Article Type : Research Article
Authors : Ibrahim Ali Al-Baher and Ahlam Jum’a
Keywords : Organizational alienation; Institutes of technical education
The aim of this research is to identify the level of
organizational alienation among administrators working in institutes of
technical education in the light of the post-Corona pandemic stage, according
to the variables of interest in workers and incentives. The research community
consisted of (45) administrators, who were selected in a stratified random
manner. The descriptive survey method was used in the current research. To
achieve the research objectives, a questionnaire was developed, and its
validity and reliability were confirmed. The results showed that the level of
organizational alienation among administrators working in institutes of
technical education in light of the post-Corona pandemic stage, according to
the variables of interest in workers and incentives, came to a medium degree,
The results of the research also showed that there were statistically
significant differences at the significance level (? ? 0.05) according to the
gender variable in favour of the male category, and the absence of
statistically significant differences according to the educational
qualification variable, and the absence of statistically significant
differences according to the years of experience variable. In light of these
results, the research recommended that the administrations of technical
education centers attach great importance to organizational alienation and work
to confront and mitigate it. It works to stimulate conducting studies and
research from time to time, in order to study the work environment in which
organizational alienation will grow in all its circumstances and variables.
Organizational
alienation is an expression that is actually translated into the reality of the
organization, which takes an organic form interacting with the surrounding
environment and reciprocally. so that this expression includes; Psychological
problems, cognitive concepts, and personality that individuals carry with
everything in them of tastes, tendencies, trends, and values about the
administrative dimensions available in the organization, and the
characteristics surrounding the internal environment That makes the individual
inclined to respond to things in the way the organization wants. Organizational
alienation has been eliminated in the context of the development of
contemporary administrative thought, especially in the field of organizational
thinking, It has become the most influential factor in achieving administrative
goals, Because of its great role in shaping and shaping the behaviour of
individuals, as well as being a function of the level of interaction between
the individual and his environment. Therefore, recognizing the nature of
organizational alienation prevailing in any organization in its various
dimensions is necessary and important. It seeks to adopt policies and
procedures that enhance the positive aspects, it works to correct the negative
aspects and improve the mental health of its employees. And their morale and
moral values, which are reflected positively on the efficiency and
effectiveness of the process of achieving the goals of the organization,
Satisfaction of individual and organizational needs and desires. Good human
relations, which prevail among individuals in the same organization, help to
create and create healthy organizational behaviour. It is based on the way
managers treat their subordinates, the philosophy of senior management, working
conditions, and the quality of goals and objectives. Which the organization
seeks to achieve, as the level of organizational alienation is affected by the
change in the general atmosphere that prevails in the internal environment, with
all its conditions and variables, With its level of civilization and stability,
and the extent of the rule of democratic dimensions in it, which is based on
the fundamental idea that the multiplicity of healthy minds is more capable of
presenting correct ideas than a single, sound mind. From here, the
organizational alienation prevailing among individuals works to formulate and
shape the characteristics of the organization in all its dimensions, And work
to create difficulties and obstacles that may stand in the way of the
organization’s realization of its programmes, Which weakens the organization's
ability to create the appropriate atmosphere that would encourage the provision
of a calm work environment, It is characterized by the stability and stability of
individuals and the organization, and in a way that achieves the organization’s
vision, mission and goals efficiently and effectively. As individuals working
in an organizational environment that suffers from a high level of
organizational alienation may not feel important at work, And the value of the
tasks they perform, which contributes to their weak ability to achieve
organizational goals successfully, and generates mutual mistrust between them
and the organization’s management. This reflects negatively on the nature of
the work environment prevailing in the organization, and then the organized
values of hatred, envy and jealousy are generated. Conspiracies and intrigues
abound, and a state of melancholy organization prevails, affection and lack of sincerity
in the performance of tasks and duties. Organizational diseases, feelings of
injustice, widespread depression and unwillingness to continue working prevail
in the workplace. Therefore, organizations work, It lives the modern
administration with an accelerating pace on establishing a conscious
understanding of the level of organizational alienation, And work on analysing
its elements in order to identify the direct and indirect influences on the
behaviour and motives of individuals in order to treat, improve and develop
performance, Increasing productivity in light of satisfying the individual's
functional, psychological, social and material needs (Al-Mutairi, 2016).
Therefore, organizational alienation is an indication of the entry of
administrative and educational organizations into the bottleneck of conflicts
and organizational diseases in their shadows. To poison the structural
existence of these institutions, and to enter them in a state of frustration
and weakness in the aspiration for a better tomorrow filled with love,
appreciation and respect for others. And the rule of partnership in an
atmosphere of positivity and organizational health, which leads to the absence
of love of work among workers, and the weakness of instilling the goals of their
institution in their obsessions, and the advancement and development of the
institution becomes a concern in which they live. And they think about it most
of their time, so that they look to their interests and put them ahead of the
interests of the institution. They deal with their institution and its
achievements on the grounds that it represents an occupation authority, and the
institution prevails in this light. Persistent weakness based on unwillingness
to innovate, the weakness of exploiting the available capabilities and
capabilities and the inability to establish an effective social contract
between workers in which individualism is negated and collectivism is
prominent. And work under its management, so that everyone benefits from the
interests achieved, they face skepticism, lack of honesty, and lack of justice
with sincere work and self-denial. In light of this, organizational alienation
grows as a true reflection of the interaction of many factors that appear on
the individual in his behaviour towards his work, whether those factors are
related to the individual himself; Such as the experience he acquires, or the
educational qualification he obtains from a university, college or institute,
or his gender, whether he is male or female, with all its physiological,
psychological or sociological characteristics and characteristics [1].
Any administrative or
educational organization seeks to achieve the highest levels of efficiency in
work and effectiveness in the performance of its employees. So that it is keen
on everything that would raise the standard of employees, and in a way that
guarantees a high level of interaction and integration, Active participation in
the fulfilment of the duties and tasks assigned to them, Looking at the Jordanian
institutes of technical education, the researchers noticed a rise in the level
of organizational alienation among the administrators working in them, after
they returned to their work in the period after the relatively end of the
Corona pandemic in Jordan. Where a large degree of disparity has been
established in the level of moral principles and values that must be available
to workers to ensure the proper completion of their work and in a manner that
ensures the highest levels of interaction and integration in their jobs.
Therefore, it was important to research the level of organizational alienation
in light of the communication and incentives variables, which contributes to
establishing a solid base for organizational behavior in those institutions.
Perhaps what confirms the impact of organizational alienation that may occur in
any organization is the results of the study [2-4].
The research seeks to
identify the level of organizational alienation among administrators working in
institutes of technical education in the light of the variables of interest in
workers and incentives. In light of the post-Coronavirus pandemic, by answering
the following questions:
·
The
first question: What is the level of organizational alienation among
administrators working in institutes of technical education in light of the
variables of interest in workers and incentives?
The second question: Are there statistically
significant differences at the significance level (?? 0.05) between the
arithmetic averages of the responses of the study sample members towards the
level of organizational alienation in the institutes of technical education due
to the variables (gender, years of experience, and educational qualification)?
This research aims to
achieve the following:
·
Adding
new knowledge in the field of organizational alienation.
·
Helping
those in charge of decision-making and policies in the administrative and
educational fields to create an environment for the social system within the
institutes of technical education.
Working to generate a state of harmony in the
work of the employees, and their good management of the functional affairs that
they carry out, ensuring that the objectives of the technical education centers
are achieved efficiently and effectively.
The search included the
following terms:
Organizational alienation: It is a state in which workers in the
organization reach a feeling of suffering, loss of themselves and their
inability to achieve their needs, desires and goals [5].
Technical Education
Centers: They are centers concerned with vocational
education based on providing learners with skills and experience in technical
and vocational disciplines. In a manner that guarantees employment for them and
at a level that meets their living needs.
The limitations of the
research include the following:
Human limits: administrators working in institutes of technical
education.
Time limits: the second half of 2021.
Spatial boundaries: Jordanian institutes of technical education.
This part will include
a presentation of the previous studies that were reviewed, both Arab and
foreign, arranged historically from newest to oldest, as follows:
The study came to
identify the relationship caused by job alienation between two important
variables in the business sector. They are organizational injustice and
organizational loyalty, and whether alienation affects health care workers. The
descriptive analytical method and questionnaire were used as a tool for the
current study. The researchers tested these relationships in a sample of 383
healthcare professionals (nurses and doctors) from public and private hospitals
in Istanbul. The results of the study showed the existence of a statistically
significant correlation between the dimensions of job alienation and
organizational loyalty due to the benefit of the dimensions of occupational
alienation. The results showed that there is a relationship between workers in
the health sector for the variable of organizational injustice and
organizational loyalty in favor of females in the two variables. Study aimed to
identify the degree of influence of the ethical climate (the individual side
and the organizational side), Feelings of job alienation, pessimism, helplessness,
isolation, and dissatisfaction At the Ministry of Higher Education and
Scientific Research in Jordan. The number of the ministry's employees reached
(200), and the study relied on the descriptive analytical approach, with its
theoretical and field methods [6]. The results of the study showed that the
respondents' perceptions about the existence of an ethical work climate in the
ministry came at a high level. While their perceptions about the level of
feeling of job alienation among the respondents were at an average level. The
study also showed that there are statistically significant differences in the
ethical work climate in its individual ethical and organizational dimensions on
the feeling of job alienation in the ministry. In favor of the ethical
individual side on the feeling of job alienation, and the absence of
statistical differences for the ethical organizational side on the feeling of
job alienation, this is due to the employees’ commitment to the legislation,
procedures and ethical codes that compel them to integrate within them in order
to prevent them from being punished. A study that aimed to determine the
relationship between the levels of job alienation and the attitudes and
attitudes of students nominated for physical education teachers towards the
teaching profession [7]. In the faculties of physical education, sports
faculties and the Department of Education, and determining the relationship
between the levels of their alienation and their attitudes, and whether there
are any statistically significant differences between the variables: type and
grade. The study group consisted of 695 candidates from teachers who study in
the departments of education, physical education and sports. The correlational
approach and the correlational research model were used in this study, in order
to determine the relationship between two or more variables. The study revealed
that the differences between the levels of job alienation and the attitudes of
physical education teacher candidates towards the teaching profession were
moderate the levels of alienation predicted significant levels of attitudes
towards the teaching profession due to the grade variable. The study aimed to
reveal the impact of the sources of work stress represented by (role ambiguity,
role conflict, workloads, and opportunities for advancement and career growth)
on the level of feelings of job alienation in Yarmouk Teaching Hospital, To
achieve the objectives of the study, a questionnaire was developed and
distributed to a sample of (126) respondents, from which (120) valid
questionnaires were recovered [8]. The results of the study showed a
statistically significant correlation between the sources of work stress and
the level of feeling job alienation. The results also showed the presence of
statistically significant differences for the sources of work stress at the
total level and at the level of its dimensions, represented by role ambiguity,
role conflict, workloads, opportunities for advancement and career growth. And
in the level of feeling of occupational alienation due to gender and in favor
of the nurses. The purpose of study was to ascertain the relationship between
the levels of job alienation for students of the College of Education, and
their attitudes towards the teaching profession [2]. The research sample
consisted of 875 students, they were selected by simple random sampling of
2,600 students from the Faculty of Education at Adiyaman University. In this
study, the questionnaire "Personal Information Model" was used, which
consists of two scales, the first: the measure of students' alienation and the
"scale of attitudes towards the teaching profession", in order to
collect data and analyze it using the (T) test for independent groups. In order
to determine whether the levels of alienation and attitudes towards the
teaching profession differ according to the variables of gender and teaching
method, while the one-way analysis of the difference was conducted to determine
whether there was any discrimination according to the variables of program type
and class in order to determine the source of the difference between groups.
Regression analysis was also used in order to determine the level of
relationship between levels of alienation and attitudes towards the teaching
profession. The results obtained showed that the experienced students had a
medium level of alienation, while their attitudes towards the teaching
profession were at a high level in the two dimensions. According to the gender
and class variables, statistically significant differences were seen only at
the level of alienation in the light of the teaching method variable. As for
the study, it aimed to study the elements of functional alienation in the Urmia
white cement factory in Iran [9]. This study came to clarify the case of
occupational alienation in order to analyze the elements that create
occupational alienation in the Urmia white cement factory through the
development of a questionnaire that was completed Distributed to a sample of 90
employees The results of the study indicated that there are fundamental
differences in job alienation according to marital status in favor of married
couples. There were statistically significant differences in job alienation due
to the nature of work in favor of non-administrative employees, in job
alienation and employee satisfaction with salaries and wages in favor of
high-paid employees, and in job alienation and the nature of relationships
between managers and employees in favor of managers.
Summary
of previous studies and the location of the current research
Previous studies were
used to know the appropriate methodology and statistical processes, and to
identify the theoretical framework of the study’s subjects and variables, And
in building the research tool, especially the study of the study of patience
(2013), and the study [9]. The current research agrees with previous studies in
reviewing the concept of organizational alienation. The current research is
similar to previous studies, especially the study of; Patience. In some
variables of the study, such as incentives, but it was distinguished from those
studies in its focus on administrators working in technical education centers,
in addition to its focus on variables that were not addressed by previous
studies [10].
Research Methodology: The descriptive survey method was used to achieve
the research objectives.
Research sample: The research sample consisted of a number of administrators working in technical education centers, and their number is (45) administrative, and table (1) shows the distribution of the research sample according to the research variables (Table 1).
Table 1: Distribution of the sample according to the research variables.
Total |
Number |
Variable |
Variables |
45 |
28 |
Male |
Sex |
17 |
female |
||
45
|
9 |
Postgraduate |
Qualification
|
25 |
Bachelor's |
||
11 |
diploma |
||
45 |
25 |
Five years or less |
Years of Experience |
Search
tool
The research tool was
developed, with reference to the theoretical literature, and some previous
studies such as; the study of patience (2013), and the study of erbas (2014),
in order to achieve the objectives of the research and answer its questions.
The final form of the
research tool consisted of (10) paragraphs distributed over two areas: the area
of concern for workers, which consisted of (5) paragraphs, and the field of
incentives, which consisted of (5) paragraphs.
In order to verify the
validity of the tool, the apparent validity was adopted in terms of the
formulation of the paragraphs, and their relevance to the field in which they
were placed, as the number of its paragraphs came to (10) paragraphs. To verify
the stability of the tool, the internal consistency coefficient was used
according to the Cronbach Alpha equation to extract the stability of the study
tool by domains, and Table (2) shows the stability coefficients of the tool
fields (Table 2).
Table 2 shows that the stability coefficients are acceptable, and to judge the level of organizational alienation in institutes of technical education, The following scale was adopted: low availability (2.33 and less), medium availability (2.34-3.67), and high availability (3.68 and more).
Table 2: Cronbach Alpha invariance coefficients for search tool fields.
Cronbach
Alpha |
Field |
Number |
0.90 |
interest in workers |
1 |
0.89 |
incentives |
2 |
Search
results and discussion
Results related to the
answer to the first question, which states: The first question: What is the
level of organizational alienation among administrators working in institutes
of technical education in the light of the variables of interest in workers and
incentives?
To answer this question, the arithmetic averages and standard deviations of the responses of the study sample members in general and for each field of study were calculated (Table 3).
Table 3: Arithmetic averages, standard deviations, and order of the level of organizational alienation among administrators working in institutes of technical education in the light of the variables of interest in workers and incentives.
Availability |
ranking |
standard deviation |
SMA |
the field |
the number |
medium |
1 |
0.89 |
3.57 |
interest in workers |
1 |
medium |
2 |
1.03 |
3.32 |
incentives |
2 |
medium |
0.92 |
3.43 |
Total marks |
Table 4: Arithmetic averages, standard deviations, order and degree in the field of interest in workers, arranged in descending order.
Availability |
ranking |
standard deviation |
SMA |
Paragraph |
the number |
medium |
1 |
0.82 |
3.53 |
I am satisfied with the
privileges available to me to improve my standard of living |
2 |
medium |
2 |
1.01 |
3.52 |
My work environment in terms
of (location and equipment) makes me feel reassured and safe |
4 |
medium |
3 |
0.86 |
3.53 |
I feel fair where I work |
3 |
medium |
4 |
0.92 |
3.54 |
I am satisfied with the
possibilities available to me to carry out my administrative duties |
1 |
medium |
5 |
1.00 |
3.54 |
The management of the
institute is keen on the sustainability of the work of the administrators |
5 |
medium |
0.90 |
3.52 |
Total marks |
It is noted from Table
(3) that the level of organizational alienation among administrators working in
institutes of technical education was medium, the arithmetic mean was (3.43)
and the standard deviation was (0.92). The fields were average, and the field
of concern for workers came in the first rank. With an arithmetic mean (3.57)
and a standard deviation (0.89), the incentives came in the last rank with an
arithmetic mean (3.32) and a standard deviation (1.03). As for the paragraphs
of each domain, the results were as follows:
The field of interest
in workers: the arithmetic averages, standard deviations, and ranks were
calculated for the paragraphs of this field (Table 4).
Table 5: Arithmetic averages, standard deviations, order, and degree of availability for the incentive domain.
Availability |
ranking |
standard deviation |
SMA |
Paragraph |
the number |
medium |
1 |
1.10 |
3.63 |
The moral motivation in the
institute enhances my performance |
3 |
medium |
2 |
1.06 |
3.60 |
The financial motivation in
the institute enhances my performance |
5 |
medium |
2 |
1.06 |
3.60 |
The management of the
Institute considers workload responsibilities when awarding remuneration |
2 |
medium |
4 |
1.10 |
3.57 |
Outstanding achievement is rewarded
at the institute where I work |
4 |
medium |
5 |
1.05 |
3.54 |
The incentives offered by
the management of the institute enhance the loyalty of the administrators to
the permanence of work at the institute |
1 |
medium |
1.06 |
3.57 |
Total marks |
Table 6: Arithmetic means, standard deviations, and t-test according to the sex variable.
the field |
SEX |
THE NUMBER |
SMA |
standard deviation |
T value |
Indication level |
interest in workers |
female |
17 |
3.79 |
0.74 |
2.441 |
**0.004 |
MALE |
28 |
3.64 |
0.82 | |||
Total |
|
45 |
3.74 |
0.79 |
| |
incentives |
female |
17 |
3.57 |
0.88 |
0.862 |
0.016 |
MALE |
28 |
3.49 |
0.90 | |||
Total |
|
45 |
3.52 |
0.89 |
| |
Total marks |
female |
17 |
3.62 |
0.80 |
1.639 |
0.009** |
MALE |
28 |
3.39 |
0.81 | |||
Total |
|
45 |
3.51 |
1.67 |
|
Table 7: Arithmetic averages, standard deviations, and t-test according to the variable years of experience.
the field |
Years of Experience |
THE NUMBER |
SMA |
standard deviation |
T value |
Indication level |
interest in workers |
Five years or less |
25 |
3.69 |
0.74 |
-1.673 |
0.074 |
more than five years |
20 |
3.82 |
0.83 | |||
Total |
|
45 |
3.78 |
0.80 |
| |
incentives |
Five years or less |
25 |
3.41 |
0.93 |
-3.428 |
**0.013 |
more than five years |
20 |
3.64 |
0.89 | |||
Total |
|
45 |
3.56 |
0.92 |
| |
Total marks |
Five years or less |
25 |
3.50 |
1.66 |
-1.272 |
0.202 |
more than five years |
20 |
3.61 |
1.68 | |||
Total |
|
45 |
3.56 |
1.65 |
|
Table 8: Arithmetic averages and standard deviations according to the educational qualification variable.
the field |
Qualification |
THE NUMBER |
SMA |
standard deviation |
interest in workers |
Postgraduate |
9 |
3.79 |
0.55 |
Bachelor's |
25 |
3.88 |
0.82 | |
diploma |
11 |
3.76 |
0.79 | |
Total |
|
45 |
3.76 |
0.76 |
incentives |
Postgraduate |
9 |
3.54 |
0.85 |
Bachelor's |
25 |
3.68 |
0.86 | |
diploma |
11 |
3.59 |
0.90 | |
Total |
|
45 |
3.73 |
0.87 |
Total marks |
Postgraduate |
9 |
3.58 |
1.61 |
Bachelor's |
25 |
3.67 |
1.70 | |
diploma |
11 |
3.52 |
1.62 | |
Total |
|
45 |
3.58 |
1.48 |
Table 9: Scheffe test for dimensional differences due to educational qualification variable.
diploma |
Bachelor's |
Postgraduate |
SMA |
Qualification
|
3.52 |
3.68 |
3.59 | ||
0.934 |
0.952 |
- |
3.59 |
Postgraduate |
0.387 |
- |
0.952 |
3.68 |
Bachelor's |
- |
0.387 |
0.934 |
3.52 |
diploma |
The difference is
statistically significant at the significance level (?? 0.05) |
Table 5 shows that the
level of organizational alienation among administrators working in technical
education centers in the field of incentives was average, as the arithmetic
mean was (3.43) and the standard deviation was (1.03). All paragraphs of the
field were average. Paragraph (3) came in the first rank, which states: “The
moral motivation in the center enhances my performance.” Paragraph (1) came in
the last rank, which states: “The incentives offered by the administration of
the center enhance the loyalty of the administrators to the permanence of work
in the center.” This may be due to the weak ability of the center's management,
as well as the working administrators, in expressing their appreciation for the
tasks and burdens placed on the administrators themselves. This may also be due
to the department’s management’s belief in the available incentive systems, and
that they are sufficient and meet the human needs of the administrators. And
that there is no justification for new systems related to the creation of other
incentives, especially in the circumstances that administrative and educational
organizations are going through and their exit from the Corona pandemic. And it
suffers from a state of financial weakness, as an inevitable result of the
material losses and weakness in the capabilities that were depleted during the
pandemic. Results related to the answer to the second question, which states:
Are there statistically significant differences at the level of significance
(?? 0.05) between the arithmetic averages of the responses of the study sample
members Towards the level of organizational alienation among administrators
working in technical education centers due to the variables (gender, years of
experience, and educational qualification)?
This
question was answered as follows
Gender variable: The
arithmetic means and standard deviations were calculated, and the t-test was
calculated according to the gender variable (Table 6).
To determine whether
the differences between the means are statistically significant at the
significance level (?? 0.05), the t-test was applied. The results in Table (6)
indicate that there are statistically significant differences at the
significance level (? ? 0.05) according to the gender variable based on the
calculated (T) value. It reached (1.639) and at a level of significance
(0.009), where the difference was in favor of males, as evidenced by the
increase in their arithmetic averages. This may be attributed to the
administrator's need to secure a safe standard of living capable of maintaining
the family level within which he lives. Considering that males are responsible
for spending and following up on the revenues that enter their homes, and on
the other hand, we find that males may feel depressed And the inability to
continue working, especially after they returned to their work after the Corona
pandemic, as an inevitable result of their stay in their homes for a long time
and their constant need to earn money Which contributed to the emergence of
needs and desires among males, which contributed to the high level of
organizational alienation among them at a noticeable rate. Years of experience
variable: The arithmetic averages and standard deviations were calculated, and
the (t-test) test was done according to the years of experience variable (Table
7).
To determine whether
the differences between the means are statistically significant at the
significance level (?? 0.05), the t-test was applied. The results in Table 7
indicate that there are no statistically significant differences at the
significance level (? ? 0.05) according to the years of experience variable
based on the calculated (T) value. It reached (-1.272) and with a significance
level of (0.202), as the difference was in favor of those whose years of experience
reached more than five years Evidence of the increase in their arithmetic
averages, and this may be attributed to the prevailing management style, which
was characterized after the Corona pandemic in reducing the provision of
incentives and financial aid and reducing the possibilities that flow into the
framework of caring for workers. This was reflected in the high level of
organizational alienation among workers whose years of experience reached more
than five years. In addition to the weak interaction between this group of
workers; Considering that their tasks intersect with each other, which led to
more complexity in interacting and synergizing with each other on the one hand,
and with the administration of the institute on the other hand, which led to
the weakness of the institute’s administration’s ability to address the
difficulties and obstacles faced by the workers, and thus provide more
attention to their affairs, Providing a large amount of potentials, and working
on their development, development, motivating them, rewarding their efforts,
and raising their standard of living. Educational qualification variable:
Arithmetic averages and standard deviations were calculated according to the
educational qualification variable (Table 8).
It is noticed from
Table 8 that there are apparent differences between the arithmetic averages,
according to the educational qualification variable, as those in the (Bachelor)
category got the highest arithmetic average of (3.67), Those in the (graduate)
category came in the second rank, with an arithmetic average of 3.58, and in
the last rank came those in the (diploma) category. The arithmetic mean reached
(3.52), and to determine whether the differences between the means are
statistically significant at the level of significance (?? 0.05). One Way ANOVA
has been applied, and the results of the analysis of variance (Table 9).
It appears from Table 9 that the difference
came: in favor of the auditors who are in the (Bachelor) category when
comparing them with the auditors who are in the (diploma) category.
Organizational
alienation is an important indicator of the organization’s passing through a
state of weakness, as it is the mirror that reflects the set of weaknesses and
obstacles facing employees. Which may affect ensuring the achievement of the
desired goals and objectives, hence it is imperative that the departments of
organizations, especially those concerned with technical education affairs,
attach great importance to organizational alienation. So that it attaches great
importance to its employees, and makes reasonable professional care in order to
achieve efficiency in work and effectiveness in performance. In addition to the
importance of focusing on providing the opportunity for workers to participate
in directing work and tasks effectively and giving them incentives, which
constitute the fuel that ensures the achievement of individual and
organizational goals alike.