@article{2017,title={THE RELATION BETWEEN ORGANIZATIONAL ALIENATION AND JOB SATISFACTION: AN APPLICATION IN THE HEALTH SECTOR},abstractNode={In our globalizing world, innovations come at a dizzying pace and businesses that want to continue their lives have to adapt to these innovations. Businesses need to provide their customers with the requested products or services in a timely and appropriate manner in order to maintain their life. Employees play a key role in producing this product or service in the right time and in the desired quality. Satisfaction with the work of the employee is related to many important factors such as the quality of the work, the duration of the work, and the productivity. Managers must avoid many annoying elements and implement preventive methods, in order to increase employees' morale and job performance and reduce the level of alienation. Because of organizational alienation, businesses are confronted as an undesirable situation that needs to be managed and controlled wisely. So the organizational alienation enterprises are confronted as an undesirable situation that must be cleverly managed and controlled. This is why the Organizational alienation businesses are confronted as an undesirable situation that needs to be managed and controlled wisely. Thus, Organizational alienation emerges as an undesirable situation where businesses need to be cleverly managed and controlled. The main purpose of the study is to demonstrate the effect of alienation on the job satisfaction of employees and to test whether there is a relationship between alienation and job satisfaction of employees. For this purpose, the opinions of health personnel working in a publicly-owned hospital were consulted. The Mottaz Alienation Scale and the Minnesota Job Satisfaction Scale were used as data collection tools. As a result of the findings, it was determined that there is a significant negative correlation between alienation and job satisfaction of employees. These findings show that there is a significant pradigma change in the context of human resources and that a new approach is needed. In this context, it is thought that, besides the current human resources approach, especially the practices that will strengthen the working life of the employees should be brought to the agenda.},author={Fuat KORKMAZER-- Erhan EKİNGEN},year={2017},journal={The Journal of Academic Social Science Studies}}