Purpose The purpose of this study is to examine the impact of perceptions of organizational politics on turnover intentions with a focus on the role of organizational cynicism as a potential mediator. Design/methodology/approach Using purposive sampling technique and standardized questionnaires, data were collected from 252 Indian bank employees. To analyze the data, statistical techniques such as multiple regression analysis along with PROCESS macro were used. Findings Findings indicate that perceptions of organizational politics have a significant positive effect on turnover intentions. Further, organizational cynicism is found to be the significant partial mediator in the relationship between the aforementioned constructs. Research limitations/implications This study covers the banking sector only. Therefore, the results may vary in the context of other industrial settings. Also, the cross-sectional research design adopted in this study may create difficulties in drawing any causal inferences. Practical implications To curtail turnover intentions of bank employees, extensive power-seeking activities need to be regulated by the management. Besides, participative decision-making activities must be encouraged to curb the formation of cynical attitudes among employees. Originality/value This study is one of the scarce empirical research works that have substantiated the direct and the indirect effect of perceptions of organizational politics (through organizational cynicism) on turnover intentions among bank employees.
PurposeThe purpose of this study is to examine the impact of organizational cynicism (OCyn) on organizational citizenship behavior (OCB) among bank employees with a focus on the role of work alienation (WA) as a potential mediator.Design/methodology/approachUsing standardized questionnaire, data were collected from 381 employees working in the banking sector of Punjab, a northern state of India. Statistical techniques such as hierarchical multiple regression and confirmatory factor analysis along with PROCESS macro were used for data analysis.FindingsResults reveal that OCyn has a significant negative effect on OCB. Further, WA is found to be significantly partially mediating the relationship between the aforementioned constructs.Research limitations/implicationsThis study pertains to a single sector i.e., banking sector restricting the generalizability to other industrial and vocational settings. Further, it may be difficult to draw any causal inferences as the research design adopted for this study is cross-sectional in nature.Practical implicationsIn order to promote OCBs among bank employees, the formation of negative workplace attitudes such as OCyn and WA needs to be regulated. This can be achieved through improving communications network, encouraging participative decision-making activities, conducting psychological counseling and stress management training sessions.Originality/valueThis study is one of the scarce empirical research works that have substantiated the direct impact along with the indirect impact of OCyn (through work alienation) on OCB among bank employees.
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