Work Alienation, Deviant Workplace Behavior and Performance in Public Sector
Abstract
:1. Introduction
2. Literature Review
2.1. Work Alienation
2.2. Deviant Workplace Behavior
2.3. Organizational Performance
2.4. Work Alienation and Deviant Workplace Behavior as Antecedents of Organizational Performance
3. Materials and Methods
3.1. Research, Scope and Design
3.2. Sample
3.3. Measurement Instrument
3.4. Operational Definition
3.5. Procedure for Data Analysis
4. Results
5. Discussion
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
Appendix A
Work Alienation |
I have great liberty in the execution of my daily work. |
I can use my own judgment at work. |
I have little control over how I carry out my daily work. |
I take most work decisions without consulting my supervisor. |
I am not able to make changes regarding my work activities. |
My daily activities are largely determined by the work of others. |
I make my own decisions about the performance of my work. |
My work is an important contribution to the efficient operation of the organization. |
Sometimes I am not sure I fully understand the purpose of what I do in my organization. |
My job is very important and worthwhile. |
I often wonder if my work is important. |
I often feel that my work counts for very little. |
I understand how my role at work relates to the overall functioning of the organization. |
I understand how my work relates to the work of other members of the organization. |
I do not have a sense of accomplishment with the work I do. |
My salary is the most rewarding aspect of my job. |
My work gives me a sense of personal fulfillment. |
I have little opportunity to use my real skills and abilities in the work I do. |
My work is a self-fulfilling experience. |
My work is often routine and boring, and I have little opportunity to be creative. |
My work is interesting and challenging. |
Deviant Workplace Behavior |
I spend a lot of time fantasizing and thinking about personal things. |
When I know I will arrive late I do not call in to inform. |
I have worked less than I should. |
I have not followed, for different reasons, the instructions of my bosses. |
I have put little effort into my tasks. |
I have taken too much free time. |
I have argued with a colleague. |
I have not spoken very well of a colleague. |
I have had a bit of fun joking around with a colleague. |
I have treated a colleague badly. |
I have argued with a customer. |
I have had a bit of fun joking around with a customer |
I have treated a customer badly. |
Organizational Performance |
In general, my organization largely meets the needs of its customers (internal and external). |
In general, the needs of other agencies making use of the services of my organization are met to a high degree. |
Last year, my organization’s overall performance met expectations. |
I consider that, in general, middle managers and managers are satisfied with the overall performance of the organization. |
I consider that, in general, the organization satisfactorily meets the proposed targets. |
In general, performance targets are met in all the different areas of work. |
In general, the individuals who work here feel happy. |
Do you consider that in the future, your organization’s performance will be safe and efficient? |
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Variables | Asymmetry | Kurtosis |
---|---|---|
Work alienation | 0.421 | 0.171 |
Deviant workplace behavior | 0.183 | 0.587 |
Organizational performance | 0.031 | 0.941 |
Variables | Mean | SD | α | 1 | 2 | 3 |
---|---|---|---|---|---|---|
Work alienation (1) | 4.14 | 0.54 | 0.92 | 1 | ||
Deviant workplace behavior (2) | 4.51 | 0.82 | 0.90 | 0.34 ** | 1 | |
Organizational performance (3) | 4.01 | 1.05 | 0.90 | 0.57 ** | 0.23 ** | 1 |
Variable/Factors | Non-Standardized Coefficients | Standardized Coefficients | Standard Error | p < 0.01 | R2 |
---|---|---|---|---|---|
Work alienation | |||||
WA1 | 0.91 | 0.76 | 0.11 | *** | 0.57 |
WA2 | 1.00 | 0.70 | 0.49 | ||
Deviant behavior | |||||
AO | 1.00 | 0.75 | 0.57 | ||
AC | 0.74 | 0.78 | 0.07 | *** | 0.62 |
AU | 0.64 | 0.82 | 0.06 | *** | 0.67 |
Organizational performance | |||||
OP1 | 1.00 | 0.87 | 0.75 | ||
OP2 | 0.93 | 0.87 | 0.05 | *** | 0.75 |
OP3 | 0.95 | 0.87 | 0.05 | *** | 0.75 |
OP4 | 1.01 | 0.83 | 0.06 | *** | 0.69 |
Variable | Convergent Validity | Extracted Variance |
---|---|---|
Work alienation | 0.88 | 0.61 |
Deviant workplace behavior | 0.83 | 0.63 |
Organizational performance | 0.86 | 0.66 |
Goodness fit index | ||
X2 | 51.95 | |
X2/GL | 2.16 | |
RMSEA | 0.07 | |
GFI | 0.95 | |
NFI | 0.96 | |
CFI | 0.98 | |
AGFI | 0.91 |
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García-Contreras, R.; Muñoz-Chávez, J.P.; Muñoz-Chávez, R.L.; Lezama-León, E.; Barrios-Quiroz, H. Work Alienation, Deviant Workplace Behavior and Performance in Public Sector. Sustainability 2022, 14, 10490. https://doi.org/10.3390/su141710490
García-Contreras R, Muñoz-Chávez JP, Muñoz-Chávez RL, Lezama-León E, Barrios-Quiroz H. Work Alienation, Deviant Workplace Behavior and Performance in Public Sector. Sustainability. 2022; 14(17):10490. https://doi.org/10.3390/su141710490
Chicago/Turabian StyleGarcía-Contreras, Rigoberto, Juana Patricia Muñoz-Chávez, Rosa Leticia Muñoz-Chávez, Evangelina Lezama-León, and Héctor Barrios-Quiroz. 2022. "Work Alienation, Deviant Workplace Behavior and Performance in Public Sector" Sustainability 14, no. 17: 10490. https://doi.org/10.3390/su141710490