ORGANIZATIONAL INJUSTICE AND WORK ALIENATION

Abstract

Organizational justice is argued to be related to several work attitudes and behaviors such as job \nsatisfaction, turnover intention, absenteeism, organizational commitment, workplace aggression, \njob stress, and managerial and organizational trust. A great deal of research also addressed work \nalienation in different research areas such as organizational leadership, organizational citizenship \nbehavior, organizational commitment, and work experience and drinking behavior. However, any \nstudy couldn\n’\nt be found examined the organizational injustice and work alienation relationship.\nThis paper aims to measure the relationship between perceptions of organizational injustice and \nwork alienation. Four dimensions of organizational injustice were examined: distributive, procedu-\nral, interpersonal, and informational injustice. For this study, two dimensions of work alienation \nnamely powerlessness, and social isolation were addressed. Organizational injustice and work \nalienation relationship was examined among health care professions (doctors and nurses) in Tur-\nkey. Because health care sector has been one of the most important, and rapidly growing industry, \nand several complaints especially related with pay and working conditions have emerged in recent \nyears among these professionals. It is hyphotesized that organizational injustice will cause work \nalienation and tested these relationships in a sample of 377 health care professionals from public \nand private hospitals in Istanbul. The results revealed that each of the organizational injustice di-\nmensions were associated with work alienation dimensions. Distributive injustice had the weakest \nrelationship with both powerlessness and social isolation. Procedural injustice was the strongest \npredictor of powerlessness, but the strongest predictor of social isolation was informational injus-\ntice. The theoretical and practical implications of this results were discussed below.

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