Örgütsel Canavarlaştırma Üzerine
Özet
Bu derleme çalışması, İngilizce literatürde 'organizational dehumanization' olarak bilinen örgütsel canavarlaştırma kavramını Türkçe literatüre kazandırmayı ve kavramı bütüncül bir perspektifle ele almayı amaçlamaktadır. Canavarlaştırma, bireylerin veya grupların insani niteliklerinin inkar edilerek sadece birer nesne veya araç olarak değerlendirilmesi durumunu ifade etmektedir. Kavramın kökenleri felsefe, sosyoloji ve psikoloji disiplinlerine dayanmaktadır; felsefede insana sadece araçsal değer atfedilmesi, sosyolojide işte yabancılaşma ve bürokratikleşme, psikolojide ise gruplar arası çatışma, ötekileştirme ve nesnelleştirme bağlamında tartışılmıştır. Haslam'ın tipolojisi kapsamında hayvansal ve mekanik olmak üzere iki tür canavarlaştırma tanımlanmış; örgütsel ortamlarda ise çalışanların adeta birer robot veya makine gibi görüldüğü mekanik canavarlaştırmanın daha yaygın yaşandığı vurgulanmıştır. Yapılan araştırmalar örgütsel canavarlaştırmanın; algılanan örgütsel destek, iş tatmini, çalışan refahı, tükenmişlik düzeyi, otantik liderlik ve insan kaynakları yönetimi gibi pek çok unsurla doğrudan ilişkili olduğunu göstermektedir. Bu olgunun hem çalışan refahı hem de örgütsel verimlilik üzerinde zararlı etkileri bulunmaktadır. Bu doğrultuda, çalışanların kurumsal amaçlara ulaşmada yalnızca birer araç olarak görülmeyip sosyal ve bilişsel yönleriyle değerlendirilmesi, insan kaynakları politikalarının da çalışan insancıllaştırmasını destekleyecek biçimde geliştirilmesi gerekmektedir. This review study aims to introduce the concept of organizational dehumanization to Turkish literature and examine it from a holistic perspective. Dehumanization refers to the process or experience of denying the human qualities of individuals or groups, treating them merely as objects or instruments.
The concept has roots in philosophy, sociology, and psychology; in philosophy, it is discussed in terms of assigning purely instrumental value to human beings, in sociology through workplace alienation and bureaucratization, and in psychology through intergroup conflict, infrahumanization, and objectification. Within Haslam's typology, two forms of dehumanization—animalistic and mechanistic—are defined, with an emphasis that mechanistic dehumanization, where employees are perceived almost like robots or machines, is more prevalent in organizational settings. Research demonstrates that organizational dehumanization is directly linked to factors such as perceived organizational support, job satisfaction, employee well-being, burnout levels, authentic leadership, and human resource management practices. This phenomenon produces harmful consequences for both employee well-being and organizational productivity. Accordingly, employees should be recognized as social and cognitive beings rather than merely tools to achieve corporate goals, and human resource policies should be developed to promote employee humanization.
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