Organizational Dehumanization and Job Anxiety: Moderating Role of Passion: A Conservation of Resource Theory Perspective

Abstract

Purpose- For employees, organizations have always been significant social entities, therefore, using the theoretical lens of conservation of resource theory, this study investigates the impact of organizational dehumanization on job anxiety. Moreover, passion is used as a moderating variable between organizational dehumanization and job anxiety to explain how the presence of passion changes the effect of organizational dehumanization on job anxiety.

Study Design/methodology/approach- The study used a two-wave time-lagged approach through a convenience sampling technique for the collection of data. For that purpose, two hundred and fifteen employees working in various service sector organizations in Pakistan from different sectors participate in the survey process. Moreover, the PROCESS macro by Hayes was used to analyze the proposed hypotheses.

Findings- Results show that there is a positive significant link between organizational dehumanization and job anxiety. Moreover, higher levels of passion in individuals weaken the level of job anxiety in the presence of higher organizational dehumanization.

Research Practical Implications- Since employers serve as role models for their employees, it is imperative that they provide a clear and strict example of ethics and respect for others. There should be rules in these workplaces prohibiting dehumanization and other forms of workplace abuse. Further, this study highlights the importance of passion for individuals to minimize job anxiety, especially in an environment of dehumanization.

Originality/value- There is limited research on the factors that can preserve and restore the well-being of employees who have been mistreated at work. These findings offer insight into how employees' passion can boost productivity even in toxic and stressful work environments.