Examining the Mediating Role of Organisational Support on the Relationship Between Organisational Cynicism and Turnover Intention in Technology Firms in Istanbul

Abstract

Cynicism and turnover intentions are highlighted as being detrimental to organisations’ sustainability. Drawing on the social exchange theory, this paper aims to examine the effect of organisational cynicism on turnover intention and the mediating role of organisational support on this relationship. A survey was conducted with 289 employees and managers. Data were gathered from 54 technology firms from Istanbul, Turkey, and analysed through structural equation modelling using AMOS. The findings suggest that the cognitive and affective dimensions of cynicism are significant predictors of turnover intention, and further that organisational support mediates the relationship between the cognitive and affective dimensions of cynicism and turnover intention. This research is novel in that it deepens our understanding of how detrimental workplace perceptions might affect employees’ intentions to leave their organisations and to what extent organisational support mediates this relationship in technology firms in Istanbul, Turkey. To our knowledge, no study has investigated these three variables together, as in the proposed model.

Managing during the COVID‐19 pandemic: A cross‐sectional study of health care workers' perceived organizational support and its consequences on their compassion, resilience and turnover intention

“…This continuous barrage of stressors confronting HCWs in relation to predictably resulted in reduced work performance efficiency and satisfaction (Wu et al, 2021). In addition, this resulted in commensurately increased turnover intention (including due to stigmatization), job dissatisfaction and stress (Cicek et al, 2021;de los Santos & Labrague, 2021). Increased turnover intention is a threat to the competence within health care systems to serve populations.…”

Counterintuitive consequences of COVID-19 on healthcare workers: A meta-analysis of the relationship between work engagement and job satisfaction

“…Similarly, past research also addressed that to protect their positive resources; employees are more likely to exhibit withdrawal behaviors and lower levels of commitment when the level of job resources supported by the organizations is low (Demerouti et al, 2001 ; Bakker et al, 2003 ; Yildiz et al, 2017 ). Thus, policy interventions should seek to alleviate the negative consequences of the COVID-19 pandemic through institutional innovation (Palalar Alkan et al, 2022 ) and organizational support (Cicek et al, 2021 ; Greenhalgh et al, 2022 ). Such innovation could come in the form of improving conditions for WE even when draconian measures are taken at the national level to curb worker agency and power to take leave, breaks, and even preventative measures to protect themselves, their families, and the public (Greenhalgh et al, 2022 ).…”

Work-life balance practices and organizational cynicism: The mediating role of person-job fit

“…Societal cynicism is defined as the “negative view of human nature, a view that life produces unhappiness, that people exploit others, and a mistrust of social institutions”( Bond et al, 2004 , p.533). Likewise, other scholars have defined OC as employees’ undesirable attitudes toward organizations and management practices ( Cicek et al, 2021 ; Huang, 2022 ).…”

“…For the past 20 years, organizational cynicism (OC) defined as: employees’ negative attitude toward organization and management practices, has been a topic of intense debate among practitioners and researchers ( Dean et al, 1998 ; Kökalan, 2019 ; Cicek et al, 2021 ; Atalay et al, 2022 ; Şen and Basım, 2022 ). For the most part, researchers have provided theoretical and empirical arguments for the impact of OC on essential work outcomes.…”