The impact of work alienation on organizational citizenship behavior in the Canary Islands

Abstract

PurposeThe purpose of this research is to examine work alienation (WA) as a mediator in the relationship between employees' perceptions of person‐organization (PO) fit – operationalized as value congruence – and organizational citizenship behavior (OCB) directed at their organization (OCBO), co‐workers (OCBIC), and students or clients (OCBIS).Design/methodology/approachData were collected from 99 of the 156 (63.5 percent) teachers at a district high school in Spain. Structural equation modeling (SEM) was used to test the predicted relationships.FindingsResults support that PO fit is an antecedent of OCBO, OCBIC, and OCBIS and also, in general, that the three dimensions of WA (powerlessness, meaninglessness, and self‐estrangement) mediate this link. Separately, all WA dimensions are totally or partially supported as “full mediators,” except for powerlessness and meaninglessness that appear to act on OCBIS as “partial mediators.” The model tested suggests PO fit predicts OCB and that this relationship can be explained by the mediating role of WA.Research limitations/implicationsSubjects in this study reflect job conditions peculiar to the public sector. This may limit the ability to extrapolate the findings to the private sector. Also, results may not generalize to other cultural or national contexts. The findings contribute to an improved understanding of the influence of PO value fit/misfit on OCB.Practical implicationsUnderstanding how PO fit is able to affect citizenship behavior suggests that actions designed to promote PO fit may be useful for more efficiently managing employee WA, and, therefore, more powerfully eliciting OCB in the workplace.Originality/valueEmployee work alienation is demonstrated to be a mediator in the relationship between PO fit and OCB. This is the first empirical test of this relationship.

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

“…Anlamsızlık kişinin işini önemsiz ve değersiz bulması ile ilgilidir (Suarez Mendoza & Zoghbi-Manrique-de-Lara, 2008). Psikoloji ve sosyoloji bilimlerine göre anlamsızlık, bireyin kendisine öğretilen doğrularla ilişkisinin kopması, neye inanacağı konusunda çıkmaza girmesidir (Uysaler, 2010).…”

“…Meaninglessness relates to individual's estimation of work as valueless and unimportant (Suarez Mendoza & Zoghbi-Manrique-de-Lara, 2008). According to psychology and sociology, meaninglessness is the disconnection of an individual with what is taught as right, and feeling of uncertainty in what to believe (Uysaler, 2010).…”

Determinants of Constructive Deviance: The Mediator Role of Psychological Ownership

“…To clarify this confusion, Pierce and colleagues (2001) In social sciences many studies are explained in light of the Blau"s (1964) social exchange theory (Suá rez-Mendoza & Zoghbi- Manrique-de-Lara, 2008). In this respect, because of this theory"s interactional nature we can say that people have some positive and negative perceptions and these perceptions link some positive behaviors through some positive attitudes (Greenberg & Scott, 1996;Konovsky & Pugh, 1994).…”

“…job satisfaction, organizational performance, organizational commitment, and organizational citizenship behavior) (e.g. Elç i et al, 2008;Liu et al, 2010;O'Reilly et al, 1991;Bretz & Judge, 1994;Suá rez-Mendoza & Zoghbi-Manrique-de-Lara, 2008). However, there are also studies, which relate to the undesirable effects of poor level of P-O fit such as; turnover intention, alienation, dissatisfaction, and counter productive workplace www.ccsenet.org/ibr…”

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

“…Work alienation refers to one's incapacity of self-expression at work (Suá rez-Mendoza & Zoghbi- Manrique-de-Lara, 2008). An alienated employee refers to an individual who feels disengaged from work and uninvolved in his or her role at work (Sulu, Ceylan, & Kaynak, 2010).…”