The Effects of Personal Alienation on Organizational Identification: A Quality-of-Work-Life Model

It was hypothesized that personal alienation has a negative impact on organizational identification. The negative relationship between alienation and organizational identification was explained through a set of mediating variables involving need deprivation, job satisfaction, and job involvement. More specifically, it was hypothesized that alienation increases need deprivation, which in turn decreases job satisfaction, which in turn decreases job involvement, which ultimately decreases organizational identification. A study was conducted involving 219 service deliverers to the elderly. Self-report measures were administered. The data was subjected to a path analysis. The results provided moderate support for the quality-of-work-life model. Management implications are discussed.