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Employee cynicism is an attitude characterized by frustration, hopelessness, and disillusionment, as well as contempt toward and distrust of business organizations, executives, and/or other objects in the workplace. This paper uses theory on contract violation to help integrate the diverse literature on cynicism and develop plausible propositions concerning some of the predictors and moderators of employee cynicism. First, the pertinent theory and research on cynicism is reviewed. Four specific domains of research are discussed in terms of their relevance to cynicism in an organizational setting. Next, the literature on psychological and implied contracts and their violation is presented as a framework for the study of employee cynicism. Finally, hypothetical linkages between cynicism and specific characteristics of the contemporary workplace are explored, offering propositions for future research.
SummaryA scenario-based experiment was employed to test seven hypotheses concerning several causes and consequences of cynicism in the workplace. The results of a 26262 MANOVA revealed that high levels of executive compensation, poor organizational performance, and harsh, immediate layos generate cynicism in white-collar workers. Furthermore, regression analyses showed that cynicism relates negatively to intentions to perform organizational citizenship behaviors and intentions to comply with requests to engage in unethical behaviors. The study provides a ®rst experimental investigation of an important employee attitude and indicates directions for further research.
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