Nathan Nguyen
Biographic Data
| ID | 3794332 |
|---|---|
| NAME | Nathan Nguyen |
| GIVEN NAMES | Nathan |
| FAMILY NAME | Nguyen |
| SIGNATURE | NGUYEN N |
| AFFILIATIONS | UCLouvain |
| ORCID | 0000-0001-6969-3894 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 0 |
Higher recreational screen time and lower step count are associated with higher cardiovascular disease risk in early adolescence
Adolescence is a critical period for developing behaviors that affect lifelong cardiovascular health. While physical activity improves cardiovascular outcomes, excessive recreational screen time is linked to negative cardiovascular indicators. This study examined associations between screen time and physical activity with cardiovascular risk factors in a large, diverse sample of early adolescents. This study included 4,443 adolescents from the Ad…
Does volunteering decrease burnout? Healthcare professional and student perspectives on burnout and volunteering
Background: Burnout among healthcare providers is a significant crisis in our healthcare system, especially in the context of the COVID-19 pandemic. The aim of this study was to understand what motivates healthcare workers and students to volunteer in their community as well as examine how volunteering relates to burnout. These findings can help health organizations better meet the needs of healthcare workers, as well as provide insights for non-…
I do not want to smile! A response to customer mistreatment
The Development of Prison Officers’ Job Satisfaction and its Impact on Depersonalization of Incarcerated Persons
This article contributes to the literature on the antecedents and consequences of prison officers’ job satisfaction. First, we argue that organizational dehumanization (i.e., employees’ perceptions of being treated as tools by their organization) explains how work environment factors determine job satisfaction. Second, we propose that the role played by organizational dehumanization in the development of job satisfaction carries over depersonaliz…
Organizational metadehumanization and mechanistic self-dehumanization
This research examines the relationship between metadehumanization, that is, perceiving dehumanizing treatments, and self-dehumanization, that is, perceiving oneself as less than human. We argue that, in work settings, this relationship can be explained through a behavioral mechanism. Specifically, organizational metadehumanization would drive employees to engage in more emotional labor (i.e., surface acting), which, in turn, would generate mecha…
Organizational Dehumanization and Emotional Labor
This study examined cross-cultural differences in the relationships between organizational dehumanization and both job satisfaction and turnover intentions through emotional labor (i.e., surface acting). In particular, we expected that power distance, that is, a critical value usually discussed as part of the national culture, would mitigate the deleterious effects of both organizational dehumanization and surface acting on job satisfaction and t…
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Organizational Dehumanization and Emotional Labor
This study examined cross-cultural differences in the relationships between organizational dehumanization and both job satisfaction and turnover intentions through emotional labor (i.e., surface acting). In particular, we expected that power distance, that is, a critical value usually discussed as part of the national culture, would mitigate the deleterious effects of both organizational dehumanization and surface acting on job satisfaction and t…
The Development of Prison Officers’ Job Satisfaction and its Impact on Depersonalization of Incarcerated Persons
This article contributes to the literature on the antecedents and consequences of prison officers’ job satisfaction. First, we argue that organizational dehumanization (i.e., employees’ perceptions of being treated as tools by their organization) explains how work environment factors determine job satisfaction. Second, we propose that the role played by organizational dehumanization in the development of job satisfaction carries over depersonaliz…
Organizational metadehumanization and mechanistic self-dehumanization
This research examines the relationship between metadehumanization, that is, perceiving dehumanizing treatments, and self-dehumanization, that is, perceiving oneself as less than human. We argue that, in work settings, this relationship can be explained through a behavioral mechanism. Specifically, organizational metadehumanization would drive employees to engage in more emotional labor (i.e., surface acting), which, in turn, would generate mecha…
I do not want to smile! A response to customer mistreatment
Does volunteering decrease burnout? Healthcare professional and student perspectives on burnout and volunteering
Background: Burnout among healthcare providers is a significant crisis in our healthcare system, especially in the context of the COVID-19 pandemic. The aim of this study was to understand what motivates healthcare workers and students to volunteer in their community as well as examine how volunteering relates to burnout. These findings can help health organizations better meet the needs of healthcare workers, as well as provide insights for non-…
Higher recreational screen time and lower step count are associated with higher cardiovascular disease risk in early adolescence
Adolescence is a critical period for developing behaviors that affect lifelong cardiovascular health. While physical activity improves cardiovascular outcomes, excessive recreational screen time is linked to negative cardiovascular indicators. This study examined associations between screen time and physical activity with cardiovascular risk factors in a large, diverse sample of early adolescents. This study included 4,443 adolescents from the Ad…
Psychology (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Social Psychology (4 works) · Clinical Psychology (3 works) · Dehumanization (3 works) · Emotional Labor in Professions (3 works) · Perception (3 works) · Political science (3 works) · Burnout (2 works) · Job satisfaction (2 works)