بی نزاکتی در محل کار و بیگانگی شغلی: تحلیل نقش میانجی سرمایه اجتماعی و تعدیلگر سرمایه روان شناختی (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
هدف این پژوهش بررسی تأثیر بی نزاکتی در محل کار بر بیگانگی شغلی کارکنان با نقش میانجی سرماییه اجتماعی و تعدیلگر سرماییه روان شناختی در سازمان های دولتی استان لرستان بود. پژوهش حاضر ازنظر هدف کاربردی است که در زمریه پژوهش های توصیفی از نوع علّی قرار می گیرد. جامعیه آماری پژوهش تعداد 1350 نفر از کارکنان ادارات کل ستادی استان لرستان مستقر در شهر خرم آباد بودند که نمونه ای به تعداد 300 نفر به روش تصادفی طبقه ای از میان آنها انتخاب شد. برای سنجش متغیرهای پژوهش از پرسش نامه های بی نزاکتی در محل کار بلائو و اندرسون (2005)، سرماییه اجتماعی ناهاپیت و گوشال (1998)، سرماییه روان شناختی یوسف و لوتانز (2007) و بیگانگی شغلی نایر و ووهرا (2010) استفاده شد. پایایی پرسش نامه ها با روش آلفای کرونباخ به تأیید رسید. در این پژوهش برای تحلیل داده های پژوهش از مدل سازی معادلات ساختاری استفاده شد. نتایج پژوهش نشاناز بی نزاکتی در محل کار اثر مثبت و معناداری بر بیگانگی شغلی کارکنان و اثر منفی و معناداری بر سرماییه اجتماعی دارد. سرماییه اجتماعی نیز اثر منفی و معناداری بر بیگانگی شغلی کارکنان دارد. همچنین بی نزاکتی در محل کار ازطریق سرماییه اجتماعی دارای اثر مثبت و معناداری بر بیگانگی شغلی کارکنان است و سرماییه روان شناختی نیز اثر بی نزاکتی در محل کار را بر بیگانگی شغلی کارکنان در سازمان های دولتی استان لرستان تعدیل می کند.Workplace Incivility and Job Alienation: Analyzing the Mediating Role of Social Capital and the Moderating Role of Psychological Capital
Introduction
Office jobs can often feel burdensome, leading to a state where employees carry their worries and concerns only while at work. Once they leave the workplace, it is as if they transform into different individuals. This suggests that their presence in the office is more about obligation than genuine engagement, with their work serving merely as a means to sustain life. This phenomenon known as job alienation is becoming increasingly prevalent in today’s society. Job alienation refers to feelings of detachment, disinterest, and a lack of enthusiasm for one’s work or organizational tasks. The concept of alienation is widely recognized in psychology, sociology, and philosophy. Despite advancements in various fields, humans remain the cornerstone of any organization; thus, an organization success in achieving its goals hinges on its treatment of its employees and how effectively these individuals are utilized. The negative consequences of job alienation are significant for both organizations and employees. This issue can lead to decreased productivity, higher rates of job turnover, diminished organizational commitment, and adverse effects on employees' mental health. From an organizational perspective, job alienation hinders the achievement of goals by lowering motivation and a sense of belonging, ultimately imposing considerable costs. Non-economic factors, such as the quality of work relationships, organizational justice, workplace culture, and interpersonal interactions, play a crucial role in either fostering or alleviating job alienation.
Material & Methods
This study was applied in purpose and classified as descriptive causal research. The data collected were quantitative by utilizing a questionnaire. The statistical population consisted of all employees from the headquarters offices of Lorestan Province located in Khorramabad, totaling 1,350 individuals during the years 2024-2025. To determine the sample size, we used the Krejcie & Morgan table. Based on the population size, a sampling error of 5%, and a confidence level of 95%, the required sample size was calculated to be 300 individuals. To refine the sample size further, we employed SPSS Sample Power software. Assuming a test power of 0.80 and a medium effect size (0.3), the software also suggested a sample size of 296, which aligned closely with our initial estimate of 300. This sample was selected using a stratified random sampling method. To measure workplace incivility, we utilized the Blau & Andersson (2005) questionnaire, which comprised 7 items. For assessing job alienation, we employed the Nair & Vohra (2009) questionnaire, consisting of 8 items. The Nahapiet & Ghoshal (1998) questionnaire was used to evaluate social capital. Finally, the Youssef & Luthans (2007) questionnaire was applied to measure psychological capital.
Discussion of Results & Conclusion
This study explored the impact of workplace incivility on employees' job alienation, considering the mediating role of social capital and the moderating role of psychological capital. Five hypotheses were proposed and analysis of the statistical data confirmed all five. The first hypothesis stated that workplace incivility had a positive and significant effect on employees' job alienation. The data analysis supported this hypothesis. Workplace incivility encompassed behaviors, such as disrespect, humiliation, sarcasm, and neglect—any negative interaction that questioned an individual’s value and status in the workplace. The second hypothesis suggested that workplace incivility negatively affected social capital. The results confirmed this as well. Social capital in the workplace refers to a network of relationships built on mutual trust, cooperation, knowledge sharing, and shared norms, all of which enhance organizational cohesion and efficiency. Workplace incivility undermines trust, the foundation of social capital. The third hypothesis posited that social capital negatively affected employees' job alienation and the data analysis supported this claim. Social capital reduces job alienation by fostering support networks and enhancing a sense of belonging. This inverse relationship can be understood from several perspectives. Job alienation arises when individuals perceive their work as meaningless or disconnected from their environment. In contrast, social capital mitigates these negative feelings by offering resources like trust and collaboration. The fourth hypothesis proposed that workplace incivility negatively affected employees' job alienation through social capital. The data analysis confirmed this hypothesis. It suggested a mediating mechanism, in which workplace incivility indirectly increased job alienation by diminishing social capital. This relationship could be understood through a step-by-step analysis: first, incivility as an independent variable weakened social capital. As noted in the second hypothesis, behaviors, such as disrespect and contempt, undermined trust and cooperation among employees, disrupting intra-organizational social networks and diminishing social capital. Subsequently, the reduction of social capital acting as a mediating variable exacerbated job alienation. When support networks and trust were eroded, individuals might feel isolated and unsupported in the workplace. This sense of social isolation weakened their connection to the organization, leading to feelings of meaninglessness and disengagement from work. The fifth hypothesis stated that psychological capital moderated the effect of workplace incivility on employees' job alienation. The analysis of the research data supported this hypothesis. Psychological capital as an internal resource equips individuals to cope with environmental challenges, such as disrespect. Specifically, individuals with high self-efficacy may not perceive disrespect as a personal affront and possess the confidence to manage such situations effectively.
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