The objective of this research was to examine the mediating role that organizational dehumanization plays between authentic leadership and job satisfaction. The study was carried out with a sample of 422 participants, 50.7% were men and 49.3% women, with an average age of 38.96 years. The workers belong to different public and private organizations in Chile, and they responded to instruments of sociodemographic characterization, employment history and the scales of organizational dehumanization, authentic leadership, and job satisfaction. Data analysis included descriptive, correlational, and mediation analyses. The results allow us to maintain the hypothesis that organizational dehumanization plays a mediator role in the relationship between authentic leadership and job satisfaction. Implications of these findings are discussed.

The objective of this study is to validate Caesens, Stinglhamber, and Demoulin’s (2017) organizational dehumanization scale (ODS) in a Spanish-speaking sample. A sample of 422 employees (49.3% women and 50.7% men) from Chile answered an online questionnaire comprised of measures of organizational dehumanization and job satisfaction, organizational citizenship behaviors, and authentic leadership. To analyze the structure of the ODS, the sample was divided into two random subsamples and exploratory and confirmatory factor analyses were carried out. In addition, reliability and criterion validity were tested. As a result, the scale was composed of one factor. One item was eliminated due to its factor loading. The internal consistency was good (α = 0.92; ω = 0.92). The correlations between ODS, job satisfaction, organizational citizenship behaviors, and authentic leadership were statistically significant, from medium to high magnitude, indicating a reasonable degree of criterion validity. In conclusion, the Spanish version of the ODS shows adequate psychometric properties and can be useful for making progress on the understanding of organizational dehumanization and evaluating the organizational dehumanization in Spanish-speaking context.

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The aim of this study is to examine whether gender and status moderate the teacher–student relationship (TSR) and the perception of dehumanization in teachers and students. A total of 528 participants from a university in Laguna (74% students and 26% professors) completed a questionnaire based on the TSR scale, organizational dehumanization, and demographic variables. PROCESS, a mediation and moderation package, was used to analyze data. The results indicated that ingroup–outgroup relationship significantly influences the perception of organizational dehumanization (p < 0.001). In addition, gender (p < 0.001) and status (p < 0.001) have moderating roles. Specifically, female students are at most risk of perceiving themselves dehumanized, and males with high status (teachers) are less vulnerable to dehumanization. These findings are highly significant for the advancement of knowledge of the intergroup relationship and organizational dehumanization and have practical implications for teachers and students.