Abstract
This study focus on the phenomenon of “organizational change cynicism” that can be defined as “neg- ative or pessimistic perspective towards organizational change” and how to manage this phenomenon. For the study which designed as descriptive and subjective qualitative research, data is collected through focus group discussions and in-depth interviews. Emic approach is adopted ro determine the characteristics of organizational change cynicism in Turkish work life context. In this regard, focus group discussion is performed with eight people from different industries and in-depth interviews are conducted with sev- en people to determine the cynical attitude towards organizational change. As a result of data analysis, basic dimensions of organizational change cynicism is identified as “experiential”, “administrative” and “acquiring”.
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