Effect Of Organizational Cynicism Research Articles

The Effect of Organizational Cynicism, Organizational Justice and Organizational Dissent Levels of White-Collar Employees in Sports on Organizational Commitment

Bu çalışmanın amacı, spor sektöründe çalışan beyaz yakalıların örgütsel sinizm, örgütsel adalet ve örgütsel muhalefet düzeylerinin örgütsel bağlılığa etkilerinin incelenmesidir. Alan yazın taraması ile başlayan araştırmada elde edilen analiz sonuçları ve bulgulara yer verilmiştir. Spor sektöründe çalışan beyaz yakalıların örgütsel bağlılık düzeylerinin örgütsel sinizm, örgütsel adalet ve örgütsel muhalefet değişkenlerine göre farklılık gösterip göstermediği ve aralarındaki ilişkiler ile örgütsel sinizm ve örgütsel bağlılık arasındaki ilişkinin örgütsel adalet algısı ile modere edilip edilmediği analiz edilip yorumlanmıştır. Analiz neticesinde tüm değişkenlerin normal dağılıma uyduğu gözlemlenmiş olup varsayımlar sağlandıktan sonra ise hiyerarşik regresyon analizi uygulanmıştır. Örgütsel sinizm ve örgütsel adaletin örgütsel bağlılık üzerinde yordayıcı etkisinin analizi ile elde edilen sonuçlar çerçevesinde, örgütsel sinizm düzeyleri ile örgütsel bağlılık düzeyleri arasında negatif doğrusal anlamlı ilişki tespit edilmiştir. Katılımcıların örgütsel adalet düzeyleri ile örgütsel bağlılık düzeyleri arasında pozitif doğrusal anlamlı ilişki bulunduğu, örgütsel muhalefet ile örgütsel bağlılık düzeyleri arasında anlamlı bir ilişki olmadığı da ortaya çıkmıştır. Örgütsel sinizm ve örgütsel adalet düzeyleri arasında da anlamlı bir ilişki tespit edilmiş olup örgütsel sinizm ve örgütsel adaletin birlikte örgütsel bağlılığı anlamlı şekilde yordandığı da görülmüştür. Örgütsel sinizm ile örgütsel bağlılık arasındaki ilişki üzerinde örgütsel adaletin moderatör etkisi analizi ile elde edilen inceleme sonuçlarında ise örgütsel sinizm ve örgütsel adalet modele anlamlı katkı sağlarken ortak etkileşim etkisinin anlamlı bir katkı sağlamadığı ortaya çıkmıştır.

The Effect of Organizational Cynicism on Life Satisfaction in Hotel Establishments: A Study in Giresun

İnsanların yaşamlarından ya da aile, iş, eğitim gibi hayatın herhangi bir alanından duyduğu tatmin; verimlilik, üretkenlik, mutluluk, sağlık, iletişim gibi birçok faktör üzerinde önemli etkilere sahiptir. Yaşam tatmini, insanların hayata daha pozitif bakmasına, sorumluluklarını daha verimli şekilde yerine getirmesine ve hatta başkalarını pozitif enerji kapsamında etkileyebilmelerine katkı sağlayabilecek niteliktedir. Ancak, olumlu bir değişken olarak betimlenen tatmin kavramı, kırılgan bir yapıya sahip olup pek çok faktörden etkilenebilmektedir. Özellikle iş ortamlarında karşılaşılan örgütsel sorunlar, çalışanların hem iş boyutunda hem de özel yaşam boyutundaki tatmin düzeylerini olumsuz yönde etkileyebilmektedir. Söz konusu örgütsel sorunlardan bir tanesi de çalışanların örgüte ve diğer çalışanlara karşı sergilediği, örgütün verimliliğini ve sağlığını olumsuz yönde etkileme gücüne sahip olan örgütsel sinizmdir. Otel işletmeleri gibi insan faktörünün önemli rol oynadığı hizmet sektöründe bu tür örgütsel davranışlar ve bu davranışlarla başa çıkmak oldukça önemlidir. Buradan hareketle araştırmanın temel amacı, otel işletmelerinde çalışan işgörenlerin örgütsel sinizm algılarının yaşam tatminleri üzerindeki etkisini belirlemektir. Araştırma verileri, 2023 yılı Mart ve Nisan ayları içinde Giresun’da faaliyet gösteren turizm işletme belgeli 13 otelde toplam 112 işgörenden anket tekniği uygulanarak toplanmıştır. Yapılan analiz sonuçlarına göre, katılımcıların örgütsel sinizm ile yaşam tatmini düzeyleri arasında orta düzeyde ve negatif yönlü anlamlı ilişkiler olduğu tespit edilmiştir. Ayrıca, katılımcıların örgütsel sinizm algılarının yaşam tatminlerini etkilediği sonucuna da ulaşılmıştır.

Effect of Organizational Cynicism on Quality of Work Life and Employee Effectiveness among Nursing Staff

Effect of Organizational Cynicism on Quality of Work Life and Employee Effectiveness among Nursing Staff

Breaking the psychological contract of travel agency employees during the COVID-19 pandemic: The moderating role of mindfulness

This study investigates the influence of psychological contract breach (PCB) on work-related attitudes and behaviors (i.e., organizational cynicism, workplace incivility and work alienation) and employees’ emotional exhaustion. It also examines the direct association between these attitudes and behaviors and emotional exhaustion as well as investigating how mindfulness moderates these associations. Based on a quantitative approach, data were collected from 437 employees of Egyptian travel agencies. The PLS-SEM analysis revealed that PCB positively affects employees’ emotional exhaustion and job-related attitudes as well as behaviors, which consequently impact their emotional exhaustion. The findings indicated that the effect of organizational cynicism, workplace incivility, and work alienation on emotional exhaustion is weaker with higher levels of mindfulness and greater with lower levels of mindfulness. Besides its theoretical contributions, this paper presents substantial practical insights and managerial implications for managers of travel agencies regarding the outcomes of PCB. Limitations and future research are also given.

The Influences of Millennial Generation Teachers' Perception of Organizational Justice on Organizational Commitment : Mediating Effect of Organizational Cynicism

The Influences of Millennial Generation Teachers' Perception of Organizational Justice on Organizational Commitment : Mediating Effect of Organizational Cynicism

심리적 계약위반이 조직변화저항에 미치는 영향 : 조직냉소주의의 매개효과

심리적 계약위반이 조직변화저항에 미치는 영향 : 조직냉소주의의 매개효과

Hemşirelerde Örgütsel Sinizmin Örgütsel Bağlılık Üzerine Etkisi

Hemşirelerde Örgütsel Sinizmin Örgütsel Bağlılık Üzerine Etkisi

The effect of organizational cynicism on job satisfaction

Purpose The purpose of this paper is to examine the mediating roles of organizational spiritual values in the relationship between organizational cycinism and job satisfaction. Design/methodology/approach The sample was selected by using a convenience sampling method. The sample included in 472 employees from different sectors such as higher education, banking, energy and manufacturing industry. Participants filled in organizational cycinism scale, job satisfaction scale and organizational spirituality scale. Comfirmatory factor analysis and structural equation method were used to detect the direction and level of the relationships between parameters. Findings According to the mediating analysis findings, organizational spirituality is the partial reason for the association between behavioral cycinism and job satisfaction. Organizational spirituality is also the full reason for the association between affective cycinism and job satisfaction and the relationship between cognitive cycinism and job satisfaction. This means that organizational spirituality decreases the negative effects of organizational cycinism on job satisfaction. Research limitations/implications This research is not free from limitations just like others. First, the sampling was limited with only four sectors. In future studies, it can be favorable to take data from all other sectors. The second limitation was that organizational spirituality was the only factor that was used to determine the relationships among the three dimensions of organizational cynicism and job satisfaction. The last limitation was regarding the sample size. Although, sample size that was used in this research was enough to conduct all statistical analyses, extended sample size could be used in future studies. Practical implications The results of this research may benefit various stakeholders. While determining organizational spirituality elements in an organization, all the stakeholders’ voices should be included, and their values should be taken into consideration. In addition to this, all institutional employees should be trained about spirituality that exists in the organization, so that all employees will develop a strong bond with other employees and the organization. Moreover, organizational spirituality is closely related to organizational justice. If manager wants organizational spirituality to take root in the institution and eliminate the negativities, it is absolutely necessary to apply organizational justice in each and every matter within the organization. Originality/value There have been no studies exploring the mediating effects of organizational spirituality on the organizational cynicism and job satisfaction relationship. Therefore, this paper could be accepted as original.

항공사 객실승무원이 지각하는 성과주의 문화가 조직냉소주의와 조직시민행동에 미치는 영향 : 가족탄력성의 조절효과

This study was aimed at examining the relationship between performance-based culture and organizational cynicism that airline cabin crews perceive, as well as the effects of organizational cynicism on organizational citizenship behavior, and finally deducing the moderating variables that can adjust the relationship between these two variables. As the result of empirical analysis, it was found that the management of goals on the basis of performances lowered the organizational cynicism and the performance-based evaluation system increased organizational cynicism, through which decisions for performance-based promotion were not statistically significant. In addition, higher levels of organizational cynicism reduced organizational citizenship behavior, and family resilience was found to play the mediating role between these two variables. Accordingly, in order to increase the quality of service and competitiveness of airlines, there is a need to manage the organizational cynicism and organizational citizenship behavior of cabin crews through improvement as a proper performance-based culture. In addition, through the disclosure that family resilience is an important factor that imparts affirmative effects on organizational citizenship behavior by reducing organizational cynicism, it has been discerned that airlines need to develop a wider range of means of enhancing family consultation services and family resilience.

The Effect of Organizational Cynicism on Organizational Citizenship Behavior among Hospital Nurses

The Effect of Organizational Cynicism on Organizational Citizenship Behavior among Hospital Nurses

프랜차이즈 커피전문점 직원의 역할 스트레스와 직무만족과의 관계 : 조직 냉소주의와 피드백 회피행동의 매개효과

프랜차이즈 커피전문점 직원의 역할 스트레스와 직무만족과의 관계 : 조직 냉소주의와 피드백 회피행동의 매개효과

Organizational cynicism – what every manager needs to know

PurposeThe study aims to address what is organizational cynicism, review past literature to find out what leads to organizational cynicism, its consequences for organizations, and pinpoint practical implications for managers.Design/methodology/approachThis review is prepared by an independent writer who has amalgamated several other voices from different researchers/scholars and finally, adds his own impartial comments and places the articles in context.FindingsThe effects of organizational cynicism on employees are strong and rising. The review points to the need for paying serious attention to the concept of “organizational cynicism”, which is an attitudinal negativity and if left unchecked, can cost the organization dearly. However, with interventions in place, perhaps, organizations can control the negative effects of organizational cynicism.Originality/valueBased on a selective literature review, the article anchors on the change perspective of organizational cynicism and offers a number of learning and development implications for managers.

The Moderating Effects of Organizational Cynicism and Resilience in the Relations between Mobbing in Organization and Employees’ Job Performance in Hotel Industry

The Moderating Effects of Organizational Cynicism and Resilience in the Relations between Mobbing in Organization and Employees’ Job Performance in Hotel Industry

Who suffers the most from abusive supervision?

We examined the interactive effects of calling and competitive climate on the relationship between abusive supervision and turnover intention via organizational cynicism. We hypothesized that high levels of calling would strengthen, and high levels of competitive climate would mitigate, the negative indirect effects of abusive supervision on turnover intention via organizational cynicism. We conducted a survey using a sample of U.S. employees (N = 236) to test five hypotheses. As predicted, results demonstrate that under a high level of abusive supervision, individuals were more likely to become cynical about the organization, which in turn heightened turnover intention. Moderated mediation analyses found that calling exacerbated, but competitive climate attenuated, the mediating effect of organizational cynicism on the relationship between abusive supervision and turnover intention. Underlying mechanisms and implications, as well as avenues for future research, are discussed.

Combined Effects of Organizational Cynicism and Psychological Capital on CWBs: A Mod-Med Model

Using a time-lagged independent source sample (N=181) consisting employee – peer dyads, we examined the combined effects of cynicism and psychological capital on counterproductive work behavior med...

THE RELATIONSHIP BETWEEN ORGANIZATIONAL CYNICISM AND ORGANIZATIONAL COMMITMENT

The main purpose of this study was to determine the levels of organizational cynicism and commitment of the primary and secondary school teachers, the relationship between both variables and the effect of organizational cynicism on organizational commitment. Two-scale questionnaires were used and applied to a population of 316 teachers who work in Akhisar in Manisa. According to research results: the perception of teachers, are at medium level for “cognitive” and “behavioral” dimensions of organizational cynicism and general scale, and at low level for “affective” dimension in their schools. Organizational commitment is at medium level for all scale and on identification and internalization dimensions, and it is low on adaptation dimension. In addition, there was medium-leveled negative relationship between organizational commitment and cynicism. It is also observed that cognitive and affective dimensions of organizational cynicism predict all dimensions of the organizational commitment. Article visualizations:

공공조직 구성원의 일중독과 조직 갈등의 관계에 대한 조직 냉소주의의 매개효과 분석

공공조직 구성원의 일중독과 조직 갈등의 관계에 대한 조직 냉소주의의 매개효과 분석

Counterproductive Behaviors in State Hospitals: A Review of the Role of Organizational Cynicism and Injustice

Researchers have shown that organizational civic and citizenship behaviors are being declined while hostile and counterproductive behaviors and interactions are getting increased. Counterproductive behaviors include a wide range of behaviors like impoliteness, being carefree, theft and aggressive behaviors. The fact is that counterproductive behaviors, in employees’ organizational life, are increasingly on the rise. However, counterproductive behaviors and interactions at workplace are troublesome because those who commit counterproductive behaviors constantly interact with their target individuals and, subsequently, cause a great deal of negative interactions in the organization. The purpose of current study was to investigate the effect of organizational cynicism and injustice on counterproductive behaviors of personnel in state hospitals. The present study was an applied and descriptive-survey research. Confirmatory Factor Analysis Model and Lisrel 8.5 have been used for hypotheses testing and achieving the results. The results of the present study showed that the increase of employees’ organizational cynicism brings about their counterproductive behaviors in state hospitals. The rise of organizational injustice increases employees’ counterproductive behaviors. Besides, the increase of organizational injustice rises employees’ organizational cynicism in state hospitals. DOI: 10.5901/mjss.2016.v7n4S1p196

Understanding and mitigating cynicism in the workplace

Purpose– Organizational cynicism is on the increase. The purpose of this paper is to explore how dispositions promote cynical attitudes and how to mitigate the negative impact of organizational cynicism for employees.Design/methodology/approach– The data consisted of two samples (n=312 andn=529) of employed adults. All participants completed online surveys containing the variables of interest. The hypothesized model was tested using structural equation modeling.Findings– Low levels of core self-evaluation (CSE) predict organizational cynicism which, in turn, mediates the relations between CSE and job attitudes. Importantly, the authors find that supervisory support moderates both the relations between CSE and organizational cynicism and organizational cynicism and job satisfaction.Originality/value– Little research has directly assessed the role of dispositions in the development of organizational cynicism. The authors suggest that CSE contributes to the development of cynical attitudes. Further, the authors demonstrate that a supportive supervisor can serve as a buffer to mitigate the expression and effects of organizational cynicism on workplace outcomes.

"Contagion Effect of Organizational Cynicism on New Comers, and Employee's CWB"

We investigate the relationship between peers’ organizational cynicism, focal employee’s organizational cynicism, group tenure, and counterproductive workplace behavior (CWB). Using a social inform...