Abstract
Organizational cynicism has been a topic of discussion and debate among employees and top management. The purpose of this study is to find out the relationship between organizational cynicism and organizational pride. Precisely, the objectives are to identify and measure organizational cynicism among employees in industrial organizations; to determine and measure the degree of organizational pride among employees in industrial organizations and to study the effect of organizational cynicism on the organizational pride of employees in industrial organizations. In this empirical research, the study population was employees of industrial organizations of Oman. Using a purposive sampling technique, nine industrial organizations from Oman were picked. With the help of structured questionnaire, data from 350 respondents was obtained. Structural equation modeling was used through Amos version 25.0 for data analysis. The results reveal that the two dimensions of organizational cynicism (affective cynicism and behavioral cynicism) have a significant and negative impact on emotional pride, while cognitive cynicism does not significantly effect emotional pride. The study results indicate that the one dimension of organizational cynicism (affective cynicism) has a significant impact on attitudinal pride, while the rest of the other dimensions (cognitive cynicism, behavioral cynicism) do not have a significant effect on attitudinal pride. The limitations and implications of the research are also discussed.
Highlights
Organizational cynicism is an old phenomenon, despite the modernity of dealing with it by researchers and practitioners, organizational cynicism is a feeling of dissatisfaction towards the organization, and employees believe that the organization’s management lacks honesty, justice, and transparency [1]
The results show that one dimension of organizational cynicism (Aff) has a significant impact on attitudinal pride (Att) and the other dimensions (Cog and Beh) have no significant impact on attitudinal pride (Att)
The current study has explored the impact of three dimensions of organizational cynicism on organizational pride in the Omani context with reference to the industrial organizations
Summary
Organizational cynicism is an old phenomenon, despite the modernity of dealing with it by researchers and practitioners, organizational cynicism is a feeling of dissatisfaction towards the organization, and employees believe that the organization’s management lacks honesty, justice, and transparency [1]. Organizational cynicism is widespread among organizations globally; there have been studies in USA, Europe, and Asia [2,4,5,6]. There is always a need to study different aspects of management in different cultural environments [7]. In his famous cultural study, Hofstede drew the majority of data from developed economies like that of USA, UK, and Europe [7]. Other than this developed world, Int. J. Public Health 2019, 16, 1203; doi:10.3390/ijerph16071203 www.mdpi.com/journal/ijerph
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