Organizational injustice and work alienation

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dc.contributor.authorCeylan, Adnan
dc.contributor.authorSeyfettin, Sulu
dc.date.accessioned2016-01-15T06:10:56Z
dc.date.available2016-01-15T06:10:56Z
dc.date.issued2011
dc.description.abstract-translatedOrganizational justice is argued to be related to several work attitudes and behaviors such as job satisfaction, turnover intention, absenteeism, organizational commitment, workplace aggression, job stress, and managerial and organizational trust. A great deal of research also addressed work alienation in different research areas such as organizational leadership, organizational citizenship behavior, organizational commitment, and work experience and drinking behavior. However, any study couldn ’ t be found examined the organizational injustice and work alienation relationship. This paper aims to measure the relationship between perceptions of organizational injustice and work alienation. Four dimensions of organizational injustice were examined: distributive, procedu- ral, interpersonal, and informational injustice. For this study, two dimensions of work alienation namely powerlessness, and social isolation were addressed. Organizational injustice and work alienation relationship was examined among health care professions (doctors and nurses) in Tur- key. Because health care sector has been one of the most important, and rapidly growing industry, and several complaints especially related with pay and working conditions have emerged in recent years among these professionals. It is hyphotesized that organizational injustice will cause work alienation and tested these relationships in a sample of 377 health care professionals from public and private hospitals in Istanbul. The results revealed that each of the organizational injustice di- mensions were associated with work alienation dimensions. Distributive injustice had the weakest relationship with both powerlessness and social isolation. Procedural injustice was the strongest predictor of powerlessness, but the strongest predictor of social isolation was informational injus- tice. The theoretical and practical implications of this results were discussed below.en
dc.format14 s.cs
dc.format.mimetypeapplication/pdf
dc.identifier.citationE+M. Ekonomie a Management = Economics and Management. 2011, č. 2, s. 65-78.cs
dc.identifier.issn1212-3609 (Print)
dc.identifier.issn2336-5604 (Online)
dc.identifier.urihttp://www.ekonomie-management.cz/download/1346064234_3b1a/2011_02_ceylan_sulu.pdf
dc.identifier.urihttp://hdl.handle.net/11025/17392
dc.language.isoenen
dc.publisherTechnická univerzita v Libercics
dc.relation.ispartofseriesE+M. Ekonomie a Management = Economics and Managementcs
dc.rights© Technická univerzita v Libercics
dc.rightsCC BY-NC 4.0cs
dc.rights.accessopenAccessen
dc.subjectdistributivní nespravedlnostcs
dc.subjectinterpersonální nespravedlnostcs
dc.subjectinformační nespravedlnostcs
dc.subjectprocesní nespravedlnostcs
dc.subjectpracovní odcizenícs
dc.subject.translateddistributive injusticeen
dc.subject.translatedinterpersonal injusticeen
dc.subject.translatedinformational injusticeen
dc.subject.translatedprocedural injusticeen
dc.subject.translatedwork alienationen
dc.titleOrganizational injustice and work alienationen
dc.typečlánekcs
dc.typearticleen
dc.type.statusPeer-revieweden
dc.type.versionpublishedVersionen

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