Socio-demographic Factors and Alienation among Workers in a Nigerian University: A Correlational Analysis

Emmanuel Obiahu Agha, Collins Chukwuemeka Uche and Daniel Chinazam Ogbu
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Emmanuel Obiahu Agha: Department of Sociology, Faculty of Social Sciences Alex Ekwueme Federal University, Ndufu-Alike, Ebonyi State, Nigeria
Collins Chukwuemeka Uche: Department of Sociology, Faculty of Social Sciences Alex Ekwueme Federal University, Ndufu-Alike, Ebonyi State, Nigeria
Daniel Chinazam Ogbu: Department of Sociology, Faculty of Social Sciences Alex Ekwueme Federal University, Ndufu-Alike, Ebonyi State, Nigeria

International Journal of Research and Innovation in Social Science, 2024, vol. 8, issue 5, 225-241

Abstract: This correlational study examined socio-demographic variables and job alienation among workers in the Alex Ekwueme Federal University Ndufu-Alike (AE-FUNAI), Ebonyi State, Nigeria. Anchored on equity theory, which assumes that alienation occurs when workers are not treated fairly as they expect, data for the study were generated through a 33-item structured questionnaire administered to two hundred and sixty-three (263) respondents. Eight (8) hypotheses were formulated and tested using the Spearman Rank Order Correlation (Spearman rho). Results show that age, gender, marital status, tenure, staff type, and job type positively predict alienation, whereas education and pay/salary negatively predict alienation. In summary, socio-demographic variables predict job alienation. Importantly, management should consider seriously and prioritise the socio-demographic variables of their workers in its bid to stem job alienation and promote job involvement and other positive job behaviours. For instance, education or training of workers on new skills and technology can make them feel less alienated in their jobs. In all, effective and proactive human resource management is needed in controlling socio-demographic variables to achieve decreased job alienation or increased job involvement.

Date: 2024
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