Identifying the Dimensions and Components of Alienation in the Isfahan University of Medical Sciences

The alienation has a great negative effect on the decline of performance of people. Therefore, the current research was conducted with the aim of identifying the dimensions and components of alienation in the Isfahan University of Medical Sciences.

This study in terms of purpose was applied and in terms of implementation method qualitative. The research community was the experts of Isfahan University of Medical Sciences in 2021 year, which according to the theoretical saturation principle 20 people of them were selected as a sample by purposeful and snowball sampling methods. The research tools were included a demographic information form and a semi-structured interview, which the validity of the interviews was confirmed by the triangulation method and the reliability of the extracted codes was obtained by the two-week retest method 0.86. Data were analyzed with open, axial and selective coding methods in MAXQDA software.

Data analysis showed that alienation had 205 indicators, 29 components and 7 dimensions. The dimensions were included extra-organizational alienation (with 5 components of dehumanization at work, cultural and social anomie, impacts and values of industrial society, social alienation and cultural beliefs), organizational alienation (with 13 components of weakness in talent management, weakness of organizational socialization, unprofessional and weak managers, organizational alienation, weakness interpersonal communication in the organization, tension and conflict of organization, weakness rules and regulations, inefficient monitoring and control system, organizational disorganization, organizational culture based on construction, corruption and bribery-seeking, authoritarian management style and powerlessness at work), occupational alienation ( with 4 components of sense of meaninglessness at work, lack of job motivation, ambiguity in roles and duties and job and organizational frustration), individual alienation (with 4 components of inability at work, low self-esteem, psychological disorders and lack of employees ethical orientation), unfavorable behavioral and organizational attitudes (with 1 component), job fatigue (with 1 component) and dislike and hatred of work (with 1 component).

The identified dimensions and components for alienation can have many practical implications for organizational specialists and planners, and they based on the identified dimensions and components can design and implement programs to reduce employees' alienation.