Introduction: Work alienation is related with negative consequences on the employees and the organization’ s efficiency. Considering the role of nurses in the healthcare system main purpose of this study was to study the relationship between perceptions of job characteristics and organizational support with job alienation among nurses Working in hospitals affiliated with the Sabzevar University of Medical Sciences. Methods: This study was Analytical descriptive (Cross-sectional) in 2018. The population were 181 Nurses in hospitals in Sabzevar who were selected by cluster sampling. We used three instruments in this study, Job Characteristics (Hackman & Oldham), Organizational support (Eisenberger et al) and Jab Alienation (Boeree). Information analyzed by Descriptive and inferential statistics includes linear regression and variance analysis by SPSS 21. Results: Mean and standard deviations scores Job Characteristics were 60/73 ± 1/61, Motivational Potential Score 9/2 ± 4/25, Organizational support 61 ± 8/52, Job alienation 96/88 ± 1/73. Also based on the results of regression analysis, there is a relationship between perception of Job characteristics and organizational support with Job alienation (p<0. 05). Conclusion: The results showed that there is a meaningful and reverse relationship between Job Characteristics and Organizational support with Jab Alienation, The variables of job characteristics show a greater variation of the job alienation. Therefore, it is suggested a qualitative study to explain the various characteristics of the nursing profession in order to provide ways to enrich the components of the job characteristics.

Work alienation, reasons and its outcomes is a considerable issue in the organization and management science.the work and personnel condition's changes in recent years have caused many outcomes and it is necessary to investigate this subject too systematically. This study tries to investigate the effect of Job Characteristics and perceived Organizational support on Work Alienation. All expert personnel of a governmental company in electrical industry located in Shiraz are the population of this study that out of them 131 persons were randomly selected and answered the standard questionnaire. The present study is a kind of descriptive correlation study. Data analysis was done by SEM using the Smart PLS 2.0. The results showed that Organizational Support and Job Characteristics have significant negative effect on Work Alienation and Job Characteristic variable explains the Work Alienation in more extent.

This research has been conducted with the aim of creating a culture of occupational alienation in the context of the bureaucratic-administrative system in Iran, which, in terms of the objective, is a qualitative method (fundamental data) and applied Strauss. (GTM). Corbin and the permanent Para model of occupational alienation and using the targeted snowball method and 15 employees working in the administrative sector caused causal factors, background, interfering conditions, strategies and consequences of the occupational alienation culture to saturation.-The in-depth interviews were examined from their perspective and the data obtained from this research were obtained during three stages of coding (open and selective axis) (5 main themes and 15 sub-themes The results of which showed that the culture of occupational alienation in the context of bureaucracy-administrative system in: causal factors including: alienation, lack of motivation, injustice, inexperience and lack of culture. The underlying factors are: social, cultural, economic, political factors. Intervening factors include: fluctuations and changes. Strategies and strategies include: unmotivated strategies, lack of expertise, lack of mental health. And its consequences include: hatred, disgust, depression, alienation and the creation and acceptance of a culture of job alienation. This indicates that several factors play a role in the culture of occupational alienation in the context of the bureaucratic-administrative system, and their identification in administrative sector organizations provides the possibility of developing preventive measures to prevent occupational alienation.

In this paper aim was identifying measures of job alienation sentiment among state staffs of Garmsar County in 1388. The hypothesis's of this survey has been codified around the alienation concept in sociological and psychological literature and have started to represent the final results and its analysis after designing evaluation implements and data gathering. The statistical universe of research included personnel's of education system and also the teachers of different educational grades in Garmsar. 101 people were randomly selected (50 personnel's, 51 teachers in different levels of age and education). A questionnaire was prepared which its validity and reliability had been tested. data analysis demonstrated that, there is a positive correlation between economic income obtained by work and job alienation sentiment. Also a meaningful relation was observed between job promotion and the feeling of job evaluation. Furthermore hypothesis that the routine of daily work in offices and state centers has an effective role on job alienation was accepted.

Perceived Overqualification is a common experience in the workplace, However, it has received less attention from domestic researchers. Identifying the variables associated with this structure is essential to our understanding of how it affects job outcomes. Based on the theory of person-job fit, the purpose of this research was to investigate the effect of Perceived Overqualification on Counterproductive Work Behaviors by considering the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion. This research is an applied one in terms of purpose and the method of data is descriptive-survey. The statistical population of this study was the employees of the Gas Company of West Azerbaijan Province. Based on simple random sampling method, 225 people were selected for the sample. The main tool for data collection was a questionnaire. Data analysis and testing of research hypotheses were performed using structural equation modeling. The results showed that employees’ perception of their Perceived Overqualification leads to their counterproductive work behaviors, In addition, the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion in this relationship was confirmed. Introduction Unsuitability between the job and the employee can lead to many costs for the organization (Gholipour et al., 2010: 104-105). One of these problems is the soldiering phenomenon. Research conducted in the field of soldiering shows that when a person's education or knowledge, skills, and experience, which are the elements that make up competence (Ployhart et al., 2014: 371), are more than the job's requirements, a phenomenon called overqualification occurs. This situation brings the feeling of "being a big fish in a small pond" (Chu et al., 2021: 1) for employees, which is the basis for negative consequences at the organizational level. The results of some research show that the perception of overqualification is positively related to job burnout, turnover, counterproductive work behaviors, and job reseeking (Chu et al., 2021: 1). In general, the phenomenon of perceived overqualification among employees is one of the key issues that has negatively affected the quality of work life of human resources and their performance in the organization, and the main reason for this is the unsuitability between the job and the employee. Accordingly, the present study aims to investigate the combined model of the effect of perceived overqualification on counterproductive work behaviors with the mediation of job boredom, job alienation, and emotional exhaustion. Literature Review Perceived overqualification Perceived overqualification refers to having more knowledge, skills, abilities, and work experience than is required for a job (Chu et al., 2021: 1,Ye et al., 2017: 925). When studying the consequences of perceived overqualification for individuals and organizations, the most common theoretical framework is relative deprivation theory. This theory states that the feeling of relative deprivation arises when a person's perception of the desirability of reality is less than his/her expectation,therefore, perceived overqualification causes deprivation of a job that a person deserves, and as a result, it is associated with negative consequences for individuals and organizations (Erdogan, & Bauer, 2021: 4,Luksyte et al., 2022: 323). Job alienation When work does not have enough potential to satisfy people's needs, the resulting conditions are the basis for psychological separation between the employee and his/her job position, interpreted as job alienation (Banai et al., 2004: 377). Emotional exhaustion Historically, most emotional exhaustion research is based on Maslach's (1982) and Maslach and Jackson's (1986) three-part conceptualization of burnout. In this model, burnout consists of three interrelated parts: emotional exhaustion, depersonalization, and reduction of personal achievement. Emotional exhaustion is one of the three components of job burnout (Wright & Cropanzano, 1998: 486-487). Job boredom Boredom is a socially devalued emotion. This unpleasant feeling can be the basis of a situation where a person blames himself/herself for the created conditions (Mael & Jex, 2015: 132). Counterproductive work behaviors A broad conceptualization of employees' job performance includes behaviors beyond what is required in the official job description. Such behaviors are called extra-role behaviors and include both positive and negative behaviors. Counterproductive work behaviors are negative organizational extra-role behaviors that violate organizational norms (Pletzer, 2021: 1,Bennett & Robinson, 2000: 349,Schreurs et al., 2020,2). Methodology This research is applied in terms of purpose and descriptive survey regarding the data collection method. The present study's statistical population is the West Azerbaijan Gas Company employees. A questionnaire was used to collect research data. With a simple random sampling method, 221 correct questionnaires were received. Structural equation modeling was used for Data analysis and research hypothesis testing. Results The results show that the significance level of all research variables is more than 0. 05,therefore, the null hypothesis that the variables are standard is confirmed. Investigating the divergent validity of the questionnaire was done with confirmatory factor analysis. The average value of the extracted variance of all research variables is above 0. 5,therefore, the convergent validity of the questionnaire is also confirmed. The significance test was used to check the hypotheses after confirming the proposed research model using Goodness of fit indices. This study found that employees’ perception of their overqualification significantly affects their counterproductive work behaviors. In addition, a positive association was found between perceived overqualification and counterproductive work behaviors via job boredom, job alienation, and emotional exhaustion. Discussion The results of the present study were similar to previous studies. The research results of Kim et al. (2021) showed that perceived overqualification was positively related to job boredom. Additionally, job boredom was a mediator between perceived overqualification and counterproductive work behaviors. Studies by Yu et al. (2021) showed that perceived overqualification has a positive relationship with job boredom and emotional exhaustion. In general, when people compare their current job situation with the position they think they deserve to have and feel that their job is not what they expected, this perceived gap creates a sense of deprivation. According to the relative deprivation theory, the feeling of being deprived results from an unfavorable comparison of reality with expectations (Yu et al., 2021: 60-69). This feeling can decrease motivation and increase job dissatisfaction and job boredom. In the next step, low emotional stability in work engagement aggravates the effect of emotional exhaustion on counterproductive work behaviors and ultimately leads to dissatisfaction with the organization (Chen et al., 2020: 37,Reijseger et al., 2013: 508). Conclusion One of the key issues to solving the problem of perceived overqualification and its consequences in the workplace is the wellbeing of employees. Employees should be allowed to face challenging working conditions in order to maintain their well-being. Creating constructive conditions for using the experiences of employees' perceived overqualification in the workplace is another point that needs the practitioners' attention. In addition, collectivist orientations are an effective moderator to reduce the impact of perceived overqualification. It is suggested that the practitioners focus on the institutionalization of collectivist culture to reduce the problems of the overqualification phenomenon. Another important point is educational inflation, which requires the fundamental attention of educational system officials.

This research was conducted with the aim of studying the structural model of relationships between abusive supervision, role overload, exhaustion and job alienation. For investigating this model, from among male employees of a factory, 168 persons were selected by using simple random sampling method. The instruments which were used in this research consisted of emotional exhaustion questionnaire (Maslach & Jackson, 1981), abusive supervision questionnaire (Tepper, 2000), work overload questionnaire (Rod et al, 2008), and job alienation questionnaire (Korman et al, 1981). The data were analyzed by using structure equation modeling. (SEM). On the basis of the structural model obtained from multilevel sequential relationships, there is a significant relation between abusive supervision, and work overload, between work overload and emotional exhaustion, and finally between emotional exhaustion and job alienation (P<0.01). A direct relation was also found in the final model between abusive supervision and work alienation.

Alienation is an important social issues in classical sociology (Durkheim, Max Weber, Marx, Simmel) and the result of disordered and anomic division of work-occupation. Job alienation is the result of organizational-institutional conditions and one of the main obstacles to organizational development and social entrepreneurship. Job alienation means emotional heartbreak, organizational social distance, organizational indifference, job-role conflict, and a decrease in individual’s organizational interest in job division in the organization. This issue causes a decrease in job performance and efficiency, organizational commitment, social indifference, social isolation and decrease in social capital (trust, cohesion, participation). The main goal of this research was to study the causes and effective factors of job alienation (meta-analysis of researches). Quantitative meta-analysis (survey) was used and a non-probability sampling method in the time period of 2004-2021. From the statistical population of 45 documents published on Noormagzs, Magiran, Elmnet and Jihad University database, 37 survey documents (following the inclusion and exclusion criteria) were selected. The results show that there is a significant relationship between contextual factors (level of education = 0. 354, income = 0. 266, socio-economic base = 0. 357, increased service history = 0. 339 and age = 0. 161), social issues (social trust = 0. 292, social participation = 0. 181, social support = 0. 345, social cohesion = 0. 280, organizational justice = 0. 269, transformational leadership = 0. 385, organizational belonging = 0. 429 and organizational culture = 0. 335), Job (job security = 0. 277, job satisfaction = 0. 380, job promotion = 0. 251, job stress = 0. 217), and cultural factors (increasing awareness and scientific knowledge = 0. 273, religious beliefs = 0. 352, Islamic work ethics = 0. 183) and job alienation. Acoordingly, by strengthening social capital and religious beliefs, creating a favorable business environment, reducing social-cultural disorganization platforms, and creating a stimulating work-organizational environment can reduce the severity of job alienation.