Crone Lola, Brunel Lionel, Auzoult Laurent
Laboratory Epsylon EA 4556, Department of Psychology, University Montpellier, Montpellier, France.
Laboratory Psy-DREPI EA 7458, Department of Psychology, University Bourgogne, Dijon, France.
Front Psychol. 2021 Jun 7;12:651071. doi: 10.3389/fpsyg.2021.651071. eCollection 2021.
An increasing number of studies focus on the phenomenon of objectification in the workplace. 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. Previous studies have shown that objectification can have consequences on the workplace health or performance. Field studies are based on objectification measures based on tools whose psychometric qualities are unclear. Based on a previous workplace objectification measurement scale, we conducted a study with the aim of devising a new parsimonious scale. We present three studies which aim to validate this new scale. In the first study, an EFA and a CFA were performed in order to construct a scale and verify its structure validity. 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 a second study, we tested the convergent and divergent validity of the scale. We observe that POWS is adequately correlated with dehumanization indicators. Finally, in a third study, we found that only powerfulness was associated with negative consequences for occupational health. 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.
越来越多的研究聚焦于职场中的物化现象。这种现象反映了员工被征服的过程，在此过程中，员工被视为一个物体、一种手段（功利性的）或被简化为其某一属性。先前的研究表明，物化可能会对职场健康或绩效产生影响。实地研究基于一些测量工具来衡量物化现象，但其心理测量学特性尚不清楚。基于先前的职场物化测量量表，我们开展了一项研究，旨在设计一个新的简化量表。我们呈现了三项旨在验证这个新量表的研究。在第一项研究中，进行了探索性因素分析（EFA）和验证性因素分析（CFA），以构建一个量表并验证其结构效度。我们得到了一个包含10个条目的量表，该量表呈现出两个因子，分别标记为“工具性价值”和“权力感”。该量表的心理测量学特性令人满意，即具有良好的内部信度和良好的结构效度。在第二项研究中，我们测试了该量表的收敛效度和区分效度。我们观察到权力感量表（POWS）与去人性化指标有充分的相关性。最后，在第三项研究中，我们发现只有权力感与职业健康的负面后果相关。这表明物化是一种社会认知过程，它要么导致职场中社会主体的贬值，要么导致工作中的正常运转。
