Background. !e economic and social consequences of the COVID-19 pandemic pose a threat to psychological well-being in di"erent spheres of life. In accordance with Self-Determination !eory, it is assumed that working conditions during a pandemic frustrate the psychological needs of people in the workplace, thereby increasing their alienation. Objective. To study the in#uence of working conditions on work alienation among employees during the COVID-19 pandemic. As factors of working conditions, we studied workplace distancing (isolation), temporary #exibility of work, the use of information and communication technologies (ICT), and job insecurity. Design. !e study had a correlation design, used a survey, and consisted of two parts. !e $rst part studied a sample of 62 university professors for dynamics of work alienation at three periods of time. !e second part studied 104 subjects for the e"ect of workplace distancing (isolation), temporary #exibility, ICT, and job insecurity on work alienation. Results. In the $rst part of the study, it was found that work alienation increased during the pandemic. !e second part showed that workplace distancing, temporary #exibility of work, ICTs, and job insecurity are signi$cant predictors of work alienation among university professors. Conclusion. Changes in working conditions during a pandemic have negative consequences for employees in the form of alienation from work. !is $nding can have practical application in recommendations for organizations planning structural changes or transfer of employees to telecommuting.
Using the questionnaire method on a sample of 92 Russian-speaking employees of the “person-person” professions type, the relationship of work alienation with personal characteristics was investigated. It was found that work alienation has associations with some personality traits. Also, the satisfaction of basic psychological needs at work is a significant predictor of work alienation. The study proved that work alienation is a relatively flexible construct for changes in the workplace that relate to autonomy, competence, and social relations. The results of the research can be used as an empirical justification of the model of the phenomenon as well as in the development of a differentiated approach to the prevention and intervention of work alienation, depending on the personality characteristics of employees.
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.
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