Abstract
The present research aims to identify the mediation role of the relationship between the leader and followers in the context of the effect of hostile work environment on organizational alienation. To achieve this, the following scales were adopted: (Calantone & Benedetto, 1994) scale to measure the variable of hostile work environment: (Payne, 2015) scale to measure the variable of the relationship between the leader and followers; and (Kakabadse, 1986) scale to measure the variable of organizational alienation. The general co. for cars manufacturing was chosen as the field of research, and the survey questionnaire was administered to (436) individuals that comprised of (116) leaders and (320) followers. The confirmative factorial analysis (structural equation modeling) was applied as the next step, using certain descriptive statistics, correlation analysis, simple regression analysis and hierarchal regression analysis based on the mediation variable test of (Baron & Kenny, 1986). A number of conclusions have been formed, the most important of which are as follows: the hostile work environment variable has a passive effect on the relationship between the leader and followers; the variable of the relationship between the leader and the followers has a passive effect on organizational alienation; and the variable of the relationship between the leader and the followers partially mediates the relationship between the hostile work environment and organizational alienation.
Highlights
Business organizations are confronted with several challenges and threats related to both the external and internal environment
The growing effect of these phenomena has led to the evolution of a hostile work environment characterized by a number of passive behaviors such as the lack of functional security, imbalanced work and family lives, ill treatment or harassment at work, bad psychological environment represented by work-related stress, administration's autocratic treatment, conflicts, and employees' exposure to threats i including all kinds of harassment (Alterman et al, 2013, pp. 666-667)
It is obvious from table (7) that the marginal inclination value of the regression angle has reached (B = -0.209) which is a significant value because the calculated value (t) which is (-3.136) is a significant value at (Sig. = 0.002) while the value of (R2) has reached (0.044) i.e. the hostile work environment explain a proportion of (4.4%) of the changes that occur to the leader-followers relationship
Summary
Business organizations are confronted with several challenges and threats related to both the external and internal environment. The growing effect of these phenomena has led to the evolution of a hostile work environment characterized by a number of passive behaviors such as the lack of functional security, imbalanced work and family lives, ill treatment or harassment at work, bad psychological environment represented by work-related stress, administration's autocratic treatment, conflicts, and employees' exposure to threats i including all kinds of harassment Several other studies expressed anxiety on increased hostile behaviors in work environment like conflicts and violence among employees or among employees and visitors to the organization. The term (hostile work environment) first appeared in the instructive material issued by the committee of equivalent work opportunities in 1980, which stated that employees have the right to work in an environment ass.ccsenet.org. In 1994, President Johnson issued a law of civil rights regarding employment, which holds that the discrimination by employers, on account of race, color, religion, gender and national origin, is illegal (Wagner & Lip, 2005, p. 1)
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