{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,7,14]],"date-time":"2026-07-14T05:04:55Z","timestamp":1784005495035,"version":"3.55.0"},"reference-count":60,"publisher":"Frontiers Media SA","license":[{"start":{"date-parts":[[2026,7,14]],"date-time":"2026-07-14T00:00:00Z","timestamp":1783987200000},"content-version":"vor","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0\/"}],"content-domain":{"domain":["frontiersin.org"],"crossmark-restriction":true},"short-container-title":["Front. Psychol."],"abstract":"<jats:sec>\n                    <jats:title>Background<\/jats:title>\n                    <jats:p>Algorithmic systems are increasingly used to evaluate employees, yet little is known about how older workers in traditional organizations experience algorithmic performance evaluation.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Objective<\/jats:title>\n                    <jats:p>To examine whether perceived algorithmic evaluation relates to lower job satisfaction through organizational dehumanization, and whether proactive personality weakens this pathway.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Methods<\/jats:title>\n                    <jats:p>Three-wave time-lagged survey data from 223 employees aged 45+ in 12 financial-services firms across five regions in China. Moderated mediation model (PROCESS Model 7) tested.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Results<\/jats:title>\n                    <jats:p>PAE positively associated with dehumanization, which predicted lower job satisfaction. Proactive personality buffered the PAE-dehumanization link. Moderated mediation indicated a less harmful indirect effect when proactive personality was higher.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Conclusion<\/jats:title>\n                    <jats:p>Organizations should pair algorithmic evaluation with transparent, humanizing management practices, especially for less proactive late-career employees.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.3389\/fpsyg.2026.1874672","type":"journal-article","created":{"date-parts":[[2026,7,14]],"date-time":"2026-07-14T04:22:04Z","timestamp":1784002924000},"update-policy":"https:\/\/doi.org\/10.3389\/crossmark-policy","source":"Crossref","is-referenced-by-count":0,"title":["Perceived algorithmic evaluation and job satisfaction among older employees: the roles of organizational dehumanization and proactive personality"],"prefix":"10.3389","volume":"17","author":[{"given":"Wenjie","family":"Qiu","sequence":"first","affiliation":[{"name":"School of Entrepreneurship, Yiwu Industrial and Commercial College","place":["Jinhua, China"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"Lian","family":"Cheng","sequence":"additional","affiliation":[{"name":"Faculty of Economics and Management, Wenhua College","place":["Wuhan, Hubei, China"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"Lihua","family":"Yi","sequence":"additional","affiliation":[{"name":"Xianda College of Economics and Humanities, Shanghai International Studies University","place":["Shanghai, China"]}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"1965","published-online":{"date-parts":[[2026,7,14]]},"reference":[{"key":"ref1","volume-title":"Multiple Regression: Testing and Interpreting Interactions","author":"Aiken","year":"1991"},{"key":"ref2","doi-asserted-by":"publisher","first-page":"273","DOI":"10.1037\/ocp0000056","article-title":"Job demands\u2013resources theory: taking stock and looking forward","volume":"22","author":"Bakker","year":"2017","journal-title":"J. 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