Document Type : Original Article
Authors
1
PH.D. Student of political sociology, Department of sociology, Naragh Branch, Islamic Azad University, Naragh, Iran
2
Assistant Professor of Sociology, Department of Sociology, , Naragh Branch, Islamic Azad University, Naragh, Iran
3
Professor of Sociology, Department of Sociology, University of Tehran, Tehran, Iran.
10.22034/scart.2024.139380.1325
Abstract
Job alienation or the sense of detachment from work, which some individuals experience, stems from a lack of purpose, autonomy, or meaning in their work. This phenomenon, which has a significant impact on individuals' interactions, identities, and self-concepts, is influenced by various socio-cultural variables. The present study is a survey conducted among employed individuals in District 2 of Tehran in three sectors: education, municipal services, and banking branches. The data was collected through questionnaires and analyzed using descriptive and inferential statistics. The study results indicate that variables such as “sense of powerlessness,” “role ambiguity,” “job anomie,” “sense of emptiness,” and “job dissatisfaction” have a significant relationship with job alienation. Besides the differences created by contextual variables like gender and age regarding the type and degree of job alienation, influential factors such as “organizational hierarchy” and “centralization” play a key role in exacerbating or mitigating this phenomenon. Furthermore, work culture, which is itself influenced by “management style” and “types of communication in the workplace,” contributes to the intensification of job alienation. The findings also reveal that two other factors have a direct and significant relationship with the level of job alienation among employees: job insecurity and work-life imbalance. This means that the rise of temporary, freelance, and part-time jobs has deprived employees of stability, benefits, and long-term relationships with organizations, thereby reinforcing feelings of detachment and marginalization among them. In conclusion, explaining these socio-cultural factors can help organizations create meaningful, supportive, and satisfying work environments that reduce feelings of alienation.
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