Examining work alienation on the basis of relationship regulation theory with mixed methods in academician sample

Work experience, which has a substantial place in human life, involves different relationship types. The focus of this study is to examine the work alienation progress of those who use intensively different forms of relationships at work. Two variables, relational fit, and authenticity at work, were included in this study as predictive variables that are thought to contribute to a better understanding of this framework. There is a reality in Turkey that the number of private and state universities is increasing and this study was carried out with academicians in these universities. The study consisted of two phases. The quantitative method was used in the first part, and the qualitative method was used in the second part. One thousand one hundred and forty-seven academicians aged between 23 and 79 from different cities and titles participated in the quantitative phase of the study. Data were collected using the "Work Alienation Scale", "Relational Fit Scale", "Personal Relational Models in the Work Context Scale" and "Authenticity at Work Scale". The analysis regarding the moderator effect of personal relational models on the relationship between relational fit and work alienation showed that market pricing-equality matching relational model was the only one that had the moderator effect. Besides, none of the relational models had the moderator effect on the relationship between authenticity at work and work alienation. In order to understand this finding in detail, the results of the analysis carried out with the dimensions of authenticity at work showed that both communal sharing and market pricing-equality matching relational models had the moderator effect on the relationship between authentic life dimension and work alienation. In the qualitative phase, participants were chosen based on the results of the measurement tools applied to the participants in the first part of the study. That is, semi-structured interviews were made with 15 academicians who had a high degree of using each relational model and work alienation. According to the predominantly used relationship models, the number of participants was as follows: 8 academicians used market pricing-equality matching relationship, 4 academicians used communal sharing relationship, and 3 academicians used authority ranking relationship. The findings showed the dominant aspect of the market pricing-equality matching relationship in the work alienation experiences of academicians who predominantly use different relationship models. In other words, this relational model mostly seemed to ensure justice for the academicians. In this respect, the first phase findings pointing to the moderator role of market pricing-equality matching on the relationship between relational fit and work alienation seemed more comprehensible. In addition, academicians emphasized the unity within the department, institution, or among all academicians in their work alienation experiences regarding communal sharing relationship. Corruption of authority was also addressed in the experience of work alienation related to authority ranking relationship. Lastly, we can mention some contents of market pricing-equality matching and communal sharing relationships to understand the moderator role of these two models on the relationship between authentic living dimension and work alienation. This finding is understandable considering the individual emphases, such as getting rewards proportional to effort or equal treatment in the market pricing-equality matching relationship, and the group emphases, such as taking joint responsibility and acting in unity in the communal sharing relationship. In conclusion, regulations that improve the market pricing-equality matching relationship seem essential in reducing the work alienation experiences of academicians. Keywords: Work alienation, relational models, relational fit, authenticity at work, market pricing-equality matching relationship