Work Alienation Research Articles

Адаптация опросника измерения отчуждения от работы для русскоязычной выборки

The relevance of the work is due to the lack of a Russian-language tool that would be designed to measure work alienation and adequate for research in the field of labor psychology. Purpose. The purpose of the work is to adapt and test the Work Alienation Assessment Questionnaire in the context of Russian-language culture. Method. The adaptation sample consisted of 230 employees of socionomic professions at the age of 20 to 27 years. As part of the adaptation of the Work Alienation Assessment Questionnaire (Fragebogen zur arbeitsbezogenen Entfremdung und Aneignung, FAEA) (Aigner etal., 2015), an asymmetric translation was made from German into Russian. As additional methods tocheck the validity of the questionnaire scales, we used the subscale “work” of the subjective alienation questionnaire, the scale of satisfaction of basic needs at work, the work engagement scale. Findings. The questionnaire scales show high reliability and consistency, as well as high retest reliability with a measurement interval of one month. The factor structure is fully consistent with the author’s model. A one-factor structure was obtained for the scale “Alienation and appropriation of work: work in general” and the scale “Alienation and appropriation of work: concrete job”. For the scale “Alienation and assignment of work — satisfaction of needs”, a three-factor structure was confirmed separately for thespheres of work, organization, and relations. Value of results. Checking the competitive, constructive, and criterial validity of the questionnaire scales is confirmed and consistent with the author’s version. The customized questionnaire is a reliable and valid measurement tool for assessing work alienation.

Analisis Pengaruh Praktek Keselamatan dan Kesehatan Kerja terhadap Kinerja Karyawan dimediasi oleh Komitmen Organisasi

This study aims to analyze the effect of occupational safety and health practices on employee performance mediated by work alienation and organizational commitment. This research was conducted on 2 companies engaged in the fabrication industry in the Batu Ampar Industrial Area. The data collection was carried out using the questionnaire method and the number of respondents from this study was 278 respondents. The data analysis method uses the SmartPLS 3.3 application. The results of the validity test of the four variables show the average variance extracted (AVE) value of more than 0.5 and the reliability test results of the four variables show the composite reliability value of more than 0.70 where based on the test results both are valid and reliable and meet the requirements of convergent validity. The results showed that there was a significant effect between occupational safety and health on employee performance mediated by organizational commitment, but there was an insignificant effect between occupational safety and health on employee performance mediated by work alienation

CONSEQUENCES OF ABUSIVE SUPERVISION

The overarching objective of this article is to study and integrate the accumulated evidence that survey the causes and consequences of abusive supervision in work organizations. This research work also tries to examine the influence of abusive supervision on Emotional Exhaustion and Work Alienation. The study uses survey research method. This study is primary in nature, using a questionnaire tool for the data collection. Data is collected from 100 employees of different organizations working in Pakistan like Armed Forces, Health Sector, Marketing, Finance and Administration.

From the Good Factory towards a New Sustainable Post-war Social Order in Italy. The Remarkable “Utopian” Welfare Work Policies of Adriano Olivetti and His Typewriter Company in the 1950s

In this paper, welfare work at Olivetti, a former well-known Italian typewriter and office machines company, will be analysed. Welfare work at Olivetti had reached its peak in the 1950s. This was relatively late in comparison to other noteworthy enlightened welfare work initiatives in the industrialized West. The heyday of welfare work in Europe and the United States occurred during the period from 1880 until 1930. From World War II onwards, the extensive Olivetti welfare work programs were embedded in a deliberate and encompassing communitarian social philosophy. Adriano Olivetti’s main objectives were twofold: to prevent worker alienation at the shopfloor level in his factories and to resolve political and social conflict in post-war Italy. This plan was to be carried out in a sustainable way by means of strengthening regional development. Within quite a short time span, the country underwent a rapid and intensive transformation from being a traditional agrarian society into one of the leading industrialized nations of Europe. A response will be provided to the question concerning to what extent Olivetti’s experiment can be considered unique in comparison to other significant enlightened welfare work experiments that took place between 1880 and 1930. Finally, the topicality of the Olivetti experiment will be considered.

Work Alienation and its Determinants among Knowledge Workers in the Information Technology Firms in Sri Lanka

Work Alienation and its Determinants among Knowledge Workers in the Information Technology Firms in Sri Lanka

The Relationship Between Organizational Commitment and Work Alienation: A Study on the Health Sector

Alienation, which is built on Hegel’s social psychology studies and Karl Marx’s philosophical studies, is considered to be an increasingly important problem as an interdisciplinary subject. Work alienation is a state of incompatibility that occurs as a result of the individual’s getting distanced from himself/herself and society. It is important to handle this state of incompatibility, which is affected by external and internal factors, from an administrative point of view. In this connection, the purpose of the current study is to determine the level of work alienation of employees and the effect of alienation on the level of organizational commitment. The study employed the questionnaire method to collect data. The population of the study consists of health sector workers in the city of İstanbul. The sample of the study is comprised of 322 people selected from the population by using the random sampling method. Correlation and regression analysis methods were used to determine the interaction between the perceptions of organizational commitment and work alienation. As a result of the analysis, it was determined that there is a negative and significant correlation between work alienation and organizational commitment.

Good soldier syndrome. Do organizational cynicism and work alienation matter?

PurposeThe purpose of this study is to examine the impact of organizational cynicism (OCyn) on organizational citizenship behavior (OCB) among bank employees with a focus on the role of work alienation (WA) as a potential mediator.Design/methodology/approachUsing standardized questionnaire, data were collected from 381 employees working in the banking sector of Punjab, a northern state of India. Statistical techniques such as hierarchical multiple regression and confirmatory factor analysis along with PROCESS macro were used for data analysis.FindingsResults reveal that OCyn has a significant negative effect on OCB. Further, WA is found to be significantly partially mediating the relationship between the aforementioned constructs.Research limitations/implicationsThis study pertains to a single sector i.e., banking sector restricting the generalizability to other industrial and vocational settings. Further, it may be difficult to draw any causal inferences as the research design adopted for this study is cross-sectional in nature.Practical implicationsIn order to promote OCBs among bank employees, the formation of negative workplace attitudes such as OCyn and WA needs to be regulated. This can be achieved through improving communications network, encouraging participative decision-making activities, conducting psychological counseling and stress management training sessions.Originality/valueThis study is one of the scarce empirical research works that have substantiated the direct impact along with the indirect impact of OCyn (through work alienation) on OCB among bank employees.

Breaking the psychological contract of travel agency employees during the COVID-19 pandemic: The moderating role of mindfulness

This study investigates the influence of psychological contract breach (PCB) on work-related attitudes and behaviors (i.e., organizational cynicism, workplace incivility and work alienation) and employees’ emotional exhaustion. It also examines the direct association between these attitudes and behaviors and emotional exhaustion as well as investigating how mindfulness moderates these associations. Based on a quantitative approach, data were collected from 437 employees of Egyptian travel agencies. The PLS-SEM analysis revealed that PCB positively affects employees’ emotional exhaustion and job-related attitudes as well as behaviors, which consequently impact their emotional exhaustion. The findings indicated that the effect of organizational cynicism, workplace incivility, and work alienation on emotional exhaustion is weaker with higher levels of mindfulness and greater with lower levels of mindfulness. Besides its theoretical contributions, this paper presents substantial practical insights and managerial implications for managers of travel agencies regarding the outcomes of PCB. Limitations and future research are also given.

Job security as perceived by staff nurses and its Relation to their work alienation

Job security as perceived by staff nurses and its Relation to their work alienation

Individual and situational factors predicting employment status among revoked community-released offenders.

Finding and maintaining employment postrelease is an important component in reducing recidivism and promoting successful reintegration for returning citizens. The primary purpose of the current study was to identify and gain a clearer understanding of both internal/individual (i.e., attitudes toward work, criminogenic thinking, antisocial associates, general mental health) and external/situational factors (i.e., reliable transportation, possession of identification, Internet access, type of residence) affecting employment status using a sample of 75 higher-risk community-supervised offenders (employed: n = 33; unemployed: n = 42). Unemployed offenders endorsed higher reactive criminal thinking (indicative of impulsivity) than those who were employed; no other differences in criminogenic thinking or association with antisocial others were found. Perceptions of work volition were significantly different across groups; however, feelings of work alienation were not. Further, significantly more unemployed offenders self-reported having a mental health diagnosis (other than a substance use disorder) and endorsed statistically and clinically significantly higher levels of psychological distress as compared to employed offenders. Regarding situational factors, although no statistically significant differences were found between the unemployed and employed groups, those who were employed were twice as likely to have access to the Internet. Based on these findings, it is recommended that correctional vocational programs incorporate psychological and cognitive interventions, not simply focus on skills training and logistical considerations. Future directions for research are discussed, including the need to monitor job success over time. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The Impact of Compensation in Reducing the Feeling of Work Alienation of Administrators Working in Government Hospitals in Irbid Governorate

This study aimed to identify the effect of compensation in reducing the feeling of work alienation among administrators working in government hospitals in the governorate of Irbid. The researcher used the descriptive analytical approach to deal with the data describing the researched community and the questionnaire in collecting data related to the study variables and analyzing them by the Statistical Package for Social Sciences program. (SPSS). The questionnaires were distributed over the sample using the comprehensive survey method, where the sample consisted of (164) administrators. The study found a statistically significant effect of financial compensation in its dimensions (direct and indirect) combined on work alienation in its dimensions (isolation, disability, non-normality, and self-estrangement). The study recommended the necessity of achieving justice in accordance with the principles and standards when distributing financial compensation, as well as recommending self-development courses.

The Impact of Compensation in Reducing the Feeling of Work Alienation of Administrators Working in Government Hospitals in Irbid Governorate

The Impact of Compensation in Reducing the Feeling of Work Alienation of Administrators Working in Government Hospitals in Irbid Governorate

Relationship Between Professional Quality of Life and Work Alienation Among Healthcare Professionals.

AimThis study aimed to determine the levels of professional quality of life and work alienation of healthcare professionals.MethodsThis study is descriptive and cross-sectional. A total of 1523 healthcare professionals from 13 cities across Turkey participated in the research. The data were collected in June 2019 using the Professional Quality of Life scale and the Work Alienation scale. Descriptive, correlational, and parametric comparative analyses were used to analyze data.ResultsThe mean professional quality of life score of healthcare professionals was 2.23 ± .61, and the subscale with the highest score was Compassion Satisfaction (M = 3.44 ± 1.29). The mean score for work alienation in healthcare professionals was 2.84 ± .29, and the subscale with the highest score was Powerlessness (M = 2.94 ± .50). A negative, very weak and significant relationship (r = −.073; p < .05) was determined between the scores obtained from the two scales. The total professional quality of life score of healthcare professionals significantly differed according to gender, profession, and unit. The total work alienation score of healthcare professionals significantly differed depending on the age groups, marital status, education level, position, professional experience, weekly working hours, working overtime, and working shift (p < .01; p < .001). ConclusionIt was determined that the professional quality of life and work alienation levels of the healthcare professionals were slightly below the average and there was a very weak and negative relationship between them. Managers can improve the professional quality of life by implementing intervention programs in their work environment and decrease work alienation by assigning them to positions suitable to their values and beliefs.

Inter-Professional Collaboration and Occupational Well-Being of Physicians Who Work in Adverse Working Conditions.

Inter-professional collaboration, empathy and lifelong learning, components of medical professionalism, have been associated with occupational well-being in physicians. However, it is not clear whether this role persists in adverse working conditions. This study was performed to assess whether this is the case. These three abilities, and the self-perception of somatization, exhaustion and work alienation, were measured in a sample of 60 physicians working in a hospital declared to be in an institutional emergency. A multiple regression model explained 40% of the variability of exhaustion, with a large effect size (Cohen’s-f2 = 0.64), based on a linear relationship with teamwork (p = 0.01), and more dedication to academic (p < 0.001) and management activities (p < 0.003). Neither somatization nor alienation were predicted by empathy or lifelong learning abilities. Somatization, exhaustion, or alienation scores either explained empathy, inter-professional collaboration or lifelong learning scores. These findings indicate that, in adverse working environments, physicians with a greater sense of inter-professional collaboration or performing multi-task activities are more exposed to suffering exhaustion.

Predictors of work alienation: differences between hierarchical levels

PurposeThe current study is aimed at analyzing whether and how organizational constraints (i.e. lack of autonomy) and individual characteristics (i.e. psychological capital) are related to work alienation in subordinates and supervisors, and whether the often hypothesized relationship between autonomy and work alienation is moderated in a three-way interaction (autonomy × psychological capital × hierarchical level). The hypotheses are developed by drawing on the tenets of the job demands-resources model.Design/methodology/approachThe study is based on two-wave survey data from 294 Dutch employees (subordinates and supervisors).FindingsThe paper finds that autonomy is more negatively related to work alienation for subordinates with low psychological capital than for subordinates with high psychological capital. Autonomy is negatively related to work alienation for leaders, independent of their level of psychological capital.Originality/valueAntecedents of work alienation have received substantial attention from researchers. The authors aim to better understand these antecedents by highlighting differences between supervisors and subordinates.

ROLE STRESSORS AND ALIENATION FROM WORK DURING COVID-19 SETTING

Summary: This study explores the interrelationships between work alienation and the role stressor dimensions of ambiguity and conflict. Diagnostics of role stressors in the workplace /Radoslavova, M. 2005/ and Assessment of alienation from work /Velichkov, A. 2005/. The data were collected with an online questionnaire, entered with Google Forms and processed with SPSS-21 using: descriptive statistics, and correlation analysis. The results are compared with similar previous studies conducted in Bulgaria and abroad. Respondents were 75 individuals, 72% of them were doctors working in a government hospital in a regional city. The results of the study showed that role ambiguity is a major workplace stressor in coping with the Covid-19 pandemic. Alienation from work is very high, which is also a significant antecedent for developing Burnout Syndrome.&#x0D;

PENGARUH WORKPLACE LONELINESS TERHADAP KINERJA YANG DIMEDIASI OLEH WORK ALIENATION PADA PERAWAT RSUD CUT NYAK DHIEN MEULABOH

This study aims to measure the effect of Workplace Loneliness toward Employee Performance mediated by Work Alienation on nurses of RSUD Cut Nyak Dhien Meulaboh.. The sample used in this study were nurses of RSUD Cut Nyak Dhien Meulaboh amounted for 1 69 respondents. The data equipment used in this study was a questionnaire. The sampling technique used is Probability Sampling. Hierarchical Linear Modeling (HLM) is used as the method of analysis to examine the effect of all the variables involved. Based on the results of the HLM analysis, it indicates that Workplace Loneliness has a positive effect on Performance and Work Alienatio n. Work Alienation has a positive effect on Performance and mediated the relationship between Workplace Loneliness and Performance.

Influence of Communication Satisfaction and CSR Association on Job Satisfaction &amp; Work Alienation

The Covid-19 pandemic has restricted mobility and made remote working a norm. Many scholars and practitioners have raised concerns that remote working can lead to feelings of isolation and alienation among employees. The study explores this issue by examining the influence of remote communication satisfaction and the organization’s CSR association on employee alienation and job satisfaction. Sensemaking theory serves as the basis for hypotheses formulation in this study. Primary data has been collected from 418 employees working in various Indian organizations and analyzed through AMOS and Hayes’ PROCESS macro for SPSS. Results indicate that remote communication satisfaction negatively influences work alienation, thereby improves employee satisfaction. Also, organizations that are perceived to have higher CSR association experience lesser work alienation than those who have a lower CSR association.This study extends the sensemaking theory by introducing new work-related (internal communication) and non-work-related (CSR associations) cues and explains how employees use them to ‘make sense’ of the organization’s philosophy and continuity. Secondly, this study is a pioneer in exploring the relationship between communication satisfaction and work alienation. The results of this study translate into two significant recommendations for organizations. One, organizations should adopt a proactive communication strategy and provide work-related information to employees expeditiously. Two, since the organization’s CSR involvement and its regular communication to employees bolsters their job satisfaction and reduces the development of negative attitudes (like alienation), organizations must ennunciate their position on CSR issues on a regular basis.

Transformational Leadership and Work Alienation: Evidence from School Leaders

This study builds on and contributes to work in developing effective leadership in times of crisis. Although studies in leadership have examined organizational leadership during crises, few have explored how transformational leadership is effective for organizational changes and crisis-management. To address this issue, we propose two relational resources, namely employee trust and relational coordination, as mediators between transformational leadership and positive outcomes during a crisis. Using data from a unique sample of 634 leaders from Irish primary schools as they navigated through the COVID-19 crisis, this study analyses school principals’ leadership on organizational performance and their work alienation via the relational resources. Structural equation modelling is employed to test hypotheses developed in this study. Mixed findings emerged concerning the mediating process of relational resources for the impact of transformational leadership on organizational performance and leaders’ work-alienation. Implications are discussed.

Psychosocial factors, work stress and its relationship with labor alienation in organizations

Changes in work rhythms in these times have led to the emergence of different behaviors in the collaborators of organizations, severely affecting their social, physical, mental and emotional health. The purpose of this research has to characterize work alienation in organizations as highly interrelated psychosocial risk factors and work stress as a consequence of the dynamism of the environment in which current organizations find themselves. Its main objective is to determine the relationship between work alienation, Psy-cosocial Factors at Work and Work Stress in employees of a business integration company. The methodology is the construction of the research is descriptive in the research process, observing the behavior of these variables in their natural context; by selecting and reviewing different documentary sources. The results obtained are summarized in observations made on the theoretical and practical interrelation that is deduced between these constructs. Main aspects of work alienation are presented, psychosocial factors and work stress issues are addressed, what it is and how they originate, and how to reduce them. Finally, a proposal is presented as a means for counteracting these effects among the collaborators of an organization.