A managerial and personal control model: predictions of work alienation and organizational commitment in Hungary

Banai, Moshe; Reisel, William D.; Probst, Tahira M.

doi:10.1016/j.intman.2004.05.002

Cited by 82 publications

(66 citation statements)

References 41 publications

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“…Alienation decreases the motivation of workers, psychologically separates them from work and acts to reduce work involvement. Alienated workers are inability to satisfy their salient needs and expectations from work (Banai, Reisel, & Probst, 2004). One of the three indicators of alienation is lack of commitment to organizational goals.…”

Section: Work Alienation As a Mediatormentioning

confidence: 99%

“…Research on work alienation has also focused on its nature and predicting the antedecents and consequences of it such as isolation in organizations, organizational leadership, organizational citizenship behavior, organizational commitment, drinking behavior, and satisfaction (Miller, 1975;Sarros et al, 2002;Banai & Reisel, 2007;Mendoza & Lara, 2007;Banai, Reisel, & Probst, 2004;Yang, Yang, & Kawachi, 2001;Bacharach & Aiken, 1979).…”

Section: Introductionmentioning

confidence: 99%

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Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals

Sulu¹,

Ceylan²,

Kaynak³

2010

IJBM

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Organizational justice is an important predictor of several job attitudes and behaviors such as trust, turnover intention, job satisfaction, job stress, organizational commitment, sabotage in workplace. This study examines the relationship between two dimensions of organizational injustice and organizational commitment, and whether work alienation has mediating effects in this relationship. It was hypothesized that distributive and procedural injustice would cause organizational commitment, and dimensions of work alienation would serve as mediators in this relationship. These relationships were tested in a sample of 383 healthcare professionals (nurses and physicians) from public and private hospitals in Istanbul. The results revealed that both distributive injustice and procedural injustice were associated with organizational commitment, and each of the work alienation dimensions partially mediated this relationship. The theoretical and practical implications of this results were discussed below.

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Section: Work Alienation As a Mediatormentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals

Sulu¹,

Ceylan²,

Kaynak³

2010

IJBM

View full text Add to dashboard Cite

show abstract

“…Organizational commitment is still important for managers, scientific researchers, and contemporary institutions (Banai et al, 2004;Morrow, 2011;Neininger et al, 2010). There are two approaches in the literature towards a definition of organizational commitment.…”

Section: Introductionmentioning

confidence: 99%

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

Kaynak¹,

Toklu²,

Elçi³

et al. 2016

IJBM

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Recent occupational accidents urged enterprises to put more importance on occupational health and safety practices. The pressure by both the public authority and the business and social milieu has played an important role in it. The present study investigated occupational health and safety (OHS) practices in five dimensions, i.e. safety procedures and risk management, safety and health rules, first aid support and training, occupational accident prevention, and organizational safety support. A survey form was developed in order to investigate the effect of OHS practices on work alienation, organizational commitment, and job performance as a throughput of such practices. The data set obtained from private sector enterprises was analyzed by structural equation modeling using least squares method. The findings of the analysis suggested that such OHS practices as safety procedures and risk management, safety and health rules, first aid support and training, and organizational safety support had a positive effect on organizational commitment. Moreover, it was seen that safety and health rules and organizational safety support decreased alienation, where first aid support and training played a role in increasing work alienation. Finally, safety procedures and risk management, safety and health rules, and organizational safety support had indirect effects on job performance of the employees.

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“…Whether people's needs are met all levels or not at, as well as satisfaction will affect the strength of the motivation of employees, which in turn will affect employee engagement at work, it will eventually be realized as the level of employee job performance. Work alienation was define as a "state of psychological separation from work insofar as work is perceived to lack the potentiality for satisfying one's salient needs and expectations" [5], it indicates the decline of work motivation.…”

Section: The Relationship Of Leadership Taskmentioning

confidence: 99%

“…In this case, the employees focus more on the job, as well as their psychological feelings about the factors associated with work. There will be work alienation when factors about the work can't meet the expectations of employees [5], that is, the employees may feel to work out of control, and can't find the meaning of work, then their work motivation may decline as well, which will lead to work engagement reduced and other negative attitudes and behaviors. Study shows that work alienation is becoming a common phenomenon increasingly [6].…”

mentioning

confidence: 99%

The Effect of Leadership Task Behavior and Relational Behavior on Job Performance: Investigating the Moderating Role of Work Alienation

Guo¹,

Dai²,

Yang³

2016

JSSM

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When the new career, the feature of which was boundaryless career attitudes, organizational mobility preference, self-directed and values-drive had appeared in employees, the new subject of the current academic and organizational practices faced was what actions the leader should take to guide the behavior of employees effectively, even to improve job performance. On the basis of reviewing the existing literature, a theoretical framework of leadership task behavior and relational behavior, work alienation and job performance had been proposed in this study by using leadership behavior theory. Questionnaire data were collected from employees by paired data and analysis data using SPSS17.0 LISREL8.7. Regression analyses revealed insignificant relationships between the leadership task behavior, relational behavior, and job performance, and work alienation partially mediated this relationship. This study not only enriches the theory of leadership behavior, but also has a guide and reference for the leadership and management practices of enterprises.

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A managerial and personal control model: predictions of work alienation and organizational commitment in Hungary

Cited by 82 publications

References 41 publications

Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals

Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals

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

The Effect of Leadership Task Behavior and Relational Behavior on Job Performance: Investigating the Moderating Role of Work Alienation

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