Employees Work Alienation And Work Performance

Work alienation is not only a kind of psychological phenomenon, but also a common social phenomenon. Meanwhile, work alienation caused the wide attention by the researchers. On the basis of the domestic and foreign research results for reference, this study formed the organizational commitment and work performance scale, in combination with the depth interview results designed the work alienation scale. Then according to preliminary survey and the corresponding statistical analysis, formed the formal questionnaire. Finally, according to the questionnaire investigating, receiving 319 effective questionnaire. Then using SPSS17.0 and AMOS20.0 to analyze these effective questionnaire. This paper get the following results according to analyze.1、The operational definition of work alienation is: Work alienation refers to the employees in the working process of the lack of driving force, and alienated work content, don’t adapt to the working environment and be hard to perceive the significance and value of work, some subjective feelings about inner estranged, isolated, and even out of work.2、The questionnaire has good reliability and validity. Work alienation can be divided into three dimensions by factor analysis--that is meaningless, social alienation and self-alienation. Organizational commitment is divided into affective commitment, continuance commitment and normative commitment by factor analysis. Job performance can be divided into task performance and relationship performance according to factor analysis.3、Education and age has not significant impact for work alienation, and gender, position, working years and the number of work transformation has a significant effect on work alienation.4、Work alienation and the two dimensions of job performance showed a negative correlation. Work alienation is negatively related to the two dimensions of organizational commitment(affective commitment and normative commitment), but is not related to continuance commitment. Each dimensions of work performance is negatively related to two dimensions of organizational commitment(affective commitment and normative commitment).5 、 Meaningless can effect relationship performance through affective commitment. Meaningless can influence task performance and relationship performance through normative commitment. Organizational commitment has partial intermediary role on job alienation effects job performance.After discussion and summary, this paper propose some management suggestions in view of the situation of employees work alienation. Finally this thesis discusses research contributions and limitations, management suggestion and research suggestion according to the conclusion.