An Exploration of Factors Affecting Work Anomia

Abstract

anomie, anomia, business ethics, ethical behaviour,

Organisation Restructuring: The Influence of Interpersonal Conflict, Anomie, and Trust in Management on Counterproductive Work Behaviour

“…Being anomic, an employee tends to engage with behavior in relation to work instead of non-work context (Tsahuridu, 2011). Such engagement may influence employees" ethical behavior at work (Martin et al, 2009) where they tend to seek an alternative immoral means to achieve the unsuccessful prescribed objectives.…”

Anomia and Displacement of Responsibility as Determinants of Tourist Company Managers’ Non-Involvement in Alleviating Poverty

“…Anomia, a human social and individual characteristic, has been used to understand people's behavior and, more recently, to explore and understand moral behavior at work [31]. Emile Durkheim [32,33] developed the concept of anomia to describe a social situation involving a lack of norms, a lack of solidarity, and a dysregulation of the social structure, as well as a generalized lack of integration between people and groups (see also [34]).…”

“…Unlike Srole [36], who perceives anomia as the dependent variable and the social conditions as the independent variable [37], Tsahuridu [31] views anomia as the consequence of the person's social conditions, personality, or the interaction between the two. Thus, this author perceives anomia as the individual's problematic socialization, rather than as an element induced by society.…”

“…Thus, some voices state that what it really measures is some mixture of powerlessness and other forms of job alienation, instead of anomia (e.g., [47,48]). By contrast, other researchers support its validity, claiming, for example, that the scale satisfies the criterion of one-dimensionality in a latent structure analysis [31,49,50]. In spite of this debate, research on the concept, at both the psychological and sociological levels, has increased in recent years.…”

A influência da anomia e do comprometimento organizacional sobre a intenção de rotatividade em organizações

“…Essa imprevisibilidade é negativa, tendo em vista que o funcionário precisa sentir-se ajustado ao contexto da mesma, ou seja, o indivíduo precisa estar de acordo com os valores, a cultura e os objetivos organizacionais. Por ocasião desta realidade, caso isto não aconteça, os funcionários perdem a consciência moral, ou seja, já não sabem o que podem ou não fazer, perdem a autorregulação (Tsahuridu, 2006;2011).…”