The current work scenario is pervaded by widespread perceptions of job insecurity, which is one of the main stress factors for workers and their well‐being. This article aims to investigate the link between these perceptions and a most inner dimension, that is, people's tendency to self‐objectify (i.e., self‐viewing as objects rather than fully human beings). Furthermore, we aim to verify the role of this self‐objectifying process in explaining the well‐established relation between perceived job insecurity and well‐being. Across four studies and a single‐article meta‐analysis (total N = 684), we show that perceived job insecurity is consistently linked with self‐objectification. Furthermore, this objectifying self‐perception is associated with decreased well‐being and plays a mediational role in the link between perceived job insecurity and this latter variable.

Given the recognised benefits of organisational identification (OI) on workers' well‐being, we investigated the underlying mechanisms of this association in this work. We conducted a cross‐sectional study (N = 192) to examine the possible mediating role of three factors related to individuals' workplace experiences (organisational trust, the meaning of work and self‐objectification) in the relationship between OI and well‐being. Specifically, the research aims to examine the relationship between identification in the workplace and favourable well‐being outcomes. The study results demonstrated the significant indirect effects of the hypothesised model. In particular, OI was positively related to well‐being via increased trust and meaning of work and through a reduced self‐objectification experience. The findings highlight the significance of OI in relation to distal outcomes despite the potential presence of negative perceptual experiences within the relationship. This study seeks to offer innovative perspectives through which we can observe the relationship between less‐examined variables within the workplace, thus providing guidance for practitioners and researchers in this field.

Objective: People's psychological tendencies are attuned to their sociocultural context and culture‐specific ways of being, feeling, and thinking are believed to assist individuals in successfully navigating their environment. Supporting this idea, a stronger “fit” with one's cultural environment has often been linked to positive psychological outcomes. The current research expands the cultural, conceptual, and methodological space of cultural fit research by exploring the link between well‐being and honor, a central driver of social behavior in the Mediterranean region.Method: Drawing on a multi‐national sample from eight countries circum‐Mediterranean (N = 2257), we examined the relationship between cultural fit in honor and well‐being at the distal level (fit with one's perceived society) using response surface analysis (RSA) and at the proximal level (fit with one's university gender group) using profile analysis.Results: We found positive links between fit and well‐being in both distal (for some, but not all, honor facets) and proximal fit analyses (across all honor facets). Furthermore, most fit effects in the RSA were complemented with positive level effects of the predictors, with higher average honor levels predicting higher well‐being.Conclusions: Our findings highlight the interplay between individual and environmental factors in honor as well as the important role honor plays in well‐being in the Mediterranean region.

This research employed an integrated theoretical approach to examine the relationship between job and personal resources, motivational processes, and psychological well-being within the context of the Job Demands-Resources model. Through two cross-sectional studies (Study 1: N = 263; Study 2: N = 360), we explored the relationship between the challenges-skills balance, organizational identification, flow, self-objectification, and psychological well-being. The findings revealed that challenges-skills balance and organizational identification were positively associated with adaptive processes – namely, higher levels of flow and psychological well-being, and lower levels of self-objectification. When considered together, flow and self-objectification appeared to play a more central role in psychological well-being than challenges-skills balance and organizational identification. This suggests that flow and self-objectification may be key constructs for understanding how challenges-skills balance and organizational identification relate to workplace experiences and contribute to a “spillover effect” from work to broader life experiences.

Research on self‐objectification at work has increased significantly over the last decade. However, much remains to be done. In particular, we do not know enough about the role of organisational‐level factors in reducing self‐objectification. For these reasons, the present study aimed to examine the role of organisational socialisation as a predictor of employees' adjustment. Specifically, we examined the relationship between organisational socialisation and self‐objectification and whether this relationship spills over to indicators of distal adjustment (job satisfaction and turnover intentions). The results showed that when individuals felt competent, accepted by colleagues, and identified with their organisation, their self‐objectification decreased. Additionally, organisational socialisation was associated with positive outcomes (high job satisfaction and low turnover intentions) directly and indirectly through self‐objectification. In terms of practical applications, this study suggests that facilitating organisational socialisation can be an effective strategy to promote employee adjustment in terms of personal and professional outcomes.

In this study, we investigate the effects of (a) group orientation of conspiracy theories and (b) leadership style on moral leadership, as well as the moderating role of right-wing authoritarianism in the relationship between group orientation of conspiracy beliefs and moral leadership and identification with the leader. We manipulated leadership style as democratic and despotic by producing two scenarios respectively, describing the leader of a fictional country. We also manipulated group orientation of conspiracy beliefs by producing a scenario about a conspiracy with the domestic government of the fictional country as the protagonist (in-group conspiracy) or a foreign country as the protagonist of the conspiracy (outgroup conspiracy). A pre-test study (N=100) provided evidence for the efficiency of our experimental manipulations. The main study employed a 2 (in-group vs. outgroup orientation conspiracy theories) x 2 (democratic vs despotic leadership) factorial design (N=480). Results showed that there was a statistically significant main effect of orientation of conspiracy beliefs on moral leadership and identification with the leader, a statistically significant main effect of leadership style and a statistically significant interaction effect between group orientation of conspiracy beliefs and leadership style on moral leadership and identification with the leader. A significant moderating effect of right-wing authoritarianism was found in the relationship between group orientation of conspiracy theories and perceptions of moral leadership and identification with the leader. Discussion focuses on the use of in-group or outgroup orientated conspiracy beliefs in moral leadership practice.