An exploration of factors predicting work alienation of knowledge workers

Abstract

PurposeThere is limited research on the work alienation of knowledge workers in management studies. This paper seeks to address this gap by exploring the extent and reasons for the alienation of knowledge workers.Design/methodology/approachIn the absence of a comprehensive framework for understanding the work alienation of knowledge workers, various factors such as structural elements of centralization and formalization, work characteristics of autonomy, variety, creativity, meaningfulness and self‐expressiveness, quality of work relationships and justice perceptions were examined as predictors of work alienation. Survey data were collected from six different organizations in the information technology sector (n=1,142) in India.FindingsAround 20 percent of the sample was found to be alienated from work. The strongest predictors of work alienation for knowledge workers were found to be lack of meaningful work, inability of work to allow for self‐expression, and poor quality work relationships.Research limitations/implicationsOrganizations employing knowledge workers cannot risk alienating them. The study indicates that one in every five knowledge workers is likely to be alienated. For organizations and practitioners this is a wake up call, pointing to the urgent need to try and understand the factors that are likely to cause alienation among knowledge workers and take adequate preventive steps to ensure an enthused workforce.Originality/valueResearch on alienation in present times has been somewhat limited. This is the first research of its kind across knowledge workers in the information technology industry that attempts to capture their work alienation and factors predicting it.

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

“…Work alienation scale was adapted from the article of Nair and Vohra (2010). Organizational commitment was adapted from the articles of Babin and Boles (1998), Hartline and Ferrell (1996), and Netemeyer et al (1997).…”

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

“…It is a concept that has been studied for a long time (Nair & Vohra, 2010). Fromm (1955) and Seeman (1959) provided great insights to the concept of alienation, which have driven researchers to analyze this concept from the perspectives of different disciplines including sociology (e.g., Blauner, 1964), social psychology (e.g., Maadi, Kobasa, & Hoover, 1979) and organizational science (e.g., Podsakoff, Williams, & Todor, 1986).…”

“…The literature contains several studies conducted concerning which factors and outcomes are associated with work alienation, including job characteristics and leadership styles, inadequate decision-making, restricted autonomy, job involvement, organizational commitment, organizational justice and perceived structure of the organization (DiPietro & Pizam, 2008;Banai & Reisel, 2007;Ceylan & Sulu, 2011;Kanten & Ülker, 2014;Sulu et al, 2010;Nair & Vohra, 2010). Besides, work alienation may affect employee attitudes and behaviors.…”

Algılanan Örgütsel Adaletin Öğretmenlerin İşe Yabancılaşma Düzeylerine Etkisi

“…Bununla birlikte, örgütsel adaletin çeşitli demografik değişkenler açısından da incelendiği görülmektedir (Aydın ve KaramanKepenekçi, 2008;Titrek, 2009b;Taşdan, Oğuz ve Ertan-Kantos, 2006;Tan, 2006;Yılmaz, 2010). Araştırmalar incelendiğinde, örgütsel adalet ile işe yabancılaşma arasındaki ilişkinin işletme örgütlerinde çalışıldığı görülmektedir (Ceylan ve Sulu, 2011;Nair ve Vohra, 2010;Sookoo, 2014). Bununla birlikte, eğitimde önemli bir yere sahip olan işe yabancılaşma sorunun örgütsel adalet bağlamında incelenmediği görülmektedir.…”