Validation of the Organizational Dehumanization Scale in Spanish-Speaking Contexts

Abstract

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.

When organizational dehumanization hits home: Short‐scale validation and test of a spillover–crossover model

“…Keeping these inappropriately loading items is problematic because it threatens the scale's construct validity (Hinkin, 1998). A similar observation was made by Ariño-Mateo et al (2022) who argued that Caesens et al's (2017) first item has 'an ambiguous meaning' as it can be 'interpreted as something positive' (p. 8). Their analyses showed that this item had a weak negative loading, leading the authors to completely remove it from their validated Spanish version of the scale.…”

“…has been widely used across diverse research designs and sample demographics, 1 and has demonstrated high reliability and consistent findings across multiple studies, it nonetheless suffers from psychometric, conceptual and practical shortcomings. In particular, some of its items exhibit weaknesses such as weak loadings (Ariño-Mateo et al, 2022;Brison et al, 2022), grammatical redundancy, overlap with other constructs or limited generalizability across all organizational sectors. In addition, several researchers have begun to use truncated versions of Caesens et al's (2017) scale, highlighting the need to have a short measure of organizational dehumanization in the literature.…”

“…white and blue collars; Nguyen et al, 2022;Sainz & Baldissarri, 2021) and cultures (e.g. Belgium , Italy [Baldissarri & Andrighetto, 2021], Mexico [Sainz & Baldissarri, 2021], Pakistan [Sarwar & Muhammad, 2020], the Philippines , Spain [Ariño-Mateo et al, 2022], the United Kingdom [Nguyen et al, 2022] and Vietnam ).…”

Development and evaluation of psychometric properties of the Humanized Care Behaviors in Health Personnel Scale.

“…It is associated with different factors including stress (Capozza et al, 2016; Głębocka, 2019). The process of infrahumanization itself (Haslam & Loughnan, 2014) is a dehumanizing pattern that is expressed at the organizational level (Ariño-Mateo et al, 2022). There, in turn, is evidence that dehumanization is related to the presence of moral injury (Testoni et al, 2023).…”

Gender Role Beliefs and Ontologization of Mothers: A Moderated Mediation Analysis

“…It would be relevant to understand whether this negative impact is confirmed for different types of mothers, differing in sexual orientation and biological connectedness to their children. Furthermore, considering the incompatible demands between mothers' work and family roles, organizational dehumanization of mothers could be considered for further studies (Arriagada-Venegas et al 2022;Ariño-Mateo et al 2022).…”