NegWHI) impacts upon several work attitudes and behaviors. In the interests of both organizational effectiveness and employee well-being, it is important to identify concepts related to NegWHI and investigate their effects on well-being outcomes. This study examines the mediating role of...

Numerous studies have shown that perceived organizational support has positive consequences on both employees and organizations. However, no study has examined the causal relationship between perceived organizational support and proactive behaviour directed towards the organization and few studies have identified potential mechanisms underlying thi...

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and...

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work-engaged employees have lower levels of turnover intentions than non-engaged employees. However, in this research, we examined whether there is a dark side of work engagement...

Purpose – The purpose of this paper are twofold. First, the authors examined the effects of two types of working hard (i.e. work engagement, workaholism) on employees’ well-being (i.e. job satisfaction, perceived stress, and sleep problems). Second, the authors tested the extent to which both types of working hard mediate the relationship between t...

Introduction Plusieurs études ont investigué le rôle médiateur de la justice globale (JG) dans les relations entre les dimensions spécifiques de la justice et les attitudes des travailleurs. Cependant, les études antérieures ont négligé d’examiner la JG durant le processus de changement organisationnel, comme suggéré par la théorie heuristique de l...

Introduction Cette étude examine l’influence d’une perspective organisationnelle multiculturaliste de la diversité sur le biais pro-endogroupe des travailleurs à l’égard des personnes d’origine étrangère. Objectif Nous faisons l’hypothèse que le multiculturalisme organisationnel constitue une norme dans les organisations qui crée un environnement...

Introduction/objectifs L’objectif de cette étude était d’étudier la relation entre le soutien organisationnel perçu et l’engagement au travail. D’une part, nous avons examiné un mécanisme explicatif sous-jacent de cette relation, i.e., le sentiment d’efficacité personnelle. D’autre part, nous avons étudié les conséquences de cette relation pour la...

The present research aims to examine the role played by perceived similarities between the workgroup and the organization in the relationships between workgroup identification, organizational identification, and affective organizational commitment. Using two different samples, we found that when perceived similarities were high, workgroup identific...

Prior research has suggested that corporate social responsibility (CSR) contributes to organisations' competitive advantage by influencing stakeholders' attitudes. While existing research indicates that CSR relates to some employee outcomes, the mechanisms that drive employees' responses to CSR initiatives remain largely unexplored. This study reli...

Prior research has suggested that corporate social responsibility (CSR) contributes to organisations' competitive advantage by influencing stakeholders' attitudes. While existing research indicates that CSR relates to some employee outcomes, the mechanisms that drive employees' responses to CSR initiatives remain largely unexplored. This study reli...

Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, these views have never been considered together. Filling this gap, our study aims to examine the...

Despite the prevalence of ageism in the workplace, little empirical effort has been devoted to analysing the contextual factors that may help reduce it. Building upon research on intergroup contact and multiculturalism, we examine in two studies how intergenerational contact and organizational multi-age perspective may contribute toward mitigating...

Despite the interest for employer branding among practitioners, academic research on the topic is still limited. The purpose of the present research was to study the influence of the employment offering diffused by an organization through its communications on its employees’ intentions to recommend the organization. More precisely, the present stud...

Most studies dedicated to the examination of employer branding in industrial/organisational psychology investigated it using samples of applicants. The objective of the present research was to study the influence of the employer branding of a company on its employees' attitudes. More precisely, we examined the interactive effect of the employment o...

This research aims at analyzing the association between two core variables of the employee-organization relationship (i.e., organizational identification and perceived organizational support) and union membership. Our study shows that perceived organizational support was negatively related to union membership but only for low identifiers. In line w...

The present research examines how the social identity perspective contributes to a better understanding of the relationships between perceived organizational support, affective commitment, and employees’ performance at work. Using a sample of 253 employees from an engineering company, Study 1 found that organizational identification partially media...

In two Studies, we explore the role of perceived organizational support in the determination of union representatives among employees. We show that the more employees perceive that their organization care about their well-being, the more they are willing to choose union representatives that are close or share some resemblance with the top managemen...

Using organizational support theory and evidence gathered from hundreds of studies, Eisenberger and Stinglhamber demonstrate how perceived organizational support affects employees' well-being, the positivity of their orientation toward the organization and work, and behavioral outcomes favorable to the organization. The authors illustrate these fin...

The present study aims to investigate the contribution of identification to proximal targets in the prediction of affective organizational commitment. Using three sets of cross-sectional data, we found that organizational identification mediates the impact of both occupational and workgroup identification on affective organizational commitment. We...