The effect of power distance on work alienation: A study on health workers

This study aims to determine the effect of perceived power distance on work alienation through health workers. The study was designed as quantitative research, and a three-part questionnaire was used as a data collection tool. In the first part of the form, questions about the demographic charasteristics of the participants were included. The "Work alienation Scale" developed by Mottaz (1981) was used in the second part. The Turkish validity and reliability were done by Yumuk (2011). The scale consits of three sub-dimensions: powerlessness, meaninglessness and self-enstrangement. There are seven questions in each dimension, consisting of twenty-one questions. In the third part of the form, the power distance dimension of the Individual Cultural Values Scale, which was developed by Yoo, Donthu, and Lenartowicz (2011:201), adapted to Turkish by Saylık (2019), and measures the cultural dimensions put forward by Hofstede at the individual level, was used. As a result of the correlation analysis regarding Work Alienation and Power Distance, there is a positive and significant relationship between the power distance perceptions of the participants and their work alienation. As a result of the regression analysis conducted to determine the effect of the participants' power distance perceptions on their work alienation levels, power distance perception has a positive and significant effect on work alienation. Based on the results, it was found that as the power distance perception of healthcare professionals increased, their level of alienation from work also increased. Accordingly, the people in the upper positions in the hospital play an important role in adjusting the distance against the employees. Otherwise, employees will inevitably be alienated from work in organizations where human life is at stake, such as health services. Managers, in an environment such as a hospital where the working environment is very busy, activities, etc. to, encourage employees can motivate with applications and thus prevent the alienation of employees from work.