The Relationship between Social Climate and Loneliness in the Workplace and Effects on Employee Well-Being

Erdil, Oya; Ertosun, Öznur Gülen

doi:10.1016/j.sbspro.2011.09.091

Cited by 75 publications

(70 citation statements)

References 34 publications

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“…Among these, Demir (1989) conducted the reliability and validity study of UCLA loneliness scale; Yılmaz (2008) examined life satisfaction and organizational commitment; Doğan, Çetin and Sungur (2009) provided the Turkish form of the scale for loneliness at work and Erdil and Ertosun (2011) investigated the link between organizational commitment and loneliness at work.…”

Section: Lonelinessmentioning

confidence: 99%

“…The study by Erdil and Ertosun (2011) suggests that loneliness at work has an adverse effect on employee's social and professional life. Their findings demonstrated that employees feel less loneliness when the organization creates a social climate for establishing positive relationships, and they concluded that the role of social climate in loneliness at work is fundamental and determinative.…”

Section: Lonelinessmentioning

confidence: 99%

See 1 more Smart Citation

Impact of Turnover Intention on Loneliness and the Mediating Effect of Work Alienation

Gözükara

Mercanlı

Çapuk

et al. 2017

BMS

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High levels of labor turnover are considered signals of poor management for organizations. The departure of qualified employees may result in great losses in organizational terms. This research aimed to examine the relationships between turnover intention, work alienation, and loneliness. Research data were collected using surveys from 440 aviation company employees, and convenience sampling was used for participant selection. The survey included UCLA Loneliness Scale, Work Alienation Scale, and Turnover Intention Scale. The research revealed that turnover intention had an effect on loneliness and this effect of turnover intention on loneliness was fully mediated by work alienation. Accordingly, work alienation fully mediates the relationship between turnover intention and loneliness. The analyses indicate that organizations, especially in the aviation industry, should pay attention to psychological factors such as loneliness and work alienation that drive qualified employees to quit their jobs. This research contributed to the relevant literature by pointing out organizational behavior concepts that may lead to unexpected labor loss and thereby inefficiency.

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Section: Lonelinessmentioning

confidence: 99%

Section: Lonelinessmentioning

confidence: 99%

Impact of Turnover Intention on Loneliness and the Mediating Effect of Work Alienation

Gözükara

Mercanlı

Çapuk

et al. 2017

BMS

View full text Add to dashboard Cite

show abstract

“…In addition to this, authors highlighted that synergy among employees will increase willingness to learn and creativity, and a result of this, productivity is another important and related component. Summarizing the authors' findings, positive social relationships should be supported by managers, by the help of positive work life experience for both employees and organizations, much positive outputs can be gained (Erdil and Ertosun, 2011). The theoretical proposition of Pernot and Roodhooft (2008) was that the organizational cultural resemblance of suppliers is positively associated with the speed at which the management control system changes in case of changing circumstances.…”

Section: Literature Reviewmentioning

confidence: 86%

Organizational culture assessment – A case study of Hungary and Austria

Dunay¹,

Nagy²,

Illés³

2017

Management and Organization: Concepts, Tools and Applications

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SummaryIn this study, we compared the organizational culture of two companies of similar size, which are both working in the chemical equipment manufacturing market. The comparison is based on interviews of the corporate executives and the analysis of the data gathered by questionnaire of Competing Values Model. Based on these data we observed that the Hungarian company's organizational culture shows duality, because at the manufacturing departments of the company a dominantly hierarchical organizational culture may be found, while among white-collar workers the market structure is typical. The organizational culture of the Austrian company is uniformly hierarchical in the entire organization. Both company's organizational culture is significantly different when compared to those structures which are described in the literature sources characterizing the two countries. We clearly found the different effects of the Austrian and Hungarian national cultures in the organizations, however, the effects and influence of the strict and uniform EU regulations of the investigated industrial sector were represented even more strongly. These regulations seem to drive the two company's organizational culture in the same direction.

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“…Current government policies encourage workers to stay in paid employment rather than depending on the aged pension; such policies make it essential for researchers to discover the determinants of work satisfaction and well‐being in the older workforce. Worker loneliness has so far been inadequately recognised as an important factor , but there is evidence of its association with poorer performance as well as poorer mental and physical health .…”

Section: Discussionmentioning

confidence: 99%