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We draw on one dimension of Hofstede's (Cultures and Organizations: Software of the Mind, McGraw-Hill, New York, 1991) theory of cultural orientations-power distance belief, and one dimension of Haidt's (Psychological Review, 108: 814–834, 2001) work on moral reasoning-moral decoupling. We seek to understand how third-party observers respond to allegations of sexual transgressions, whether their responses vary and if so why, how they determine perpetrator sanctions, who is more forgiving of them, and what is the psychological mechanism underlying this preference. ![]() This suggests that objectification is a process of social perception that contributes either to the devaluation of social agents in the workplace or to normal functioning at work. Finally, in a third study, we found that only powerfulness was associated with negative consequences for occupational health. We observe that POWS is adequately correlated with dehumanization indicators. In a second study, we tested the convergent and divergent validity of the scale. We obtained a 10-item scale reporting two factors labeled "Instrumental value" and "Powerfulness." The psychometric qualities of this scale were satisfactory, i.e., showed good internal reliability and good structural validity. In the first study, an EFA and a CFA were performed in order to construct a scale and verify its structure validity. We present three studies which aim to validate this new scale. Based on a previous workplace objectification measurement scale, we conducted a study with the aim of devising a new parsimonious scale. Field studies are based on objectification measures based on tools whose psychometric qualities are unclear. Previous studies have shown that objectification can have consequences on the workplace health or performance. This phenomenon reflects a process of subjection of the employee, where he is considered as an object, a mean (utilitarian) or reduced to one of his attributes. These results lead us to consider instrumentality, humanness and dementalization as separate constructs accounting for self-objectification.Īn increasing number of studies focus on the phenomenon of objectification in the workplace. There is also a moderation effect of the meaning of work on the relationship between objectification and humanness. The results highlight an impact of objectification on instrumentality and humanness but not on mentalization as in previous studies. ![]() 153 employees answered an online questionnaire which measured objectification, meaning of work, mentalization and instrumentality/humanness. In this study we examine the protective role of meaning at work against the consequences of objectification. #Peter furgeson beholder 2 party recording how to#However, few studies have considered how to reduce these consequences. dementalization, or as an instrument, i.e. This phenomenon leads to perceiving oneself without mental states, i.e. One of the consequences of this type of relationship is self-objectification, in which the self is perceived as a non-person or as an object. These relationships have deleterious consequences for workplace health. Objectification at work reflects instrumentality and denial of humanness in work relationships. (PsycINFO Database Record (c) 2013 APA, all rights reserved) Theoretical and practical implications for legal and psychological theory on sexual harassment, objectification, and affective forecasting are discussed. Anticipated negative emotion and self-referencing explained the effects for predictors. Overall, predictors estimated worse performance, more sexual harassment, and more negative emotion in response to sexual objectification than observers and experiencers. Consistent with hypotheses, sexual objectification resulted in worse performance predictions, more sexual harassment, and more negative emotion compared with the control condition, but these effects were moderated by perspective. The present work introduced a new experimental paradigm to test some of those assumptions by studying the impact of sexual objectification in a simulated job interview on performance, sexual harassment judgments, and emotions for women who experienced (akin to complainants), observed (akin to coworkers or witnesses), or predicted (akin to investigators, EEOC officers, mediators, jurors, or judges,) the impact of sexual objectification. Social Analytic Jurisprudence instructs researchers to study the reciprocal relations between law and peoples’ lives by developing empirical descriptions of legal assumptions about human behavior. ![]()
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