Edited By Yasin Cakirel
The volume provides a collection of research papers in the area of management and organization on a wide range of topics including job alienation, whistleblowing, responsible leadership, cyberloafing, job crafting, organizational trust and career satisfaction.
Work alienation is a fact that work-related issues are meaningless due to organizational and environmental conditions and the employee feels ineffective and powerless, abstains himself from his workplace and colleagues and develops negative attitudes towards work (Seeman, 1959).
Work alienation reflects the individual’s sense of frustration regarding the position in the workplace. It shows that the professional development goals and career expectations of the employee and the goals and expectations of the organization do not match (Hoy, Blazovsky & Newland, 1983). Work alienation comes from many reasons such as the individual characteristics of the employee, role-related stressors, leadership styles, characteristics of the work, and the content of the work. It is a negative emotion that occurs as a result of workplace events and behaviors that the employee perceives as negative. The sense of work alienation affects the positive and negative behaviors, health and performance-based outcomes of employees (Chiaburu, Thundiyil & Wang, 2014). In this part of the book, the concepts of alienation and work alienation, their development, dimensions, antecedents and the outputs of work alienation are discussed in depth.
2 Concept of Alienation
The English term “alienation” comes from the Latin word “alienatio”. The word “alienatio” is derived from the Latin verb “alienare,” which means to estrange or become estranged. The meaning of the word “alienation,” which comes from these Latin origins, is “causing separation” (Kanungo, 1982, p. 9). The concept is that an individual intensely abstains...
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