Abstract
The article discusses a study that investigates behaviors and factors that might reduce cynical responses in employees to workplace crisis situations. The article states that research is abundant regarding causes of cynicism in the workplace, but none on ways to reduce it. The article hypothesizes that perceived supervisor support and psychological hardiness will be negatively related to organizational cynicism, and that positive and negative emotion will each account for unique variance in the prediction of organizational cynicism. The article concludes that perceived supervisor support and psychological hardiness had an indirect relationship with employee cynicism through positive and negative emotions.
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