Combatiendo la alienación del empleado en el trabajo: ¿Qué papel puede jugar la justicia organizativa?

• Autores: Pablo Zoghbi Manrique de Lara, Guillermo Caamaño Brito
• Localización: Investigaciones europeas de dirección y economía de la empresa, ISSN 1135-2523, Vol. 17, Nº 2, 2011, págs. 161-171
• Idioma: español
• DOI: 10.1016/s1135-2523(12)60057-4
• Enlaces
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• Resumen

  • Este estudio examina el impacto de la justicia organizativa (JO) sobre tres dimensiones identificadas por Seeman (1959) de la alienación laboral (AL): a saber, sentimientos de powerlessness o de impotencia en el trabajo, meaninglessness o falta de sentido y self-estrangement o desarraigo. Se argumenta que las percepciones de los tres tipos habituales de justicia organizativa�procedimental (JP), distributiva (JD) e interpersonal (JI)�podrían conducir a los empleados a percibir a su organización como ilegítima y carente de valores y, por tanto, a perder su identificación y sentirse ajenos y alienados de la misma (AL). Mediante el análisis de ecuaciones estructurales (SEM) se identificó una relación negativa y significativa entre la justicia organizativa (JO) y los sentimientos de alienación laboral (AL) pero sólo en el caso de la justicia distributiva (JD) y, en particular, con las dimensiones powerlessness y meaninglessness. Los hallazgos sugieren que políticas para monitorizar el grado de justicia percibida de las recompensas en el trabajo (JD) pudieran erigirse en eficaces para combatir la alienación del empleado (AL) y, por ende, sus reconocidos efectos adversos sobre el trabajo. El artículo finalmente ofrece implicaciones, limitaciones y futuras investigaciones.

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