Work Alienation Research Articles

Work Alienation Intervention in Job-Related Tension, Role Overload and Work Effort

This study examines the extent of direct effect of job-related tension and role overload on work effort. In addition, the mediating role of work alienation in the relationships between job-related tension, role overload and work effort were ascertained. The study utilizes 367 academicians working in El-Azhar University, a higher education institution in Egypt. Hypotheses were verified using direct and mediated multiple regression technique suggesting all five direct and two mediated relationship substantiated. The results proved that in order to enhance work effort in the university, work alienation, job-related tension and role overload are required to be removed or reduced. Subsequently, work alienation poses intervening effect in job related tension and role overload and work effort relationships.

Analysis of the Relation between Organizational Culture and Alienation in Secondary Educational Institutions

This research in associational research model aims to determine the relation between the organizational culture prevailing in secondary educational institutions and alienation. Research population was composed of 525 teachers employed in 20 secondary high schools in the central district of Siirt in 2015-2016 academic year. Due to the low number of teachers, sampling was not made. “Organizational Culture Scale” developed by Terzi (2005) and “Work Alienation Scale” developed by Elma (2003) were utilized. Descriptive statistical techniques, Correlation Analysis and Path analysis were performed in the research. Results revealed a negative and medium level relation between the organizational culture and alienation. Results also showed that dimensions of organizational culture do not predict alienation to school dimension. Furthermore, it was identified that support culture was not a significant predictor of alienation. Based on the results of the research, school administrators were suggested to incorporate team work into their work, avoid extremely normative practices, and assure an atmosphere enabling teachers to take initiatives.

OTEL İŞLETMELERİNDE PSİKOLOJİK SÖZLEŞMENİN İŞE YABANCILAŞMA VE ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ

The purpose of this research is to determine the impact of psychological contract on work alienation and organizational identification in hotel establishments in Gaziantep state. 285 employees, who work in hotel establishments, have been contacted through a survey for this purpose in Gaziantep. Correlation, regression, t-test and ANOVA analysis have been carried out to establish the relationship between psychological contract, work alienation and organizational identification, to establish the impact of psychological contract on work alienation and organizational identification, to determine the dimensions of whether demographic versatility psychological contract dimensions, work alienation and organizational identification changes or not in hotel establishments. As a result of the analysis, there is a high degree of positive correlation between transactional contract and work alienation and it was determined that there is a weak degree of negative relationship between the relational contract and work alienation. In this context, according to employees who participated in the research increasing transactional contracts is increases work alienation and increasing relational contract is decreases work alienation in hotel establishments. However, independent variables transactional and relational contracts can be explained by dependent variables work alienation and organizational identification.

THE MEDIATING ROLE OF PERSON ORGANIZATION FIT ON THE EFFECT OF ORGANIZATIONAL JUSTICE ON WORK ALIENATION

Notion of justice has been prevalent in all human societies throughout history as a vital part of the communal living that regulates the relationships between individuals, organizations and communities. As a result of various negative events and unjust policies employees encounter in the workplace, employees can become demotivated and alienated towards their work. Furthermore, employees’ fit with the organization and their co-workers decreases. There has been ample research in the literature that studied the relation between organizational justice and work alienation. This study is important in that it investigates the role of the person organization fit’s agency (mediating effect) when determining the effects of organizational justice on the levels of work alienation. Population of this research consists of the employees employed in an enterprise located in Konya that is present in energy sector. As a data collection tool surveys were used and 120 valid surveys were obtained. The collected data was evaluated using SPSS 23,0 application. Reliability analyses were performed on the three tests used to measure the organizational justice perception, work alienation level and person organization fit of the employees. An explanatory factor analysis was also performed to determine the aspects of the related concepts. Correlation analyses showed that there is a statistically significant relationship between aspects of organizational justice, work alienation and person organization fit. Additionally regression analyses showed that perception of organizational justice can be used to predict the employees’ work alienation level. Same analyses also confirmed the person organization fit on the effects of organizational justice on work alienation. http://dx.doi.org/10.17130/ijmeb.2017ICMEB1735495

How does police culture shape officers’ support for community policing?

ABSTRACTThe focus of this article is to examine the relationship between police culture and community policing (CP) and the extent to which this culture is an obstacle or enabler of the successful implementation of CP. Drawing data from a sample of 1970 officers assigned to three distinct police functions (patrol, plainclothes, and airports in Turkey), we employed structural equation modelling to examine two issues: the relationship between six identified dimensions of police culture (authoritarianism, cynicism, social cohesion, loyalty, work alienation, and autonomy) and assessing possible noninvariance in their attitudes toward CP among officers assigned across the three police functions. Findings suggest that while social cohesion, loyalty, and cynicism are positively related to support CP, autonomy and alienation are negatively related to support CP. The multigroup analyses indicated that, overall, police officers’ departmental assignment does not affect their attitudes toward CP.

Authoritarian leadership and employees’ unsafe behaviors: The mediating roles of organizational cynicism and work alienation

This study examined the relationship between authoritarian leadership and employees’ unsafe behaviors, and the mediating roles of organizational cynicism and work alienation. Questionnaires were distributed to first-line production employees, and structural equation modeling was employed to test the hypotheses. The results showed that organizational cynicism mediated the relationship between authoritarian leadership and employees’ unsafe behaviors. Furthermore, authoritarian leadership was related to employees’ unsafe behaviors through organizational cynicism first and then work alienation. The theoretical implications of these findings for advancing the research and practical approaches to reduce employees’ unsafe behaviors are discussed.

The Relationship between Five Factor Personalities and Alienation to Work of Nurses in Teaching and Research Hospitals

The aim of this research is to analyze the relations between personality traits and work alienation. This cross-sectional was carried out among nurses who work in teaching and research hospitals. A total of 600 (547 women/53 men) people participated in the study. The “Personal Information Form” was developed by the researcher, the “Work Alienation Scale” developed by Mottaz (1981), The “Five Factor Personality Features Scale” developed by John et al (1991), were also used. These are applied to the nurses which form the sample of the research. In the evaluation of the data; frequency analysis, correlation analysis, structural regression and path analysis were used. In the neurotic personality of personality traits of nurses had an influence on dimension of meaninglessness of work alienation and five other personality traits were found to have no significant effect on work alienation.

Human Connections and Their Roles in the Occupational Well-being of Healthcare Professionals: A Study on Loneliness and Empathy.

Human connections are key to the promotion of health and prevention of illness; moreover, illness can cause deterioration of human connections. Healthcare professional–patient relationships are key to ensuring the preservation of adequate human connections. It is important for healthcare professionals to develop their ability to foster satisfactory human connections because: (i) they represent social support for patients; and (ii) they prevent work-related stress. In this study we assessed the relationship between absence (loneliness) and presence (empathy) of human connections with the occupational well-being of healthcare professionals. The Scale of Collateral Effects, which measures somatization, exhaustion, and work alienation; the Jefferson Scale of Empathy; and the Social and Emotional Loneliness Scale for Adults, were mailed to 628 healthcare professionals working in Spanish public healthcare institutions. The following explanatory variables were used to evaluate work well-being: (a) empathy, as a professional competence; (b) loneliness, age, and family burden, as psychological indicators; and (c) professional experience, work dedication, and salary, as work indicators. Comparison, correlation, and regression analyses were performed to measure the relationships among these variables and occupational well-being. Of 628 surveys mailed, 433 (69% response rate) were returned fully completed. Adequate reliability was confirmed for all instruments. The entire sample was divided into four groups, based on the combined variable, “occupation by sex.” Comparative analyses demonstrated differences among “occupation by sex” groups in collateral effects (p = 0.03) and empathy (p = 0.04), but not loneliness (p = 0.84). Inverse associations between empathy and collateral effects were confirmed for somatization (r = -0.16; p < 0.001), exhaustion (r = -0.14; p = 0.003), and work alienation (r = -0.16; p < 0.001). Furthermore, loneliness was positively associated with collateral effects (r = 0.22; p < 0.001). Neither family burden, nor work dedication to clinics or management activities were associated with the three collateral effects measured. These findings support an important role for empathy in the prevention of work stress in healthcare professionals. They also confirm that loneliness, as a multidimensional and domain specific experience, is detrimental to occupational well-being.

Applying the Möbius Strip Model to Corporate Social Responsibility: Survey-Based Findings from Italian Social Enterprises

In this work, we apply the electro-magnetism geometrical model of the Möbius Strip in the context of Corporate Social Responsibility (CSR) in order to test the relationship between CSR and organizational performance. We exploit a unique dataset that includes 4135 workers in a matched sample of 320 Italian social enterprises. Results show that CSR is the strongest determinant of firm performance, although there is an indirect effect of cooperation and worker alienation in terms of higher job satisfaction.

The impact of work alienation on organizational health: A field study in health sector

ABSTRACTThis study aims to examine the impact of work alienation on organizational health. The implementation of the research is conducted on the nurses and physicians working in a public hospital and the data collected from 388 people are evaluated. As a result of the analyses carried out, work alienation’s subdimensions and correlations with organizational health are moderate in the negative direction and the subdimensions of perception of work alienation explain the 21.5% of total variance on organizational health. When the test results of regression coefficient significance in the regression model are analyzed, increasing levels of powerlessness and self-estrangement of the participants decrease the perception of organizational health statistics. Order of relative importance predictor variables on the organizational health level is such as powerlessness, self-estrangement, and meaninglessness.

Perceived Organisational Injustice and Counterproductive Behaviour: The Mediating Role of Work Alienation Evidence from the Egyptian Public Sector

This study examines the relationship between the four dimensions of organisational justice, namely, distributive, procedural, interpersonal, and informational justice, and workers’ counterproductive behaviour, and whether work alienation has mediating effect in this relationship. These relationships were tested in a sample of 300 blue-collar workers operating in Egyptian public industrial context, only 236 responded positively. Results revealed that there are significant relationships between organisational injustice (in its four types) and counterproductive behaviours, and each of the work alienation dimensions partially mediated this relationship. These findings were discussed in the light of extant literature. Research limitations and implications for future research were reported.

Am I a Backpacker? Factors Indicating the Social Identity of Chinese Backpackers

The question of what constitutes backpacker identity has been one of the central topics of backpacking tourism research. With the economic boom in China, the last two decades witnessed the proliferation of Chinese backpackers. By adopting quantitative methods, this study provides a comprehensive understanding of what makes one a “backpacker” in China. Comparing results from t-tests, binomial logistic regression, and multiple linear regression, it is found that Chinese backpackers’ social identities are mostly associated with external-oriented motivation, work alienation, and detachment from home centers. Behavioral characteristics, which have up until now been widely used to define backpackers, have very limited relationship to their identities in China. This finding calls for future research to rethink what is a backpacker. The research makes an important contribution to the understanding of this growing market and its particular identity factors.

Clan-Culture Attributes in a Privatized Kibbutz Industry: An Israeli Case Study

This article focuses on one privatized kibbutz factory. The research question was: How did this factory preserve clan cultural features after the process of privatization, while most other privatized kibbutz factories discarded their communal nature and became bureaucratic and highly hierarchic? While most privatized kibbutz factories experienced worker alienation and frustration, this case study describes an organization with a strong culture of commitment and solidarity among workers. Management, on its part, invests in the workers and encourages them to develop with the factory. The findings indicate that a double social control mechanism maintains the factory’s success. Within a family-like working environment, internal control demands professionalism, commitment, integrity, quality, and innovation. External control, from the surrounding kibbutz community, reinforces communal values.

Professionalism and Occupational Well-Being: Similarities and Differences Among Latin American Health Professionals.

Context: Empathy, teamwork, and lifelong learning are described as key elements of professionalism. The first recipients of their benefits are professionals themselves. Paradoxically, scarce studies have reported association between professionalism and occupational well-being. The main purpose of this study was to characterize the influence that empathy, teamwork, and lifelong learning, play in the occupational well-being of physicians and nurses working in Latin American healthcare institutions.Materials and Methods: The Jefferson Scale of Empathy, the Jefferson Scale of Attitudes toward Physician-Nurse Collaboration, the Jefferson Scale of Physicians Lifelong Learning, and the Scale of Collateral Effects (somatization, exhaustion, and work alienation), were administered to 522 physicians and nurses working in institutions of Mexico, Colombia, Ecuador, and Argentina. Internal reliability was calculated. Gender and discipline were used as explanatory variables in comparison analysis. Two-way analysis of variance was performed to examine differences due to the main effects of the gender, and discipline, and to determine possible combined effects. Correlation analysis was performed to measure associations between collateral effects and age, and between collateral effects and professionalism.Results: A total of 353 (68%) surveys were returned fully completed. Adequate reliability was confirmed in all instruments. No differences were found among countries for collateral effects. Correlation analysis confirmed in physicians an inverse association between empathy and collateral effects (P = -0.16; p < 0.05), and between collateral effects and lifelong learning (P = -0.18; p < 0.01). In nurses, this association was confirmed only for empathy (P = -0.19; p < 0.05). Important differences in the development of professionalism and in its effects on occupational well-being appeared associated to inter-professional collaboration and work roles. An inverse correlation between age and collateral effects was confirmed in physicians (P = -0.22; p < 0.001) and in nurses (P = -28; p < 0.001). Comparison by gender confirmed higher somatization in women physicians and nurses than in men groups (p < 0.001). On the other hand, comparison by discipline confirmed higher exhaustion and alienation in physicians than in nurses (p < 0.01).Conclusion: The findings support the importance that empathy, teamwork, and lifelong learning have in practitioners’ health and welfare, and the role that cultural behaviors, associated to work professional models and social stereotypes, play in the interaction between professionalism and occupational well-being.

Impact of Turnover Intention on Loneliness and the Mediating Effect of Work Alienation

High levels of labor turnover are considered signals of poor management for organizations. The departure of qualified employees may result in great losses in organizational terms. This research aimed to examine the relationships between turnover intention, work alienation, and loneliness. Research data were collected using surveys from 440 aviation company employees, and convenience sampling was used for participant selection. The survey included UCLA Loneliness Scale, Work Alienation Scale, and Turnover Intention Scale. The research revealed that turnover intention had an effect on loneliness and this effect of turnover intention on loneliness was fully mediated by work alienation. Accordingly, work alienation fully mediates the relationship between turnover intention and loneliness. The analyses indicate that organizations, especially in the aviation industry, should pay attention to psychological factors such as loneliness and work alienation that drive qualified employees to quit their jobs. This research contributed to the relevant literature by pointing out organizational behavior concepts that may lead to unexpected labor loss and thereby inefficiency.

العلاقة بين المحافظة على رأس المال البشري وإدارة المعرفة بالمؤسسة الاقتصادية الجزائرية : دراسة حالة مؤسسة صناعة الكوابل - فرع جنرال كابل بسكرة، الجزائر = The Relationship between Maintaining the Human Capital and Knowledge Management in the Algerian Economic Organization : Case Study Cable Industry Organization - Branch of General Cable Biskra, Algeria

المحافظة على رأس المال البشري | التحفيز | الصحة | التمكين | تقليل فرص الاغتراب الوظيفي | إدارة المعرفة | Maintaining the Human Capital | Motivation | Health | Empowerment | Decreasing the Chances of Work Alienation | Knowledge Management

Relationship between Quality of Work Life and Work Alienation: Research on Teachers

The purpose of the study is examined primary school teachers’ quality of work life and work alienation perceptions. The sample of the study was composed of teachers (N=426) employed in Bolu province central and district state primary schools in 2010-2011 academic year. For data collection purposes, “Personal Information Form” was used to gather demographic information on the teachers, “Quality of Work Life Scale” developed by McDonald (2001) and adapted to Turkish by the researcher was used to determine perceptions related to quality of work life and “Work Alienation Scale” developed by Elma (2003) was utilized to determine alienation levels. Research results show that teachers displayed negative perceptions in salary and additional benefits and involvement and responsibility at work sub dimensions of Quality of Work Life scale while they had positive perceptions in the other sub dimensions. Arithmetic means regarding teachers’ perceptions on work alienation show that teachers felt alienated from school followed by feelings of powerlessness, meaninglessness and isolation. In general, negative and significant relationships were detected between all Quality of Work Life sub dimensions and work alienation sub dimensions. Keyword Quality of Work Life, Work Alienation, Teachers, Work Life

Effects of Occupational Health and Safety Practices on Organizational Commitment, Work Alienation, and Job Performance: Using the PLS-SEM Approach

&lt;p&gt;Recent occupational accidents urged enterprises to put more importance on occupational health and safety practices. The pressure by both the public authority and the business and social milieu has played an important role in it. The present study investigated occupational health and safety (OHS) practices in five dimensions, i.e. safety procedures and risk management, safety and health rules, first aid support and training, occupational accident prevention, and organizational safety support. A survey form was developed in order to investigate the effect of OHS practices on work alienation, organizational commitment, and job performance as a throughput of such practices. The data set obtained from private sector enterprises was analyzed by structural equation modeling using least squares method. The findings of the analysis suggested that such OHS practices as safety procedures and risk management, safety and health rules, first aid support and training, and organizational safety support had a positive effect on organizational commitment. Moreover, it was seen that safety and health rules and organizational safety support decreased alienation, where first aid support and training played a role in increasing work alienation. Finally, safety procedures and risk management, safety and health rules, and organizational safety support had indirect effects on job performance of the employees.&lt;/p&gt;

Correlation between work alienation and silence behavior among nurses

Objective To explore the correlation between nurses' work alienation and silence behavior. Methods 603 registered nurses were recruited from a tertiary hospital in Guangzhou. They were investigated with Alienation Scale and Work Silence Behavior Scale. Results The scores of work alienation and silence behavior were (34.35±6.53) points and (37.66±6.46) points respectively, and both of them were at the medial level. Work alienation was positively related to silence behavior (r=0.603). All dimensions of work alienation were positively related to all dimensions of silence behavior (P < 0.01). The predictors of silence behavior were age, nursing working years, job title, department, frustration, helplessness and meaningless, explained 42.2% of its variance. Conclusions Work alienation has positive effect to silence behavior. The administrators in hospitals should focus on nurse, work alienation and silence behavior, and reduce silence behavior by reducing work alienation. Key words: Nurses; Work alienation; Silence behavior

When Fairness is Not Enough: Impact of Corporate Ethical Values on Organizational Citizenship Behaviors and Worker Alienation

Extant research indicates a positive and significant relationship between corporate ethical values and employees’ job performance. Furthermore, past studies have empirically demonstrated that perceived fairness moderates the influence of corporate ethical values (CEV) on employee performance. In other words, high congruity between employees’ and an organization’s ethical values will result in superior employee performance outcome. This research aims to develop a broader perspective on the complex relationship between CEV and employee outcomes. The article will first examine the direct influence of CEV on organizational citizenship behaviors (OCBs) and alienation from work (AFW), and then the moderating role of perceived fairness. The researcher found a significant direct effect of CEV on both OCBs and AFW, but that perceived fairness does not moderate these relationships. A key implication of findings of this research is that although perception of fairness may suppress the impact of organizational ethical transgressions on employee performance in the short run, as earlier studies have demonstrated, but in the long term, implications of perceived fairness are multifold.