جستجوی مقالات مرتبط با کلیدواژه « Job alienation » در نشریات گروه « مدیریت »

Perceived Overqualification is a common experience in the workplace; However, it has received less attention from domestic researchers. Identifying the variables associated with this structure is essential to our understanding of how it affects job outcomes. Based on the theory of person-job fit, the purpose of this research was to investigate the effect of Perceived Overqualification on Counterproductive Work Behaviors by considering the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion. This research is an applied one in terms of purpose and the method of data is descriptive-survey. The statistical population of this study was the employees of the Gas Company of West Azerbaijan Province. Based on simple random sampling method, 225 people were selected for the sample. The main tool for data collection was a questionnaire. Data analysis and testing of research hypotheses were performed using structural equation modeling. The results showed that employees’ perception of their Perceived Overqualification leads to their counterproductive work behaviors; In addition, the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion in this relationship was confirmed.

Given that the sense of alienation from work today constitutes a major obstacle to the dynamics of individuals and consequently the organization and the whole society, much research has been done in this connection. According to this, The Aim of this study is doing the  meta-analysis of researches about the related factors of job alienation.

The method of this study is meta-analysis and And it has been done through surveys using survey method and questionnaire tools in different dimensions. Its statistical population was the researches (articles and dissertations) which had been carried out between 2000 and 2017 , about job alienation. Ultimately, 20 researches were selected. According to this 20 researches, there were 6 variables which have recognised and assessed.Research

Among these 6 variables, two had relatively high effect size, organizational culture and job satisfaction, -0.53 and -0.50 respectively. Wherease the organizational commitment and job characteristics variables have, effect-size-wise, evaluated as intermediate stage, -0.36 and -0.33 respectively. The two residue variables, Eventually, were organizational justice and carrier life quality, which have a poor stage in effect size, -0.24 and -0.21 respectively.

Limitations and Consequences :

Of the studies reviewed in the first phase, only one qualitative study addressed the issue of job alienation. This undermines the depth of the research's findings. There was also no theoretical consensus among researchers on measuring job alienation. This made it difficult for the researcher to combine the results.

Practical Consequences:

Most of the studies were conducted among administrative staff, which, due to the interference of other variables, calls into question the generalization of the summarized results to other employees.

Article value:

The article adds to the understanding of the different effects of different organizational variables on job alienation.

In recent year, due to the negative effect of counterproductive behaviors on workplace, organizational researchers have become more interested in study and solution finding to correct these behaviors. In addition, organizations with a new approach namely coaching are looking for modify these behaviors. Although the theoretical issues discussed in the area of organizational coaching, yet the survey that examined the effect of organizational coaching on correct workplace counterproductive behaviors have not observed.The purpose of this study was to investigate the effect of organizational coaching on workplace counterproductive behaviors with the mediating role of positive organizational climate. The Statistical population consisted of petrochemical companies of mahshahr special economic zone employees. With applying random Stratified Sampling method, 253 persons were taken into account. After reviewing the data and analyzing them, results showed that organizational coaching has a significant positive effect on positive organizational climate. Also, the organizational climate at the workplace counterproductive behaviors (workplace bullying and job alienation) has a significant negative impact. Also positive organizational climate is mediating in the relation between organizational coaching and counterproductive behaviors (workplace bullying and job alienation) in the workplace.

Today, the management and development of enterprises, is knowledge of the aims; They know that using their knowledge continuity in the management of human resources better and more effective aid and assistance And thus may be more effective to reduce and mitigate the destructive effects of the human resources to deal with the buckle. This study was the development impact of the reduction of conflicts and alienation adjustment career at the Ministry of Science and Technology carried out. The population of the research faculty and non-faculty, which are about 312 people; Cochran formula is used to determine the sample size which, combined with a greater number of questionnaires distributed a total of 200 questionnaires were analyzed; The results show that knowledge to reduce alienation and career development of organizational conflict in the ministry of science and technology.

One predicament in present organizations is existence of behaviors such as laziness, aggression, bullying, stubbornness, intimidation, revengefulness that are mentioned as group anti-citizenship behaviors. These behaviors affect both on organization's performance and interpersonal relationships and employees cooperation spirit. The main goal of this research is to identify the impact of job alienation on appearing group anti-citizenship behaviors that can be the guideline for human resource managers for giving posts to people who have the greatest effect on employees. The research is an applied research in terms of purpose and a survey-descriptive research in correlation type in viewpoint of gathering data and it specifically based on structural equations model. The statistical universe of the research included employees of governmental organizations in Ilam City that 384 of them were selected as sample by using Cronbach's formula and classified sampling method. In order to measure the questionnaire's validity, content validity method has been used and the questionnaire was totally confirmed by 10 experts. In order to measure the research reliability, Cronbach's Alpha was calculated by SPSS software as 0.91. Results showed that job alienation has direct, positive and significant impact on appearing anti-citizenship behavior. In addition, studying the impact of job alienation on dimensions of group anti-citizenship behaviors, individually and without communication with each other, specified that job alienation has significant impact on every four dimensions of complaining, stubbornness, time wasting and retreading.

This research was conducted with the aim of studying the structural model of relationships between abusive supervision, role overload, exhaustion and job alienation. For investigating this model, from among male employees of a factory, 168 persons were selected by using simple random sampling method. The instruments which were used in this research consisted of emotional exhaustion questionnaire (Maslach & Jackson, 1981), abusive supervision questionnaire (Tepper, 2000), work overload questionnaire (Rod et al, 2008), and job alienation questionnaire (Korman et al, 1981). The data were analyzed by using structure equation modeling. (SEM) . On the basis of the structural model obtained from multilevel sequential relationships, there is a significant relation between abusive supervision, and work overload, between work overload and emotional exhaustion, and finally between emotional exhaustion and job alienation (P