Cynicism Levels Research Articles

Deceptive Knowledge Hiding in Organizations: Psychological Distress as an Underlying Mechanism

This study investigates the role of employee cynicism and perceived organizational politics in deceptive knowledge-hiding behaviors (evasive hiding and playing dumb). Besides, this work aims to measure the mediating role of psychological distress between employee cynicism, perceived organizational politics, and deceptive knowledge-hiding behaviors. Using a time lag strategy, the data were collected in three waves from 478 employees working in research and development institutions in Pakistan. A structured questionnaire and PLS-SEM technique were employed for data collection and analyses. The results indicate that employee cynicism and perceived organizational politics significantly promote playing dumb behavior in employees. Employee cynicism has no significant association with evasive hiding. However, perceived organizational politics promotes evasive hiding. Psychological distress as a mediator supports employee cynicism and perceived organizational politics to develop deceptive knowledge-hiding behaviors. The outcomes of this research have significant implications for organizations, especially for research and development departments. Putting down the cynicism level among employees and controlling the organizational politics can motivate the employees to share knowledge and avoid deceptive knowledge hiding. Managers with positive signals can rebuild trust with subordinates and encourage them to be involved in knowledge-sharing activities. The findings of this study could also serve the theory and practice by showing how employees act psychologically when they are cynical and think their company is playing politics.

THE RELATIONSHIP BETWEEN THE ORGANIZATIONAL CHANGE CYNISM, AND THE WORK-LIFE BALANCE OF THE TEACHERS AND SCHOOL ADMINISTRATORS

The purpose of this study is to determine the work-life balance and organizational change cynicism levels of teachers and school administrators working in preschools, primary schools, middle schools, and high schools in Uşak province and its districts. Furthermore, it aims to assess the cynicism levels across the behavioral, perceptional, and cognitive sub-dimensions. Finally, it seeks to identify the relationship between work-life balance and the change cynicism. The study formed a research group using a purposive sampling method, consisting of a total of 255 participants, including 200 teachers, 29 vice principals, and 26 principals working in preschools, primary schools, middle schools, and high schools in Uşak province and its districts. The research model is a correlational survey model. The "Organizational Change Cynicism Scale," developed by Helvacı and Çavdar (2017), was used to determine the organizational change cynicism level of the study group, while the "Work-Life Balance Scale," developed by Taşdelen Karçkay and Bakalım (2017), was used to determine work-life balance. The data is analyzed using the SPSS 18.0 statistical program. Independent samples, descriptive statistics, ANOVA, t-test, one-way analysis of variance, and correlation analysis tests were employed for data analysis. We observe that the work-life balance levels of school administrators and teachers are high. Regarding the change cynicism we found that the overfall perception is low. The cognitive cynicism and behavioral cynicism are at low levels, while the perceptional cynicism is at a moderate level. As a result of the conducted research, we observed that there is a significant negative relationship of low level between work-life balance and change cynicism among school administrators and teachers.

THE RELATIONSHIP BETWEEN THE RESEARCH ASSISTANTS’ BURNOUT LEVELS AND THEIR PERCEPTIONS OF ORGANIZATIONAL CYNICISM

This research aimed to examine the relationship between the burnout levels in research associates, as important shareholders of universities, and their perceptions of organizational cynicism. This study used the correlational survey model, a quantitative research method. The population of the study included 5503 research associates employed in public universities in Aegean region, Turkey, in 2019-2020 academic years. In this research, all research associates in the population were reached, without conducting a sampling study, and 427 research associates responded to the participation calls. The data, collected through the Maslach Burnout Inventory and the Organizational Cynicism Scale, were analyzed in SPSS 24.0 software. The study results showed that the highest average score in research associates’ burnout levels was on the individual achievement dimension. The emotional burnout dimension followed, and the lowest average score was on the depersonalization dimension. The highest average score in research associates’ perceptions of organizational cynicism was on the cognitive dimension and their lowest average score was on the affective dimension. There was no significant difference between the burnout and the organizational cynicism levels based on gender variable. Males and females were found to have similar perception levels. There were significant differences between the levels of professional satisfaction and burnout and organizational cynicism. Medium-level positive and significant relationships were found between the burnout and the organizational cynicism concepts and their sub-dimensions. Based on those results, some recommendations such as clarified and refined job descriptions, shorter working time, increasing reward sources, providing adaptation training and in-service training, and including other academic staff in the research, were added.

MIXED-METHOD ANALYSIS OF PREDISPOSING FACTORS ASSOCIATED WITH THESIS-WRITING BURNOUT AMONGST CHINESE POSTGRADUATES

This mixed-method analysis investigates thesis-writing burnout among 117 Chinese postgraduates, probing the patterns, magnitude, and influencing factors. A measurable burnout trend emerges across thesis-writing stages - Thesis-Writing Proposal (TTP), Thesis-Writing 3-Chapter (TW3C), and Thesis-Writing 5-Chapter (TW5C) - peaking (X=4.41) during TW3C, reflecting heightened exhaustion and cynicism. Notably, burnout varies with demographic attributes, specifically gender and marital status. Concurrently, exhaustion and cynicism levels fluctuate with thesis-writing progression, while professional efficacy gradually escalates. Participants convey a shift from profound exhaustion and cynicism in TTP and TW3C stages to resilience, manageable fatigue, and self-assuredness during TW5C. Predisposing factors encompass uncertainty, anxiety, and advisory attributes, spanning styles, diligence, and personality traits. These aspects, especially autocratic and laissez-faire approaches, exacerbate stress and impact motivation and research methods. These findings underscore the multifaceted nature of academic burnout during thesis-writing among Chinese postgraduates, necessitating stage-specific interventions. Such tailored strategies facilitate burnout prevention, promote thesis completion, and yield profound implications for Chinese conventional postgraduate education. The research also establishes the vital role of advisors in modulating stress levels, underscoring the need for proactive support measures and fostering a conducive academic environment. This study augments understanding of academic burnout, offering valuable insights to counteract its detrimental effects and bolster postgraduate students' academic journey.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0056/a.php" alt="Hit counter" /></p>

Midwives’ occupational wellbeing and its determinants. A cross-sectional study among newly qualified and experienced Dutch midwives

ObjectiveInternationally, about 40 percent of midwives report symptoms of burnout, with young and inexperienced midwives being most vulnerable. There is a lack of recent research on burnout among Dutch midwives. The aim of this study was to examine the occupational wellbeing and its determinants of newly qualified and inexperienced midwives in the Netherlands. The majority of practicing Dutch midwives are aged under 40, which could lead to premature turnover. DesignA cross-sectional study was conducted using an online questionnaire that consisted of validated scales measuring job demands, job and personal resources, burnout symptoms and work engagement. The Job Demands-Resources model was used as a theoretical model. Setting and participantsWe recruited Dutch midwives who were actually working in midwifery practice. A total of N=896 midwives participated in this study, representing 28 percent of practicing Dutch midwives. Measurements and FindingsData were analysed using regression analysis. Seven percent of Dutch midwives reported burnout symptoms and 19 percent scored high on exhaustion. Determinants of burnout were all measured job demands, except for experience level. Almost 40 percent of midwives showed high work engagement; newly qualified midwives had the highest odds of high work engagement. Master's or PhD-level qualifications and employment status were associated with high work engagement. All measured resources were associated with high work engagement. Key conclusionsA relatively small percentage of Dutch midwives reported burnout symptoms, the work engagement of Dutch midwives was very high. However, a relatively large number reported symptoms of exhaustion, which is concerning because of the risk of increasing cynicism levels leading to burnout. In contrast to previous international research findings, being young and having less working experience was not related to burnout symptoms of Dutch newly qualified midwives. Implications for practiceThe recognition of job and personal resources for midwives’ occupational wellbeing must be considered for a sustainable midwifery workforce. Midwifery Academies need to develop personal resources of their students that will help them in future practice.

The Moderating Role of Gender and Age in the Relationship Between School Principals' Inclusive Leadership Behaviors and Teachers' Organizational Cynicism Levels

One of the distinct leadership styles in influencing the attitudes and behaviors of employees in organizations is inclusive leadership, which means hints at that there may be a relationship between inclusive leadership and organizational behavior. This study, which was designed with a correlational study model, aims to determine the moderating role of gender and age in the relationship between school principals' inclusive leadership behaviors and teachers' organizational cynicism levels. The study data were collected from the study population consisting of 4583 teachers. The sample consisted of 377 teachers, which were reached through the simple random sampling method. In addition, the inclusive leadership and organizational cynicism scales were used while collecting data. The results were obtained using descriptive statistics (mean and standard deviation), Pearson's product-moment correlation, and the modulation-effect analysis. Based on this study, school principals' inclusive leadership behavior levels were high, while teachers' organizational cynicism levels were low. Again, there is a moderately negative and significant relationship between school principals' inclusive leadership behaviors and teachers' organizational cynicism. Also, this study revealed that gender and age have a moderating effect on the relationship between school principals' inclusive leadership behaviors and teachers' organizational cynicism. The influence of school principals' inclusive leadership behaviors on teachers' organizational cynicism levels was high in on female teachers and less in younger teachers.

Relationship Between School Principals' Narcissistic Leadership Behaviors and Teachers' Organizational Trust and Organizational Cynicism Levels (A Path Analysis Study)

As leaders of educational organizations, school principals can change teachers' perceptions of school positively or negatively with leadership styles they have. The purpose of this study is to determine in what direction and level the narcissistic leadership behaviors of school principals is related with teachers' organizational trust and cynicism levels according to teachers' perceptions. 397 teachers working in primary, secondary and high schools in Siirt/Turkey during the 2019-2020 academic year completed self-report surveys. Teachers' perceived organizational cynicism and perceived organizational trust were shown to have a negative and moderate relationship. This indicates that the increase in organizational cynicism ultimately decreases organizational trust. Also, 37% of the total variance in the organizational cynicism variable is explained by the behaviours of narcissistic leader. Furthermore, 52% of the total variance of organizational trust variable is explained on the basis of narcissistic leadership behaviors and a direct effect of organizational cynicism latent variable, as well as an indirect effect of narcissistic leadership behaviors through the organizational cynicism variable. As a result, the narcissistic leadership behaviors of school principals can damage organizational trust and increase organizational cynicism.

Pandemi (Covid-19) Şartlarında Örgütsel Sinizmin İşgören Performansı ve Örgütsel Bağlılık Üzerindeki Etkileri: Sağlık Sektöründe Bir Uygulama

Bu çalışmada “Sağlık çalışanlarının örgütsel sinizm algılarının işgören performansı ve örgütsel bağlılıkları üzerinde etkisi var mıdır?” sorusuna cevap aranmıştır. Bu kapsamda çevrimiçi bir anket düzenlenmiş ve ulaşılabilen 218 sağlık çalışanı tarafından doldurulması sağlanmıştır. Elde edilen veriler SPSS 18 uygulaması kullanılarak analiz edilmiştir. Verilerin analizinde frekans, yüzde, korelasyon ve regresyon analizleri kullanılmıştır. Elde edilen sonuçlara göre ankete katılan sağlık çalışanlarının örgütsel bağlılık ve örgütsel sinizm düzeylerinin orta, işgören performansı algı düzeylerinin ise yüksek seviyede olduğu saptanmıştır. Örgütsel bağlılık ile örgütsel sinizm arasında ters yönlü ve orta düzeyde bir ilişki bulunmuştur. Yine örgütsel sinizm alt boyutları olan bilişsel ve duyuşsal boyutlar ile örgütsel bağlılık arasında ters yönlü ve orta düzeyde anlamlı ilişkiler bulunurken davranışsal boyut ile örgütsel bağlılık arasındaki ters yönlü ve anlamlı ilişkinin zayıf düzeyde olduğu tespit edilmiştir. Örgütsel sinizm ile örgütsel bağlılık arasında yapılan regresyon analizinde korelasyon analizinde olduğu gibi orta düzeyde ve ters yönlü anlamlı bir ilişki olduğu tespit edilmiştir.

Büro Çalışanlarının Genel Sinizm Düzeylerinin Tükenmişliğe Etkisi: Örgütsel Sinizmin Aracılık Rolü

The research was conducted to examine the mediator role of organizational cynicism in the effect of cynicism levels of administrative personnel in foundation higher education institutions on burnout levels. Within the scope of the research, data were collected with questionnaires to determine the general cynicism, organizational cynicism, and burnout levels of the administrative staff in foundation higher education institutions. Mediator analysis was performed to test the research model. As a result of the analysis of the data, it was concluded that the employees' general cynicism and organizational cynicism increased burnout, and organizational cynicism had an important role in the effect of cynicism on burnout. According to the findings, it is seen that the general cynicism perceptions of the employees increase burnout, but some of this effect is realized through organizational cynicism. It is suggested that the burnout levels of the employees are not high. Still, since the increase in the cynicism and organizational cynicism levels will cause negative results in burnout, activities should be designed to prevent the possible negative views of the employees.

Examining the Relationship between Mobbing and Organizational Cynicism

In this study, the relations between the experience level of bullying behaviors and organizational cynicism are explored, using the views of teachers. The study group comprised 235 teachers working in state secondary schools in the Meram municipality of Konya during the 2017–2018 academic year. The Negative Act Questionnaire-Revised and Organizational Cynicism Scale were used to collect the data. In this descriptive study, standard deviation, mean, Pearson product-moment correlation coefficient, and multiple linear regression analyses were used in the analysis of the data. It was observed that the levels of exposure to mobbing behavior and organizational cynicism of the participants in the study were low. It was furthermore shown that the dimensions (personal bullying, work-related bullying, and physical intimidation) of negative act questionnaire-revised have a positive and significant relation with all dimensions of organizational cynicism scale. According to the results of regression analysis, it was determined that the cognitive and affective dimensions of organizational cynicism scale are significantly and positively predicted by the personal bullying and work-related bullying dimensions of negative act questionnaire-revised, and all dimensions of negative act questionnaire-revised predict the behavioral dimension of organizational cynicism at a significant level. According to the results obtained from the research, as the levels of teachers’ exposure to mobbing behaviors decrease, their organizational cynicism levels also decrease. Exposure to mobbing behaviors has a strong predictive effect on organizational cynicism.

The Correlations between Servant Leadership Perceptions and Organizational Cynicism and Burnout Levels of Ankara Directorate of Provincial Agriculture and Forestry Employees

The purpose of this study is to determine the correlations between servant leadership perceptions and organizational cynicism and burnout levels of the personnel of Ankara Directorate of Provincial Agriculture and Forestry. In March 2019, 300 employees had taken a survey within this context. The data from the research had been analyzed via SPSS program. In this study, t-test analysis was used to examine servant leadership, burnout and cynicism levels according to the sex, marital status, age, income levels, and position levels of the employees. Analysis of variance was used to examine employees by their profession. Sidak dual comparison test was used to determine the groups which were different. Correlation analysis was used to determine the relations between servant leadership, burnout and cynicism levels. It was determined that servant leadership levels did not change by the sex or marital status of the participants. According to the marital status of the participants, burnout changed to a level of desensitization, a sub - dimension of burnout. In the study, it was seen that participants’ servant leadership perception levels and cognitive, affective and behavioral cynicism levels had a negative, significant correlation. Furthermore, it was observed in the study that the participants’ servant leadership perception levels and affective burnout and desensitization; the sub dimensions of burnout, had a negative, significant correlation. However, between servant leadership perception levels and individual achievement, a very low, positive significant correlation was seen.

Relationships among Teachers’ Justice and Cynicism Perceptions and Political Influence Behaviours of School Principals

Main purpose of this study is to examine the effects of teachers’ organizational justice perceptions and the political behaviours used by school principals on teachers’ organizational cynicism levels according to the opinions of primary school teachers. Sample of study, designed as a correlational study, consisted of 614 primary school teachers selected via cluster sampling method among 1948 primary school teachers. According to results, organizational cynicism levels of teachers are low. According to teachers’ opinions, the most preferred political influence behaviours of school principals is idealized effect and the least one is pressure. Results show that organizational justice perceptions of teachers are high. Lastly, results of the study indicate that organizational justice perceptions of teachers and their opinions on the idealized effect and pressure behaviours used by school principals predict about %41 of their organizational cynicism levels. While organizational justice perceptions of teachers and idealized effect behaviour used by school principals predict organizational cynicism levels of teachers negatively, pressure behaviour used by school principals predicts it positively. With the scope of these results, some suggestions were made to decrease of organizational cynicism levels of teachers and for further researches.

A META-ANALYSIS OF THE RELATIONSHIP BETWEEN THE PSYCHOLOGICAL CAPITAL OF THE EMPLOYEES IN TURKEY AND THEIR ORGANIZATIONAL CYNICISM LEVELS

: In this study, a meta-analysis was conducted on the studies conducted on the psychological capitals and cynicism levels of the employees working in the public and private sector in Turkey between the years 2012-2020. In this framework, it was aimed to reveal the general direction and effect size of the relationship by synthesizing individual studies in Turkey sample via meta-analysis. The meta-analysis was conducted using correlation values and sample sizes of 14 studies with a sample size of 4265 in total which met the criteria created to identify the studies to be included in the analysis. As a result of the meta-analysis on the relationship between psychological capital levels and organisational cynicism of the employees in Turkey, the hypothesis that there would be a negative correlation between psychological capital levels and organisational cynicism levels was accepted. It was determined that effect sizes under the random effect model (-0,246) were weak.

Heart Rate Variability in Different Levels of Burnout-Cross-Sectional Study of Different Occupational Groups Heart Rate Variability and Burnout.

The aim of this study was a subjective and objective stress analysis of occupational groups. The study examined 414 employees with patients or children contact on work. The age ranged from 22 to 63 years. Subjective stress was measured using the Maslach Burnout Inventory and objective stress with heart rate variability (HRV). Twenty-one percent of subjects showed a high level of exhaustion, 12.9% a high level of cynicism and low performance. There were significant group differences between cynicism levels in meanNN (P = .008) and meanHR (P = .002). There were no significant differences in HRV for exhaustion and professional efficacy. The health-impairing manifestations of the three dimensions of the burnout syndrome are not associated with the lower HRV. However, healthy subjects from a "screening" study who had not been clinically diagnosed with burnout were examined here.

INVESTIGATION OF THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL CLIMATE AND TEACHERS' LEVELS OF ORGANIZATIONAL CREATIVITY AND ORGANIZATIONAL CYNICISM

This study was conducted to investigate the relationship between perceived organizational climate and teachers' levels of organizational creativity and organizational cynicism. In the research, a relational screening model was used. The population of the study consists of 1974 teachers working in 65 secondary schools in Batman city centre during the 2017-2018 academic year. The sample of the study consists of 756 teachers working in 24 secondary schools selected via the cluster sampling method. In this research, the “Organizational Climate Scale”, “Organizational Creativity Scale”, and “Organizational Cynicism Scale” were used. It was determined that the perceptions of the teachers of organizational climate, organizational creativity, and organizational cynicism were statistically significant differences in some of the independent variables used in the research. As a result of the correlation analysis, supportive principal behaviors, intimate teacher behaviors and engaged teacher behaviors were found to be positive and moderate in terms of organizational creativity levels of organizational climate. There was a positive and low-level relationship between the behaviors of directive principals and organizational creativity of teachers, a negative and low-level relationship between careless teacher behaviors and organizational creativity levels of teachers. There was a negative and moderate relationship between supportive principal behaviors and organizational cynicism levels of teachers, a negative and low-level relationship between intimate teacher behaviors and engaged teacher behaviors and teachers' organizational cynicism levels; a positive and low-level relationship between directive principal behaviours and frustrated principals and organizational cynicism levels of teachers, and a positive and moderate relationship between careless teacher behaviors and teachers' organizational cynicism levels. There was a negative and moderate relationship between organizational creativity and organizational cynicism levels of teachers. As a result of the regression analysis, it was determined that perceived organizational climate is a significant predictor of teachers' organizational creativity and organizational cynicism levels. Article visualizations:

Coping with Burnout Symptoms through Task Significance in Professionals Working with Individuals with Intellectual Disability

This study examined an intervention that links task significance (one’s job has a positive impact on other people) to burnout symptoms of professionals working in organizations for individuals with intellectual disability. Professionals assigned to the experimental condition participated in teams designed to enhance the positive impact of their work on others (task significance). To do so, teams focused on a task to improve the quality of life of individuals with intellectual disability. Professionals assigned to the control condition did not participate in these teams, and they continued with their usual work. All the participating professionals answered a questionnaire about burnout before and after the intervention. Mixed ANOVA indicated that professionals who participated in teams reduced their exhaustion symptoms (comparing pre vs. post intervention scores) and kept their cynicism levels stable. Professionals assigned to the control condition increased their cynicism symptoms. We conclude with a discussion of theoretical and practical implications.

Medical Studies during the COVID-19 Pandemic: The Impact of Digital Learning on Medical Students’ Burnout and Mental Health

Objectives: The aim of this ecological study was to investigate what the impact of digital learning due to the COVID-19 pandemic was on the burnout and overall mental health (MH) of medical students. Background: During the unprecedented era of the COVID-19 pandemic, the majority of countries worldwide adopted very strong measures. Universities closed their doors, and education continued through digital learning lectures. Methods: An anonymous questionnaire was administered to all 189 eligible candidates before and during the COVID-19 pandemic. Mental health was assessed via the MH domain of the 36-item Short Form Health Survey (SF-36) and burnout with the Maslach Burnout Inventory—Student Survey (MBI-SS). Results: The overall response rate was 81.5%. The overall burnout prevalence did not differ significantly between the two periods (pre-COVID-19 18.1% vs. COVID-19 18.2%). However, the burnout prevalence dropped significantly in year 4 (pre-COVID-19 40.7% vs. COVID-19 16.7%, p = 0.011), whereas it increased significantly in year 6 (pre-COVID-19 27.6% vs. COVID-19 50%, p = 0.01). When looking at each MBI-SS dimension separately, we found that emotional exhaustion decreased significantly in year 4 but increased in year 6, and cynicism increased in all years. The overall MH deteriorated significantly between the two periods (pre-COVID-19 58.8 ± 21.6 vs. COVID-19 48.3 ± 23, p < 0.001). Conclusions: Digital learning in medical studies carries significant risks. Not only does the MH deteriorate, but cynicism levels also increase. Emotional exhaustion was found to increase particularly in final year students, who struggle with the lack of clinical experience just before they start working as qualified junior doctors.

Genel Sinizm ve Z Kuşağı: İşletmeler için Bir Öngörü

In this study, it is aimed to create predictions that will guide the strategic human resource planning of enterprises by revealing the general cynicism characteristics of Generation Z, who have not yet been employed in enterprises or have just started to be employed. In this context, the general cynicism level of generation Z was determined and the affect of gender and the differences between universities were investigated in accordance with the selected sample. In addition, it is aimed to guide the managers about how to manage the Z generation in businesses and how they can work in adaptation with other generations. Accordingly, a questionnaire was conducted to 3rd and 4th year students in the Faculty of Economics and Administrative Sciences of two state universities. According to the results of the survey, 55.4% of the students had a cynical attitude. The cynicism level of the students in the two universities where the survey was conducted, was found to be quite close to each other, and it was found that female had a higher level of cynicism than male.

KAMU PERSONELİNİN ÖRGÜTSEL DESTEK ALGILARI İLE ÖRGÜTSEL SİNİZM TUTUMLARI ARASINDAKİ İLİŞKİ: BİR GÜVENLİK KURUMU ÖRNEĞİ

Bir güvenlik kurumunda örgütsel sinizm tutumları ile örgütsel destek algıları arasındaki ilişkinin açıklanmasını amaçlayan bu çalışmada, betimsel ve ilişkisel analizlerden faydalanılmıştır. Araştırmanın evrenini, Bursa ilinin bir ilçesinde kamu kurumu olan İlçe Emniyet Müdürlüğünün Emniyet Hizmetleri Sınıfı personeli oluşturmakta olup, araştırmaya kurumda görevli tüm Emniyet Hizmetleri Sınıfı personeli 134 kişi olarak dâhil edilmiştir. Araştırmada, örgütsel destek algılarının tespiti için on dokuz ifadeli algılanan örgütsel destek ölçeği kullanılmıştır. Örgütsel sinizmin düzeyini tespit edebilmek için bilişsel, duyuşsal ve davranışsal olarak üç alt boyutlu örgütsel sinizm ölçeği kullanılmıştır. Yapılan araştırma ile emniyet hizmetleri sınıfı personelinin örgütsel destek algıları ile sinizm tutumları arasında anlamlı, orta şiddette ve birbirine zıt bir ilişki bulunmuştur. Çalışanların örgütsel destek algılarındaki yükselme, örgütsel sinizmin azalmasına neden olurken tersi yöndeki azalışlar ise sinik tutumların örgüt içinde artmasına neden olabileceği tespit edilmiştir. Bununla birlikte örgütsel sinizme ilişkin tanımlayıcı istatistiklerde, ölçek geneli ortalamasının genel ortalamanın altında kaldığından hareketle çalışanların sinik tutumlar içerisinde olmadığı bulgusuna ulaşılmıştır.

Çalışanların Örgütsel Sinizm Düzeylerinin İncelenmesi: Konya İli Örneği (Investigation of Organizational Cinism Levels of Employees: Example of Konya Province)

Purpose – Organizational cynicism is the negative beliefs, feelings and behaviors of employees towards the organization. The concept of organizational cynicism, which has begun to take its place rapidly in contemporary management issues, emerges as a behavior that threatens the existence of the organization by negatively affecting activities such as organizational commitment, organizational performance, job satisfaction, organizational citizenship behavior, organizational development and change activities. In this context, the aim of the study is to determine the organizational cynicism levels of the workers in the manufacturing industry and to determine whether there is a significant difference between their socio-demographic characteristics and organizational cynicism and its sub-dimensions. Design/methodology/approach – Within the scope of the study, 240 employees were surveyed and the findings were evaluated using statistical data analysis program. Descriptive analyzes, independent samples t-test and ANOVA test were used in the analysis of the data. Findings – According to the results of the analysis, the average of organizational cynicism, cognitive cynicism, emotional cynicism, and behavioral cynicism are at a moderate level. The behavioral cynicism levels of employees are higher than both the level of other cynicism dimensions and the level of general organizational cynicism. Significant differences were found between the education levels, status, income levels and daily working hours of the employees and the general organizational cynicism levels and dimensions. It is possible to say that as the level of education and status increases, the level of cynicism decreases. Discussion – According to the results of the analysis, it has been determined that there are significant differences between some socio-demographic characteristics of employees and organizational cynicism and its sub-dimensions.