Organizational Cynicism Levels Research Articles

The Relationship between Conflict Management Styles of School Principals and Teachers' Cynicism Levels

The aim of this research is to determine the relationship between the conflict management styles of school principals and the organizational cynicism levels of teachers according to the perceptions of teachers. Relational screening model was used in the study. The universe of the study consists of 1150 teachers working in Maltepe district of Istanbul in the 2021-2022 academic year. The sample selected by random sampling was composed of 288 teachers. In the study, as data collection tools, the Conflict Management Styles Scale was used to determine the conflict management styles of school principals and the Organizational Cynicism Scale for Teachers was used to determine the organizational cynicism levels of teachers. The research revealed that, according to the perceptions of the teachers, the school principals used the highest level of integrating style as the conflict management style, then the compromising, avoiding, obliging styles respectively and the lowest level of dominating style. It was determined that the organizational cynicism levels of the teachers were at the "intermediate level". As a result of the research, a weak negative significant correlation was revealed between the conflict management styles of school principals and the organizational cynicism levels of teachers. When looked at in the context of conflict management styles, a moderately negative significant relationship emerged between integrating style and organizational cynicism, a moderately positive relationship with dominating style, and a weakly negative relationship with compromising style and compromising style. There was no statistically significant correlation between avoiding style and organizational cynicism.

The Evaluation of Graduate Theses on Organizational Cynicism Levels of Healthcare Professionals

Aim: This study was conducted to examine postgraduate theses on organizational cynicism in Turkey, where the sample group consisted of healthcare professionals. Methods: The database of The Council of Higher Education (Yükseköğretim Kurulu (YÖK)) was analyzed using “Cynicism, Organizational Cynicism, Cynic” separately and together, and 58 postgraduate theses were reached, the sample of which consisted of healthcare professionals. The theses obtained were evaluated using the data collection form and descriptive statistics prepared by the researchers. Results: Within the scope of the study, 86.2% of the theses examined were master's theses and only 8 doctoral theses were found on this subject. It was determined that the first thesis on this subject was published in 2013, 41.3% of the theses were written in the departments of Business/Business Administration/ General Business Administration, and the number of studies increased over the years. It was determined that quantitative research methods were used in 98.2% of the studies, 41.3% of which were conducted in Istanbul, and qualitative research designs were used in only one study. Conclusion: When the postgraduate theses examined in the study are evaluated in general, it can be said that the organizational cynicism levels of healthcare professionals are at a moderate level. This study is important in terms of revealing the current situation regarding organizational cynicism in health services and creating data for action plans. In addition, it is thought that examining the organizational cynicism levels of health professions separately (physician, nurse, midwife, health technician, etc.) and taking initiatives specific to each profession will provide great benefits to both employees and those receiving service, and this will positively affect the provision of health services and increase the quality of patient care. In addition, the study makes an important contribution by revealing open areas for scientists who will study cynicism. Keywords: Cynicism, organizational cynicism, cynic, healtcare professional

Mediation role of work engagement in the effect of healthcare professionals’ perception of organizational trust and organizational support on perception of organizational cynicism

The aim of this study is to investigate the mediating role of work engagement in the effect of healthcare workers’ perceptions of organizational trust and organizational support on organizational cynicism. A total of 306 healthcare workers participated in the research. Data was collected using scales for organizational trust, organizational support, organizational cynicism, and work engagement. Confirmatory factor analysis was conducted to validate the structure of the scales. The study employed PATH analysis to determine the mediating role of work engagement. The data were analyzed using SPSS and AMOS software. The findings established a negative relationship between perceptions of organizational trust and organizational support with organizational cynicism, which is partially mediated by the level of work engagement. Additionally, the study identified a negative relationship between the level of work engagement and organizational cynicism. Conversely, the study concluded that perceptions of organizational trust and support have a positive impact on work engagement levels. This research makes a significant contribution to understanding the effects of healthcare workers’ perceptions of organizational trust and support on organizational cynicism and work engagement. Furthermore, these results could provide a valuable foundation for developing effective strategies in the management and practice of health organizations.

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.

Investigation of Teachers' Perception Levels of Organizational Cynicism and Organizational Loneliness

This research was carried out to determine the organizational cynicism and organizational loneliness perception levels of teachers in the distance education process. It was tried to determine whether the opinions of the teachers differ significantly in terms of gender, branch, marital status and seniority. In this context, the relatonal survey model was preferred as the research model. The universe of the research consists of teachers working in Edirne. The sample of the study consists of 324 teachers selected by convenience sampling method, which is one of the non-random sampling methods. Organizational Cynicism Scale and Loneliness at Work Scale were used to collect data. Descriptive statistics were made on the collected data. As a result of the research; it was determined that while teachers' perceptions of organizational cynicism in the distance education process differed significantly according to gender, branch and seniority variables, it did not differ significantly according to the marital status variable. It was determined that teachers' organizational loneliness perceptions differed significantly according to gender, marital status and branch variables, but did not differ significantly according to professional seniority variable. It was determined that there was a positive and moderate relationship between teachers' perceptions of organizational cynicism and organizational loneliness, and that organizational cynicism was a significant predictor of organizational loneliness. As a result of the research, it was emphasized the importance of supporting teachers' perceptions of organizational cynicism and organizational loneliness with qualitative studies, especially in terms of better understanding in the distance education process.

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 ROLE OF ORGANIZATIONAL CYNICISM IN DETERMINING ATTITUDES REGARDING THE GENDER ROLE OF HEALTHCARE PROFESSIONALS

The purpose of this study is to explore the role of organizational cynicism in determining attitudes regarding gender role of healthcare professionals using moderating role of gender. The study was conducted on 240 healthcare professionals: 112 males and 128 females in Ankara in Turkey. The level of organizational cynicism is determined by three factors: behavioral cynicism, cognitive cynicism, emotional cynicism. The study results show that the level of behavioral and cognitive cynicism of health healthcare employeess had a moderator effect on the effect of gender role attitude; on the other hand, it was determined that the level of emotional cynicism did not have a moderator effect on the effect of gender role attitude.

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.

The role of empowering human resources in reducing organizational cynicism

The aim of this study is to determine the nature of the relationship between empowering human resources and the organizational cynicism of employees in University Services Directorate - Jijel - , Through the use of the concept of empowerment, in which this last have an impact on reducing organizational cynicism. The study was based on the data collected by the questionnaire distributed to a sample of 52 permanents employees in University Services Directorate - Jijel -
 The results showed a high level of empowerment, while the level of organizational cynicism was low, The results of hypothesis testing showed the inverse effect of empowerment on organizational cynicism with its three components (believable, behavioral) While there was no significant relationship between empowerment and emotional cynicism

THE EXAMINATION OF PERCEIVED ORGANIZATIONAL SUPPORT (POS), ORGANIZATIONAL CYNICISM AND COUNTER PRODUCTIVE WORK BEHAVIOR (CWB) IN PUBLIC EMPLOYEES: INTERGROUP GAP ANALYSIS

Public organizations in Turkey adopted working principles such as citizen-orientation, transparency, accountability, efficiency and effectiveness with Law No. 5018 Public Financial Management and Control Law in parallel with the new development trends of giving up the traditional understanding of public administration. The most important factor is human capital in public organizations aiming at ensuring citizen satisfaction. In this article; levels of organizational cynicism, perceived organizational support, of public employees and their counter-productive work behaviors (CWB) were analyzed according to demographic variables (age, marital status, working time, education level, service period, service class). According to results of the analysis, significant differences were found for each variable in one or more scales. The results of this research indicates that should take measures to increase POS and reduce organizational cynicism in order to reduce and/or eliminate the CWB. So, Civil Servants Law No 657 (DMK), to which civil servants are subject, should be reformed by increasing effectiveness of merit system which is already an element of Law no 657. In this context, it should be remembered that not only competence and expertise, but also ethics and moral are an element of merit. When considering in the macro sense, merit constitutes one of the basic building blocks for the development and growth of a country in terms of both public and private sector functioning.

Relationship between Organizational Cynicism and Nurses’ Intension for Turnover as Perceived by Nurses

Background: Organizational cynicism is unfavourable standpoint that is reported to have an impact on nurses’ intention for turnover. Purpose: The aim of this study was to to investigate the relationship between organizational cynicism and nurse’s intension for turnover as perceived by nurses in two governmental health care hospitals at Alexandria governorate. Method: A descriptive correlational design was utilized with convenient sample of nurses (n= 534), two tools were used to measure the study variables: Tool I: Organizational cynicism questionnaire. Tool II: Turnover intension Questionnaire. Results: There was statistically significant positive correlation between organizational cynicism and nurses’ intention for turnover. The nurses were perceived moderate organizational cynicism and intension for turnover. The highest mean percent score of organizational cynicism as perceived by the studied nurses was related to cognitive cynicism. Conclusion: the studied nurses perceived moderate level of organizational cynicism as well as intension for turnover. There was statistically significant positive correlation between organizational cynicism and nurses’ intention for turnover. Recommendations: Continuous periodic training programs should be given for nurses in different health care units, to increase their awareness about organizational cynicism, conflict management, effective communication with emotional intelligence, and stress management in coping with stressful situations

Serial Mediation Effects on Relationships among Mobbing, Organizational Cynicism, Job Satisfaction and Turnover Intention: Research on Disabled Individuals in Organizations

More than one billion people in the world are living with disabilities, however, the challenges that these individuals face are not being discussed in the social and business realm. Consequently, there are very studies conducted for disabled employees in organizations. Taking this into consideration, the purpose of this study is to observe the effects of serial mediation among the relationships of mobbing, organizational cynicism, job satisfaction, and turnover intention. The sample of the study was comprised of 184 individuals who have a variety of disabilities such as physical, hearing, speech, and learning difficulties, as well as chronic diseases, working in private and state organizations within different sectors. The data was gathered by survey through convenience and snow ball sampling methods. The 40% disability rate used in the public sector was the determining factor of the inclusion criteria. Individuals that had a disability report at this rate or above were accepted as disabled and considered to be part of the study. The first part of the study comprised of determining the factorial structure of items in the scales utilizing the Confirmatory Factor Analysis (CFA). After examining the fit indices, it was concluded that the data set fit well within the measurement model. Serial multiple mediation analysis was used to test the proposed hypotheses of the study. The findings revealed that mobbing has an indirect effect on turnover intentions via the serial mediating effects of organizational cynicism and job satisfaction. In other words, as mobbing toward disabled workers increases, the level of organizational cynicism also increases. As a result, the job satisfaction decreases and thus results in higher levels of turnover intention in disabled individuals. The importance of looking at work-related problems with a social model approach that suggests that the problems are related to the perspective of the society rather than looking as a deficiency arising from individuals with disabilities has been emphasized once again with this study. The study also sheds light on the importance of creating necessary practices that determine the effects that negative behaviors and attitudes have toward individuals with disabilities within the work environment.

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:

Hemşirelerin Örgütsel Sinizm ve Örgütsel Bağlılık Düzeyleri Arasındaki İlişkinin İncelenmesi*

Aim: This research was conducted to determine the relationship between organizational cynicism and organizational commitment of the nurses Method: This study was conducted in a descriptive -correlational design. “Personal Information Form, Organizational Cynicism Scale (OCS) and Organizational Commitment Questionnaire (OCQ)” were used as the data collection tools. The research was conducted by the researcher by applying a questionnaire to 280 nurses working in state hospitals. Data were analysed using SPSS 23.0 package program, independent Student’s t-test, One-Way ANOVA, Mann- Whitney U, Kruskal- Wallis, Pearson and Spearman correlation tests. Results: It was determined that there was a significant difference as a result of the comparisons made with the variables of nurses’ feeling comfortable in their workplaces, the unit in which they were working and their feeling of belonging to their workplace (p<,05). The mean total score of the Organizational Cynicism scale was 37.98±10.71, and the Organizational Commitment scale was 52.60±8.40. A relationship was determined between the organizational cynicism scale total score and affective, continuance and normative commitment subdimensiions in the organizational commitment scale. Conclusion: The results of the study revealed that nurses who were feeling comfortable in their workplaces and had feeling of belonging to their workplaces had lower levels of organizational cynicism, while nurses who were working in the intensive care units had higher levels of organizational cynicism. The organizational commitment levels of the nurses working in the operating room, feeling comfortable in their workplaces, and feeling of belonging to their workplaces were relatively higher. A negative relationship was found between the organizational cynicism scale total score and affective and continuance commitment subscales. On the other hand, a weak positive relationship was found between the organizational cynicism scale total score and normative commitment.

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.