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The effects of personal alienation on organizational identification: A quality-of-work-life model

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Abstract

It was hypothesized that personal alienation has a negative impact on organizational identification. The negative relationship between alienation and organizational identification was explained through a set of mediating variables involving need deprivation, job satisfaction, and job involvement. More specifically, it was hypothesized that alienation increases need deprivation, which in turn decreases job satisfaction, which in turn decreases job involvement, which ultimately decreases organizational identification. A study was conducted involving 219 service deliverers to the elderly. Self-report measures were administered. The data was subjected to a path analysis. The results provided moderate support for the quality-of-work-life model. Management implications are discussed.

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Authors and Affiliations

  1. Department of Business Management and Administrative Services, University of Houston-Downtown, 77002, Houston, TX

    David Efraty Ph.D.

  2. Virginia Tech, USA

    M. Joseph Sirgy

  3. James Madison University, USA

    C. B. Claiborne

Authors
  1. David Efraty Ph.D.
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  2. M. Joseph Sirgy
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  3. C. B. Claiborne
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The authors would like to express their gratitude for the constructive comments made by the anonymous review of this journal.

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Efraty, D., Sirgy, M.J. & Claiborne, C.B. The effects of personal alienation on organizational identification: A quality-of-work-life model. J Bus Psychol 6, 57–78 (1991). https://doi.org/10.1007/BF01013685

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