Workplace objectification: A review, synthesis, and research agenda

IF 13 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2025-07-23 DOI:10.1016/j.hrmr.2025.101104

Bibi Zhang , Barbara Wisse , Robert G. Lord

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引用次数: 0

Abstract

Objectification – treating human beings as instrumental tools deprived of agency and experience – is inherent in many organizational practices, as employers hope that it may further their interest in profit-making. However, workplace objectification undermines target employees' interests and well-being. This systematic review seeks to address this conflict by discussing relevant theories and empirical studies on workplace objectification. Based on an analysis of 78 studies, this review summarizes and integrates what is known about antecedents and consequences of workplace objectification from three different perspectives: Objectifying others, self-objectification, and experiencing objectification. This review shows that people objectify others to achieve performance and extrinsic goals or to reduce subjectivity uncertainty, while thwarting the objectified targets' fundamental control, belonging, and self-esteem needs. We provide a comprehensive framework that integrates the extant literature on workplace objectification and offer theoretical and methodological recommendations. We conclude by discussing how juxtaposing conflicting elements in workplace objectification can help create a more virtuous cycle.

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工作场所物化：回顾、综合和研究议程

物化——把人当作没有能动性和经验的工具性工具——是许多组织实践中固有的，因为雇主希望它能促进他们对盈利的兴趣。然而，工作场所物化损害了目标员工的利益和福祉。本系统综述试图通过讨论工作场所物化的相关理论和实证研究来解决这一冲突。基于对78项研究的分析，本文从三个不同的角度总结并整合了工作场所物化的前因后果：物化他人、自我物化和体验物化。这一综述表明，人们将他人物化是为了实现绩效和外在目标或减少主体性不确定性，同时阻碍了被物化对象的基本控制、归属感和自尊需求。我们提供了一个综合的框架，整合了现有的关于工作场所物化的文献，并提供了理论和方法上的建议。最后，我们讨论了如何将工作场所物化中的冲突因素并置，以帮助创造一个更良性的循环。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.