Work Alienation Research Articles

War vs pandemic—investigating the type of extreme context as a moderator of extreme-context perception effects on work alienation and its organisational outcomes

With many organisations operating in challenging circumstances such as military conflicts and pandemics, a growing body of research has investigated the effects of extreme-context perceptions on job attitudes and organisational outcomes. While prior investigations focused on specific extreme contexts like warzones or pandemics, research has yet to examine whether different extreme contexts would have different intensities regarding shaping job attitudes and organisational outcomes. This study takes a unique approach to address this gap in the existing literature by exploring whether the type of extreme context (war vs pandemic) moderates extreme-context-perception effects on work alienation and subsequent job attitudes and organisational outcomes. Specifically, this study investigates the consequences of differentiated extreme contexts by using 668 valid responses from two samples: Sample 1 (N = 449), collected via snowball sampling during the Syrian civil war (2016-2019), and Sample 2 (N = 219), recruited using systematic random sampling from the Middle East during COVID-19 in 2021. Employing t-tests, Sample 1 in the wartime crisis reported higher levels of extreme-context perception, yet not quite as much worsened job satisfaction, but they had lower levels of alienation and job insecurity than those in health-crisis contexts. Using PLS-SEM, we found extreme-context perception heightened alienation, leading to increased job insecurity, decreased job satisfaction, and lower organisational citizenship behaviour (OCB) outcomes. Interestingly, some of these relationships were moderated by the extreme context type. Specifically, while no significant differences were found between the two contexts regarding the relationship between extreme context perception and alienation and between alienation and job insecurity, we found that extreme-context-driven alienation is more likely to damage job satisfaction and OCB in war zones than in pandemic contexts. These findings contribute to important matters of both theory and practice. They specifically expand existing theory by illustrating differentiated consequences of distinct types of extreme contexts to organisational and employee-related concerns. They also demonstrate the need to develop customised organisational strategies as well as policy responses to mitigate and/or capitalise on the effects of differentiated extreme contexts.

Workplace Stress as a Predictor of Absenteeism of the Employees of Selected Manufacturing Firms in Lagos State, Nigeria

Absenteeism whether voluntary or involuntary is a manifestation of continued stress whose outcome is highly negatively engender poor results as well as low delivery of tasks among employees. One hundred and fifty (150) employees of five selected manufacturing firms in Lagos State served as respondents for the study through purposive and convenience sampling methods. Findings revealed that a significant and positive nexus was found between emotional exhaustion and voluntary absenteeism with “0.743>0.5”; also, a strong and positive correlation existed between psychological consequences and involuntary absenteeism with “0.913>0.5”. The study concluded that activities in the manufacturing environment is massive and has huge propensity to induce stress and high burnout rate thus culminating into high level of work alienation and absenteeism. Therefore, management should on a constant basis lookout for activities that poses stress on employees, such should be given rapt attention and curtailed to avoid work estrangement within and among employees.

ANALYZING THE FEELING OF JOB ALIENATION AMONG EMPLOYEES FROM THE PERSPECTIVE OF PERSONAL AND JOB CHARACTERISTICS – A FIELD STUDY AT CEDAR IRON AND STEEL COMPANY IN ANNABA

Objective: This study aims to diagnose the reality of alienation from work and reveal the extent to which there are differences whose causes are due to personal and job variables among individuals working at Cedar Iron and Steel Company in the state of Annaba - Algeria. Theoretical Framework: In this topic, the main concepts and theories that underpin the research are presented by research of Seeman (1959). He presented five dimensions to measure job alienation, and only four dimensions were relied upon, in line with the nature of the current study. Method: The method of this research is descriptive and analytical, by describing the phenomenon under study, testing hypotheses, and drawing results. Data were collected through questionnaire and data processing using SPSS V23. Results and Discussion: The study showed that there is a moderate level of work alienation among workers. There are no differences in the sample’s answers regarding the level of job alienation due to personal and job variables, with only one variable, which is gender, in favor of males. Research Implications: This study monitored the presence of this negative phenomenon, especially among males. This requires developing awareness among managers and leaders and looking for mechanisms to mitigate them, such as encouraging teamwork and enhancing mutual trust between employees and leaders.. Originality/Value: The added value of this research is evident in seeking to mitigate the negative effects of this phenomenon in order to better manage and lead HR.

The Mediating Role of Workplace Loneliness in the Effect of Resilience on Work Alienation in Nurses

The aim of the current research was determining the mediating role of workplace loneliness (WL) in the effect of resilience on work alienation (WA). This study was conducted in Istanbul, Türkiye, between June 2021 and November 2021. Research data were obtained from nurses working in private hospitals operating in Istanbul. The results of the research showed that resilience had a negative effect on WL and WA, and WL had a positive effect on WA. Finally, WL had a mediating role in the effect of resilience on WA. This study showed that resilience is a determinant of both WL and WA.

Too Alienated to Have Good Family Lives? The Impact of Work Alienation on Family Functioning

Too Alienated to Have Good Family Lives? The Impact of Work Alienation on Family Functioning

Alienated social workers in China’s communities: The impacts of role stress, professional efficacy, and state interventions

Chinese community-service social workers face work alienation due to role stress. This study highlights the impact of government resources on a role stress–professional efficacy–work alienation research model. Paradoxically, state support may escalate role stress, thus hindering professional development and causing work alienation in this state-dominated profession.

THE ROLE OF PERSON-ORGANIZATION FIT IN THE EFFECT OF INTRA-ORGANIZATIONAL POLITICAL BEHAVIOR ON WORK ALIENATION

The purpose of this research is to determine the role of person-organization fit in the effect of the perception of intra-organizational political behavior on work alienation of academics working in higher education institutions where tourism education is provided. In this regard, the research population consisted of academic staff working in faculties, colleges, and vocational schools of state and foundation universities in Turkey where tourism education is given. In this context, data were obtained from 385 academics by applying online and face-to-face questionnaires. AMOS program was used to test the measurement model, and PROCESS Macro was used to test the hypotheses. The study determined that intra-organizational political behavior had a significant and positive effect on work alienation. However, the moderating role of person-organization fit in this relationship is not significant.

Determinants of work alienation among bank employees: a socioeconomic perspective

Purpose This study aims to identify various socioeconomic variables that influence the development of work alienation among Indian bank employees. Design/methodology/approach Data were collected from a sample of 552 employees working in ten public and ten private sector banks in Punjab. Statistical techniques such as the independent sample t-test, Welch’s F-test, and Games–Howell procedure were used for data analysis. Findings Results of this study indicated that socioeconomic variables, namely, age, educational qualification, monthly income, and work experience, significantly influence work alienation among bank employees. In contrast, gender, marital status, type of bank, and cadre did not have any significant relationship with work alienation. Originality/value This study is one of the limited research studies that has examined the linkage between socioeconomic variables and work alienation in the context of the banking sector of a developing nation like India.

Mitigating work alienation in public sector service-delivery projects caused by perceived overqualification: the roles of empowering leadership and the psychological contracts

PurposeThe study investigates the nature of an understudied yet salient relationship between perceived overqualification (POQ) and work alienation in project management. It employs relative deprivation theory to propose two dimensions of the psychological contract, i.e. relational and transactional, as underlying mediating mechanisms and how empowering leadership mitigates the adverse effects of POQ.Design/methodology/approachTo this end, in two waves, we surveyed 232 project members of three public-sector information and communication technologies (ICT) projects in Punjab, Pakistan. The data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM).FindingsThe key findings are: (1) POQ leads to work alienation, (2) relational and transactional contracts mediate this relationship, and (3) empowering leadership can mitigate the adverse effects of POQ in project management settings.Originality/valueThis research adds valuable insights to the scant POQ literature in public-sector project management settings. It also contributes by identifying the mediating role of relational and transactional psychological contracts and the moderating role of empowering leadership to mitigate the adverse effects of POQ in these settings.

Organizational Factors Correlated with Work Alienation: A Systematic Review

Work alienation is a global concern for both public and private organizations. It has adverse effects on organizational productivity and individual performance. Academic scholars and practitioners have called for a systematic review to understand the factors behind this theoretical and practical problem. This study responds to these calls and aims to conduct a systematic review of potential organizational factors correlated with work alienation in both public and private organizations. The search engines that were used to find the study articles include Web of Science, Google Scholar, Scopus, PubMed, PsycINFO, JSTOR, ERIC, ScienceDirect, the Directory of Open Access Journals, ScienceOpen, and the Social Science Research Network (SSRN). Initially, 102 scientific articles were selected using the PRISMA methodology. After applying inclusion criteria 40 scientific papers were finally reviewed. The results of the study revealed that job design, organizational culture, workload, leadership styles, and career development opportunities are correlated with work alienation. The study suggests further review of studies on organizational factors correlated with work alienation using other forms of scientific knowledge that were not included in the study. Future studies in this direction can explore organizational factors using books, proceeding papers, and information extracted from seminars and conferences.

Impact of Perceived Boss Phubbing on Employee Work Alienation and Employee Presenteeism through the Mediating Role of Organizational Pride

Impact of Perceived Boss Phubbing on Employee Work Alienation and Employee Presenteeism through the Mediating Role of Organizational Pride

Short Video Entrepreneurship among Smallholder Farmers in the Era of Digital Intelligence: An Exploration of Labour Alienation

This article deals with smallholder farmers in L village who engaged in short-video entrepreneurship on less than 50 acres of farmland. Through a digital labour alienation perspective and in-depth interviews, it was discovered that these farmers faced issues such as the transfer of ownership of their labour products, the standardization of labour processes, and a sense of alienation from their own human identity. These disparities stem primarily from the inequalities of digital power, driven by factors like data indicators, algorithm manipulation, inequitable agreements, re-intermediate exploitation, and identity psychology. By examining specific digital labour practices in this context, this research provides a more comprehensive understanding of worker alienation in the digital labour space. The findings have significant value and practical importance for enhancing the effectiveness of new media in revitalizing rural communities.

The Alienating Effect of Technology: Does Technological Innovation Cause Work Alienation

This article basically analyzes how technological innovation affects employees' alienation from their jobs. Detailed purpose of the article; It also aims to analyze the impact of technological innovation on employee alienation from their jobs and strategies to reduce the negative impact of technological innovation on employee alienation. These research studies prepared by the literature review method are named as "compilation article" method. The article tries to explain what technological innovation means and how it is implemented, the definition and determinants of alienation and work alienation, the impact of technological innovation on employee alienation from work and the factors contributing to this effect, and strategies that can be used to reduce the negative impact of technological innovation on employee alienation. Based on the results obtained; Technological innovation is the process of developing new ideas, products, services or processes or significantly improving existing ones. Technological innovation can drive changes in business processes, consumer experiences, or the products themselves. However, it can also trigger work alienation, a condition in which employees perceive their jobs as meaningless, unimportant, or worthless. It is hoped that the article, which is a theoretical analysis, will contribute to the ongoing discussions of technology, artificial intelligence and organizational behaviour

The Impact of Perceived Social Support on Workplace Loneliness. The Mediation Role of Work Alienation

The Impact of Perceived Social Support on Workplace Loneliness. The Mediation Role of Work Alienation

Eco-green mirage: investigating turnover intention as organizational turbulence through perceived greenwashing, cynicism and alienation

PurposeUsing social and moral identity theory, this study aims to investigate the influence of perceived greenwashing on employee work attitudes by using social and moral identity theory. By examining the relationships between perceived greenwashing, employee cynicism, work alienation and turnover intention, this study unveils essential mechanisms that shed light on the complex relationship between these variables.Design/methodology/approachThe study gathered data from a sample of 267 employees in the service industry and used variance-based structuring equation modeling to test the hypothesized associations. The results of the study indicated a positive relationship between perceived greenwashing and turnover intention.FindingsEmployee cynicism and work alienation emerged as crucial mediating factors, revealing the underlying psychological dynamics linking perceived greenwashing to turnover intention. Moreover, the study identified organizational pride as a powerful moderator that mitigates the adverse effects of greenwashing on employee attitudes.Practical implicationsGenuine and transparent environmental practices are crucial in the service industry to avoid misleading claims, safeguard reputation and establish trust. Leaders should exemplify genuine commitment to environmental practices, serving as role models. Regular and honest feedback mechanisms should be established to gauge employee perceptions of the organization’s environmental initiatives. Educating employees about the signs of deceptive practices can empower them to make informed judgments, reducing the likelihood of falling victim to misrepresentations and mitigating associated negative outcomes.Originality/valueThe current research seeks to shed light on the profound impact of greenwashing on employees, an area that has been surprisingly overlooked. The study responds to the call of the antecedents that influence employees’ intentions to leave their organizations. The study explored the vital relationship between perceived greenwashing and employee attitudes, thereby contributing valuable insights to the existing literature on the sustainable practices of organizations, particularly those in the service industry.

The unintended consequences of temporal leadership: a multilevel investigation of the effects of temporal leadership on employee silence

Purpose Existing research has generally viewed that temporal leadership has positive impacts on employees but ignores its potential drawbacks. This study aims to develop a model to explore its possible negative impacts on employees, drawing upon social information processing theory. Design/methodology/approach This study conducts a multi-wave and multisource survey to test the model, and the authors test the hypotheses with multi-level analysis using Mplus 7.4 and R package for Monte Carlo. Findings Results suggest that temporal leadership induces employee work alienation, thus leading to employee silence. Furthermore, shared temporal cognitions moderate both the relationship between temporal leadership and work alienation and the indirect effect of temporal leadership on employee silence via work alienation. Originality/value Taken together, this study reveals the potential dark side of temporal leadership and provides a more comprehensive and dialectical research perspective for temporal leadership literature.

Organizational Cynicism and Work Alienation among Staff Nurses and it its Relation to their Commitment.

Organizational Cynicism and Work Alienation among Staff Nurses and it its Relation to their Commitment.

Investigating the indirect impact of transformational leadership on performance and work alienation: evidence from school principals navigating COVID-19

PurposeAlthough significant research has examined the concept of transformational leadership, few studies have explored the indirect impact of transformational leadership on individual and organizational outcomes within the context of crisis. Accordingly, this study aims to advance our understanding of the indirect impact of transformational leadership on school performance and principals' work alienation within the context of the COVID-19 pandemic. In doing so, this study contributes to this developing stream of literature by hypothesizing the indirect effect of two relational resources, namely employee trust and relational coordination, which mediate the relationship between transformational leadership, school performance and principals' work alienation.Design/methodology/approachThis study draws on a unique sample of 634 principals from Irish primary schools navigating the COVID-19 crisis. Structural equation modeling (SEM) was performed using Mplus 8.3 to test the hypothesized model.FindingsMixed findings emerged concerning the mediating process of relational resources and their impact on transformational leadership, school performance and principals' work-alienation. In particular, support is found for the critical role of principals whose transformational leadership style can help increase school performance. However, evidence suggests that employee trust does not mediate the relationship between transformational leadership and principals' work alienation.Practical implicationsThis study provides several practical insights for education professionals, policymakers and HRM practitioners across each phase of the crisis management cycle. Firstly, regarding the pre-crisis stage, educational institutions should invest in targeted leadership development programs that prioritize relationship-building and effective communication among stakeholders. Second, during crises, the study emphasizes the role of relational resources in mediating the impact of leadership on school performance. Moreover, the study illustrates the importance of proactively cultivating strong connections with stakeholders, fostering timely, problem-solving-based communication. Finally, in the post-crisis phase, collaboration with government stakeholders is recommended to inform recovery policies.Originality/valueThis study makes several contributions to the literature on leadership and crisis management. First, this study adds new insights suggesting how principals as leaders influence school performance during crisis. Second, by adopting a relational perspective, this study suggests two types of relational resources (i.e. employee trust and relational coordination), as the mediators between transformational leadership, school performance and principals' work alienation. Third, this study moves the existing research on leadership during crisis forward by focusing on the functional effectiveness of leadership while focusing on the principals' work alienation during the pandemic.

The Internal Work Environment and Job Alienation: The Case of Faculty Members

The objective of this study is to examine the nature of the relationship between the internal work environment including its all-encompassing dimensions (organizational structure, participation in decision-making, incentives) and job alienation in Higher education institutions through focusing on faculty members at Jijel University in Algeria. That being the case, the study aims to fill a research gap by investigating the underexplored relationship between the Internal Work Environment and Job Alienation, hence while there is ample literature on work alienation, studies specifically focusing on work alienation within higher education institutions through the prism of internal work environment are notably scarce. The study utilized a descriptive approach, employing a survey sampling method to collect data from the target population with a specifically designed questionnaire for this purpose. The questionnaire consisting of 60 items was administered to a randomly selected sample of 167 faculty members at Jijel University. The collected data were analyzed through the Statistical Package for Social Sciences (SPSS), version 22. The study's findings illustrate that faculty members perceive their work environment as inadequate for carrying out their activities, coupled with a notably high level of job alienation. Additionally, the research underscores a significant correlation between the internal work environment, encompassing its various dimensions, and the prevalence of job alienation among faculty members at Jijel University. Doi: 10.28991/ESJ-2024-SIED1-07 Full Text: PDF

Tit for tat? A study on the relationship between work connectivity behavior after-hours and employees' time banditry behavior.

Based on Conservation of Resources Theory, this study tries to reveal the mechanism of action of work connectivity behavior after-hours triggering employees' time banditry behavior. By using Mplus7.4 software the analysis of 429 leader-employee paired data collected in three stages reveals that work connectivity behavior after-hours has a positive effect on work alienation and psychological distress. Work alienation and psychological distress mediates the relationship between work connectivity behavior after-hours and employees' time banditry behavior, respectively. In addition, organization-based self-esteem mitigates the positive effects of work connectivity behavior after-hours on work alienation and psychological distress, which in turn also moderates the indirect effects of work connectivity behavior after-hours on employees' time banditry behavior through work alienation and psychological distress, respectively. This study provides practical guidance for organizations to reduce employee time banditry behavior and human resource management practices in the new technological environment.