Organizational Cynicism Research Articles

Investigating the effect of psychological contract breach on counterproductive work behavior: The mediating role of organizational cynicism

BACKGROUND: The negative consequences of Counterproductive work behaviors (CWBs) include intentional malfeasance that damages an organization or its employees. These include decreased output, increased costs, decreased employee morale and discontent. When CWBs exist, the company’s reputation and employee turnover rates may suffer. OBJECTIVE: The purpose of this study is to increase the current understanding of PCB and CWBs, as well as the mediating function of OC in this relationship, among higher education employees. METHODS: Using IBM SPSS AMOS, the results of the survey were analyzed. RESULTS: PCB is positively correlated with CWB-O and CWB-I, suggesting that employee perspectives on PCB negatively influence their emotions and contribute to unethical business behavior. This study found that OC mediates the relationship between PCBs and CWBs and that uninformed organization behavior causes employees to be more discouraged and angrier and participate in CWB. CONCLUSIONS: Academic administrators must discover salary and benefit inadequacies to give incentives based on accurate performance reports, taking into consideration their bosses’ PC infractions. Therefore, institutions must promote loyalty and belonging to reduce PCB if it is poorly broken. Managers may lessen employee cynicism by stressing organizational support and listening to and rewarding employees.

Paternalistic Leadership, Organizational Cynicism and its Relation with Organizational Pride among Staff Nurses at Main Mansoura University Hospital

Paternalistic Leadership, Organizational Cynicism and its Relation with Organizational Pride among Staff Nurses at Main Mansoura University Hospital

Mapping of organizational deviance research during the last two decades: a bibliometric approach

PurposeThe objective of this study was to conduct a bibliometric analysis of the existing literature on organizational deviance to assess how far this concept has progressed since its introduction in the domain of organizational behavior.Design/methodology/approachThis study employs bibliometric methodologies (citation analysis, co-citation analysis and co-occurrence of author keywords) using VOSviewer. The Scopus database was used, as it is the largest database of scholarly literature.FindingsThe findings indicate the character and direction of organizational research over the past two decades. Organizational deviance due to psychological contract breach, organizational deviance in the context of organizational cynicism and organizational deviance in the context of psychological capital are the three major themes in the literature on organizational deviance. In addition, the study highlights the most significant authors, journals, institutions and nations in the field of value co-creation research as well as potential future research areas in this area.Research limitations/implicationsThe use of a single database and the inability to contextualize the citation structure of papers revealed by the review are limitations of this study.Originality/valueThis study examines the structure of the literature on organizational deviance and charts the field's evolution over time.

The role of psychological contract breach and leader-member exchange quality in Machiavellianism and organisational cynicism

PurposeBased on the trait activation theory and social exchange theory, this study proposed a model of the impact of Machiavellian personality on organisational cynicism (OC) through the mediating effect of psychological contract breach (PCB) and the moderating role of leader-member exchange (LMX) quality in PCB and OC.Design/methodology/approachA three-time points survey involving 264 employees from China’s hotel industry was conducted using quantitative methods. Subsequently, a structural equation model was constructed.FindingsThe results revealed that Machiavellianism positively affects OC, and PCB plays a mediating role in this process. In addition, LMX quality can buffer the effect of the PCB on OC.Practical implicationsThe study’s findings provide another insight into the relationship between Machiavellianism, PCB and OC. Managers must pay attention to the control of PCB and the establishment of LMX quality.Originality/valueThe study significantly contributes to hotel literature, as the Machiavellian personality subject has not been adequately investigated in the field to date.

Linking organizational cynicism to prosocial voice and defensive silence through the mediating role of bullying at work

Purpose The purpose of this study is to investigate the influence of organizational cynicism on prosocial voice and defensive silence and to verify the mediating role of workplace bullying in these relationships. Design/methodology/approach A cross-sectional survey design with a sample of 205 individuals was used in this study. Findings The hypotheses were confirmed as organizational cynicism plays a significant and negative influence on prosocial voice and a significant and positive influence on defensive silence. In addition, workplace bullying partially mediates both relationships. Originality/value This study contributes to a deeper understanding of organizational cynicism and workplace bullying influences on prosocial voice and defensive silence. It investigates a relationship that, to the best of the authors’ knowledge, has not been studied yet. It also contributes to the discussion regarding the close relationship between prosocial voice and defensive silence.

Organizational Identification and Organizational Cynicism and Their Effect on Nurses' Job Performance

Organizational Identification and Organizational Cynicism and Their Effect on Nurses' Job Performance

Authentic Leadership as a mediator in the relationship between Psychological Contract Breach and Organizational Cynicism among nurses

Authentic Leadership as a mediator in the relationship between Psychological Contract Breach and Organizational Cynicism among nurses

Organizational Cynicism as a Mediator of the Relationship between Workplace Incivility and Organizational Silence among Nurses: A Cross-Sectional Analysis

Organizational Cynicism as a Mediator of the Relationship between Workplace Incivility and Organizational Silence among Nurses: A Cross-Sectional Analysis

Manifestări ale cinismului organizațional în instituțiile educaționale (sinteze empirice)

Organizational cynicism is frequently associated with various negative experiences related to the im- plementation of institutional changes, thus, analyzing the level of cynicism is essential in order to understand the resistance that employees manifest in the context of planned organizational changes in the institution. Based on the results of some empirical research, in this article, we present recent trends in the study of organizational cynicism in educational institutions, taking into consideration different factors that influence cynicism.

A Study on the Relationship between Teachers’ Dark Triad Personality Traits and Organizational Cynicism Behaviours

In the literature, there have been many studies regarding the personality traits of the “Dark Triad,” which includes Machiavellianism, narcissism, and psychopathy, that affect individuals’ lives in every aspect, including their workplace. However, the research on the impact of these traits on organizational cynicism has been limited. In this context, the aim of this study is to determine whether having Dark Triad personality traits affects individuals’ attitudes towards organizational cynicism and how it affects them. The research group consists of 266 teachers working in Gaziantep province during the 2022-2023 academic year. To determine the relationship between the two variables under investigation, research data was collected using the “Dark Triad Personality Traits Test” and the “Organizational Cynicism Scale for Teachers.” While demographic variables were analyzed with descriptive analyses, correlation and regression analyses were used to analyze the empirical data. Upon examining the research findings, it was determined that there is a moderate positive correlation between teachers’ dark triad personality traits and their organizational cynicism behavior. Additionally, the dark triad personality traits account for 44. 3% of teachers’ organizational cynicism behavior (R2=0. 443). Considering the limitations of the chosen method, such as being restricted to the number of participants in the sample, it becomes important to address the effects of personality traits, which influence organizational cynicism like many other organizational behaviors, through different research methods or combinations of methods.

Организационный цинизм: теоретический анализ феномена

The article delves into the theoretical analysis of foreign studies of the phenomenon of organizational cynicism and its impact on the effectiveness of the organization’s labor activity and socio-psychological climate of the workforce. To assess the extent of this influence, the authors analyzed the phenomenon of organizational cyni-cism, as well as its classifications, formed by American sociologists. During the theoretical analysis it was found that organizational cynicism represents a negative attitude of employees towards the organization and management, it will divide the team rather than contribute to its unity. The relevance of this topic is due to the lack of such materials and research among domestic scientists, which in turn will help further study organiza-tional cynicism in Russian companies and conduct their own research.

If this place is full of it, I’m not a part of it: validating the organizational bullshit perception scale

PurposeThis study investigates the validity of Ferreira et al.’s (2020) Organizational Bullshit Perception Scale by examining its distinctiveness from similar constructs (perceptions of organizational politics, organizational cynicism, procedural justice) and its predictive validity through its relations with important organizational attitudes (organizational identification) and behaviors (counterproductive work behavior and organizational citizenship behavior). This study also examines the moderating effects of honesty–humility on the relations between organizational bullshit perception and the outcomes of counterproductive work behavior, organizational citizenship behavior and organizational identification. Finally, this study examines the incremental validity of organizational bullshit perception in predicting counterproductive work behavior, organizational citizenship behavior and organizational identification above and beyond similar constructs in an exploratory fashion.Design/methodology/approachSurvey data were collected from a sample of working adults online via Amazon’s Mechanical Turk platform across two waves (final N = 323 for wave 1 and 174 for wave 2), one month apart.FindingsThe results indicate that organizational bullshit perception, as measured by Ferreira et al.’s (2020) scale, represents a distinct construct that has statistically significant relations with counterproductive work behavior, organizational citizenship behavior and organizational identification, even after controlling for procedural justice, organizational cynicism and perceptions of organizational politics. The results, however, showed no support for honesty–humility as a moderator.Practical implicationsThese findings suggest that organizations can benefit from assessing and working to alleviate their employees’ perceptions of organizational bullshit. This construct predicts behaviors and attitudes important for organizational functioning.Originality/valueThis study adds to Ferreira et al.’s (2020) original work by demonstrating organizational bullshit perception’s distinctiveness from existing constructs in the literature and its implications for organizations and their employees.

Impact of emotional intelligence on knowledge hiding behaviour of teachers: a moderated mediation analysis

Purpose Given the scarcity of research exploring the influence of emotional dimensions on knowledge hiding (KH), this paper aims to examine how various facets of emotional intelligence (EI) affect teachers’ tendencies to hide knowledge. Additionally, the study delves into the mediating influence of organizational cynicism (OC) and explores the moderating role of servant leadership (SL) in this context. Design/methodology/approach The non-probability sampling method was used to gather data from 542 university teachers teaching in India. Structural equation modelling using Smart-PLS has been used to test the hypothesis. Findings The study revealed that EI negatively influences KH. Additionally, OC mediates the relationship between EI and KH. Furthermore, SL moderates the relationship between OC and KH. Originality/value As per the authors’ knowledge, the present study makes an additional contribution by investigating the mediating role of OC in the relationship between EI and KH. Moreover, it also investigates the moderating role of SL in the relationship between OC and KH.

Organisational cynicism and self-efficacy predicting professionalism among teachers in Oyo State, Nigeria

The 21st century teachers have been affected by globalization, technological innovation and diversity in workplace thus affecting their professionalism. Teachers who develop unconcern attitudes and suffer neglect are likely to have their performance at work affected. Therefore, this study examined organizational cynicism and self-efficacy as predictors of professionalism among teachers in Oyo State, Nigeria. Cross-sectional survey design was adopted while purposive sampling technique was used to select one Local Government Area for the study. Data were collected from 300 teachers using validated scales and analysed using t-test of independent means and multiple regressions analysis to test three hypotheses at a p < 0.05 level of significance. The result revealed that organizational cynicism and self-efficacy significantly influenced professionalism among teachers. Also, organizational cynicism and self-efficacy jointly and independently predicted professionalism among teachers. Finally, organizational cynicism and self-efficacy independently predicted professionalism among study participants. The study concluded that organisational cynicism and self-efficacy are strong predictors of professionalism among teachers. Therefore, government agencies and other stakeholders should work together to improve teachers’ professional skills.

Organizational Cynicism and Turnover Intention Among Nurses: Do Perceived Organizational Support Moderates the Relationship.

Understanding work dynamics is imperative for organizational efficiency in the healthcare industry. Therefore, achieving such a feat is akin to knowing the interplay between organizational cynicism, organizational support and turnover among nurses in the healthcare sector in Nigeria. This present study aimed to examine the moderating role of perceived organizational support on the association between organizational cynicism (cognitive, affective, and behavioral dimensions) and turnover intention among Nigerian nurses. The study is a descriptive cross-sectional survey research conducted on a sample of 515 nurses, aged between 29-55 years, with mean age = 34.3 and SD = 9.4 drawn across different government-owned hospitals from the southeast geographical region of Nigeria through snowball sampling method. Three instruments, the Turnover Intention Scale, Organizational Cynicism Scale and Survey of Perceived Organizational Support Scale were used for data collection, while the Hayes PROCESS Macro for SPSS version 23 was used for data analysis. The results showed that organizational cynicism dimensions were positively associated with turnover intention among nurses, whereas organizational support negatively associated with turnover intention of Nigerian nurses. In addition, perceived organizational support moderated the association between organizational cynicism (affective and behavioral dimensions) and turnover intention among nurses. The study evidenced a strong association between organizational cynicism and turnover intention among nurses in their work setting. The study observed that organizational cynicism is a recipe for nurses' turnover intention and that organizational support decreased the extent to which nurses experience turnover intention. The results showed that organizational cynicism dimensions positively associated with turnover intention among nurses in Nigeria. In addition, the association between organizational cynicism (affective and behavioral) dimensions were moderated by perceived organizational support. The study suggests that perceived organizational support mitigates the positive relationship between organizational cynicism and turnover intention. The result provided further evidence of how perceived organizational support can influence motivation and morale in the workplace.

Narcissistic Leadership, Organizational Cynicism and their Relation with Meaningful Work among Nurses: Comparative Study

Narcissistic Leadership, Organizational Cynicism and their Relation with Meaningful Work among Nurses: Comparative Study

Effect of Organizational Cynicism Management Educational Program on Nurses’ Organizational Commitment and Job Embeddedness

Effect of Organizational Cynicism Management Educational Program on Nurses’ Organizational Commitment and Job Embeddedness

The Effect of Organizational Cynicism on Perceived Organizational Pride According to the Moderating Role of Demographic Variables of Gilan Oil Company Employees

The general purpose of this research is to investigate the effect of organizational cynicism on perceived organizational pride, considering the moderating role of demographic variables. The research method is descriptive and practical in terms of purpose. The method of field data collection and its tool is a standard questionnaire. The statistical population of the current research is the employees of Gilan province Oil company with a number of 264 people. The data was analyzed using SPSS22 and SMART PLS3 software. According to the obtained results, it was found that education and work experience moderates the relationship between organizational pessimism and perceived organizational pride, but no evidence was found to confirm the moderating role of gender in the relationship between these two variables. Also, the results showed that the dimensions of pessimism have a significant effect on the dimensions of organizational pride.

The Impact of quality of working life on Organizational cynicism An Empirical study on employees of the general organization for culture palaces

The Impact of quality of working life on Organizational cynicism An Empirical study on employees of the general organization for culture palaces

Reducing Organizational Cynicism in Health Promoting Girls' Schools: A Grounded Theory Approach

Background: Organizational cynicism is a negative attitude toward the organization. The design of health promoting schools (HPSs), one of the indicators of which is the creation of mental health for school staff, can reduce cynicism.
 Methods: The present study used a qualitative approach and the grounded theory (GT) method. The statistical population included all managers and assistants of secondary HPSs in Tabriz. The purposive sampling method was used, and the data collection tool was a semi-structured interview.
 Results: This research aimed to identify a model for reducing organizational cynicism in HPSs in Tabriz. According to the inclusion criteria and to reach data saturation, a semi-structured interview was conducted with eight people. Data analysis was performed based on Strauss and Corbin's continuous comparison strategy. The findings identified individuals, groups, and environments as factors affecting organizational cynicism (causative conditions). The basis and background of organizational cynicism is the internal and external environment of HPSs, which are also affected by the implementation barriers of HPS programs. 
 Conclusion: The best strategy for solving this problem is to build confidence in the design of the HPSs to attract cooperation in its implementation and create coordination between the activities of different organizations, which can lead to sustainable psychological outcomes and the success of HPSs programs.