ISSN: 2222-6990
Open access
Work alienation is one of the behavior patterns in which the relationship between the employee and the organization is negative. When the literature is examined in terms of individual values, it is observed that high congruence of the individual values of managers with those of employees in the organization is expected to affect the positive behavioral outputs in the positive direction and negative behavioral outputs in the negative direction. According to the hypothesis of this study, there is a relationship between manager-employee value congruence and work alienation. In this study, the mediating effect of organizational climate was also investigated in the relationship of manager-employee value congruence and work alienation. According to the results obtained, there is a relationship between manager-employee value congruence and alienation to work, and in this relationship, organizational climate is a partially mediating variable.
Arslan, N. T. (2004). "Orgutsel performansi belirleyici bir etmen olarak" orgut kulturu ve iklimi hakkinda bir degerlendirme. Suleyman Demirel Universitesi ?ktisadi ve ?dari Bilimler Fakultesi Dergisi, 9(1). 203 – 228.
Ayaydin, C. I. (2012). ??yerinde psikolojik ?iddetin i? tatmini, i?e yabancila?ma ve i?ten ayrilma niyeti ile ili?kisi. Yayinlanmami? yuksek lisans tezi. Gumu?hane Universitesi Sosyal Bilimler Enstitusu, Gumu?hane.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
Bonjean, C. M., & Grimes, M. D. (1970). Bureaucracy and alienation: A dimensional approach. Social Forces, 48(3), 365-373.
Burmaoglu, S., Polat, M., & Meydan, C. H. (2013). Orgutsel davrani? alaninda ili?kisel analiz yontemleri ve turkçe yazinda aracilik modeli kullanimi uzerine bir inceleme. Anadolu Universitesi Sosyal Bilimler Dergisi, 13(1), 13 – 26.
Chernyak-Hai, L., & Tziner, A. (2016). The “I believe” and the “I invest” of Work-Family Balance: The indirect influences of personal values and work engagement via perceived organizational climate and workplace burnout. Revista de Psicología del Trabajo y de las Organizaciones, 32(1), 1-10.
Chiaburu, D. S., Thundiyil, T., & Wang, J. (2014). Alienation and its correlates: A meta-analysis. European Management Journal, 32(1), 24 – 36.
Comrey, A. L., & Lee, H. B. (1992). A first course in factor analysis [Electronic version]. New York: Psychology Press.
Demirez, F., & Tosunoglu, N. (2017). Orgut ikliminin i?e yabancila?ma uzerine etkisi: gazi universitesi rektorlugunde bir ara?tirma. ??letme Ara?tirmalari Dergisi, 9(2), 69-88.
England, G. W. (1967). Personal value systems of American managers. Academy of Management Journal, 10(1), 53-68.
Findikli, M. M. A. (2012). ?? degerleri perspektifinde yonetici – çali?an uyumu ve i? tatmini ile lider – uye etkile?imi uzerine turk saglik sektorunde bir ara?tirma. Yayinlanmami? doktora tezi. ?stanbul Universitesi Sosyal Bilimler Enstitusu, ?stanbul.
Finegan, J. E. (2000). The impact of person and organizational values on organizational commitment. Journal of occupational and Organizational Psychology, 73(2), 149-169.
Friedlander, F., & Greenberg. S. (1969). Work Climate As Related to the Performance and Retention of Hard – Core Unemployed Workers. https://eric.ed.gov/?id=ED032597 (Date Accessed: 05 March 2018).
Fromm, E. (2004). Marx’s Concept of Man. Wiltshire: Continuum.
George. B. (2003). Authentic Leadership : Rediscovering The Secrets to Creating Lasting Value (1st ed.). USA: Jossey-Bass.
Gini. A. (1997). Moral leadership and business ethics. Journal of Leadership & Organizational Studies, 4(64). 64 – 81.
Grojean, M. W., Resick, C. J., Dickson, M. W., & Smith, D. B. (2004). Leaders, values, and organizational climate: Examining leadership strategies for establishing an organizational climate regarding ethics. Journal of Business Ethics, 55(3), 223-241.
Henri, D. L., & Debats, M. (1996). Meaning in Life: Psychometric, Clinical and Phenomenological Aspects. Groningen: University Library Groningen.
Hodgetts, R. M., & Altman, S. (1991). Organizational behavior: Theory and practice. Merrill.
Hirschfeld, R. R., & Feild, H. S. (2000). Work centrality and work alienation: Distinct aspects of a general commitment to work. Journal of Organizational Behavior, 21(7), 789-800.
Hofstede. G. (1981). Culture and Organizations. International Studies of Management and Organizaton, X(4). 15 – 41.
Judd, C. M., & Kenny, D. A. (1981). Process analysis: Estimating mediation in treatment evaluations. Evaluation review, 5(5), 602-619.
Kakabadse, A. (1986). Organizational alienation and job climate: A comparative study of structural conditions and psychological adjustment. Small Group Behavior, 17(4), 458-471.
Kanungo, R. N. (1982). Work Alienation: An Integrative Approach. New York: Pr
In-Text Citation: (Menemencioglu, 2018)
To Cite this Article: Menemencioglu, G. B. K. (2018). The Effect of Employees’ Perceptions of their own Values and their Managers’ Values on their Work Alienation: The Mediating Role of Organizational Climate. International Journal of Academic Research in Business and Social Sciences, 8(6), 146–162.
Copyright: © 2018 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode