Manufacturing Frontline Staff Work Alienation Relationship, Organizational Climate And Job Involvement

Manufacturing line staff is a huge group of employees, while their career development, working condition have not been due attention. There have been some line employees’ psychological collapse of tragedy in recent years, work alienation is such psychological state that employees strongly feel work is out of their control, and the work situation can not meet their needs or expectations leads to the staff and work space. Studying the manufacturing line staff’s work alienation, exploring the relationship between work attitudes and organizational climate is beneficial to improve work efficiency and lower turnover rate.In this study293manufacturing line staff of Jiang Su province had been selected to finish the revised work alienation, organizational climate and job involvement questionnaires, then through Independent-samples t test, one-way ANOVA, correlate analysis, regression analysis and structure equation model methods. The research conclusions were as follows:1. The revised work alienation, organizational climate, and job involvement questionnaires had high reliability and validity.2. The average score of manufacturing line staff’s work alienation was in the medium level, the meaninglessness score was the highest; the score of organizational climate was in the medium level and job involvement was in the medium level.3. Gender had significant difference on management style; Age had significant difference on Organizational hierarchy; Marriage had significant difference on meaninglessness; Degree had significant difference on organizational climate, Enterprise property and work experience had significant difference on the three variables and work experience had significant difference on job involvement and organizational climate.4. Interpersonal relationship and Organizational hierarchy could negatively influence work alienation, Interpersonal relationship and Management style positively influence job involvement and meaninglessness could positively influence job involvement.5. Organizational climate had not only direct impact but also indirect impact through meaninglessness on job involvement. It means that meaninglessness had partial mediating effect between organizational climate and job involvement.