A Research on the Relationship Between Organizational Cynicism and Organizational Commitment: Textile Sector Example

Buse Bedel ,Nilüfer Rüzgar

doi:10.7176/ejbm/12-12-09

Abstract

Organizational commitment is a positive business behavior that expresses the sense of belonging and commitment developed by the employee towards the organization in which he/she is working. Organizational cynicism, which has a diminishing effect on this positive work behavior, is the totality of negative beliefs, feelings and thoughts developed by the employee towards the organization. This study aims to discuss the relationship between organizational commitment and organizational cynicism The sample of the research is defined as the employees in organizations that are active in textile sector in the city of Bursa Nilufer Organized Industrial Zone. In this context, a questionnaire consisting of 3 parts is used as data collection tool. The first section of the questionnaire there are demographical questions. In the second section, there is Organizatiobal Cynicism Scale, which is developed by Brandes, Dhaldwadk and Dean (1999) and in the third section there is Organizational Commitment Scale, which is developed by Meyer and Allen (1991). 250 surveys have been distributed to participants via e-mail and 179 respond are received. The collected data were analyzed using SPSS 22.0 package program. According to the findings there is statistically significant relationship between organizational Cynicism and all 3 dimensions of Organizational Commitment. There are various researches on the relationship between organizational commitment and organizational cynicism in both international and national literature. On the other hand, there is almost no study dealing with this relationship in the context of the textile sector. At this point, it is hoped that this work will constitute originality, and it is expected that a more detailed national framework will be created in the future, not only in the textile sector, but also in the private and public sectors. In addition to this, it is hoped that professionals would gain awareness about the human resources in their organizations based on the results of these and similar studies. Keywords: Organizational commitment, Organizational cynicism, Textile sector DOI: 10.7176/EJBM/12-12-09 Publication date: April 30 th 2020

Highlights

Introduct$on The BntensBfBcatBon of the competBtBon Bn the busBness world Bn recent years and the Bntense pressure created by globalBzatBon have caused management approaches to focus on the employees and the Bmportance gBven to the human element wBthBn the organBzatBon has Bncreased
When the researches on organizational commitment and organizational cynicism are examined, it is seen that there are few number of studies examining the relationship between the two concepts
The sample of the research is defined as the employees in organizations that are active in textile sector in the city of Bursa Nilüfer Organized Industrial Zone

Summary

Introduction

Becker (1960: 32) defines the concept of organizational commitment as a commitment resulting from the thought that the gains of the employees from the organization in addition to their efforts, be wasted when it comes to leaving the organization. It defines it as a bond, which causes the employees to decide to continue working in the organization. In the light of the definitions made, it is possible to summarize the concept of organizational commitment as the desire of the employee to remain in the organization, high level of interest and effort for the organization to be successful, integration of the organization with its values, goals and objectives, and the loyalty attitude developed towards the organization (Bayram, 2005: 128)

Objectives

Methods

Results

Conclusion