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Work Alienation as an Individual‐Difference Construct for Predicting Workplace Adjustment: A Test in Two Samples 1
Author(s) -
Hirschfeld Robert R.,
Feild Hubert S.,
Bedeian Arthur G.
Publication year - 2000
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.2000.tb02473.x
Subject(s) - psychology , alienation , social psychology , negative affectivity , variance (accounting) , job satisfaction , test (biology) , construct (python library) , multilevel model , conscientiousness , positive affectivity , organizational commitment , work engagement , work (physics) , personality , big five personality traits , extraversion and introversion , statistics , mathematics , law , business , computer science , engineering , biology , paleontology , accounting , political science , programming language , mechanical engineering
This study represents the first attempt to examine the validity of work alienation as a general attitude toward the work domain. As hypothesized, hierarchical regression analyses of data from 2 employee samples ( n = 99 and n = 250) indicated that work alienation explained incremental variance in selected workplace adjustment variables (i. e., job involvement, affective organizational commitment, affective occupational commitment, overall job satisfaction, and volitional absence) beyond the variance accounted for by work conscientiousness (i. e., dependability and achievement orientation) and by variables used to control for sources of self‐report variance (i. e., self‐deception and negative affectivity). These results support the legitimacy of work alienation as an individual‐difference construct associated with work‐related adjustment.