Locating Behavioral Cynicism at Work: Construct Issues and Performance Implications

Brandes, Pamela; Das, Diya

doi:10.1016/s1479-3555(05)05007-9

Cited by 61 publications

(64 citation statements)

References 57 publications

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“…Previous studies focus on three dimensions of OC (Abraham, 2000) [1]. The first dimension is 'cognitive' in which employees believe that organization has less integrity (Brandes & Das, 2006) [5]. The second dimension is 'affective' in which employees develop a strong feeling for the organization (Dean, Brandes, & Dharwadkar, 1998) [7].…”

Section: Organizational Cynicismmentioning

confidence: 99%

Does Abusive Supervision Influence Organizational Citizenship Behavior? Testing the Mediation Effects of Organizational Cynicism

Aziz¹,

Shahzadi²,

Awais³

et al. 2017

International Journal of Management Excellence

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Section: Organizational Cynicismmentioning

confidence: 99%

Does Abusive Supervision Influence Organizational Citizenship Behavior? Testing the Mediation Effects of Organizational Cynicism

Aziz¹,

Shahzadi²,

Awais³

et al. 2017

International Journal of Management Excellence

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“…Employees may therefore associate themselves with dissenting attitudes such as deception, fabrication, conspiracy, and manipulation. The employees believe that their organizations are self-centred and on this account they abandon their good morals involving themselves in dissipated and treacherous attitudes (Brandes, 1997;Brandes& Das, 2006;and Dean, Brandes, &Dharwadkar, 1998). According to Dean, Brandes, &Dharwadkar (1998) affective cynicism involves several emotions such as contemptuous feelings, feelings of animosity directed at the organization, distress, disgust, and feelings of shame when they have thoughts of their organization.…”

Section: Literature Review the Concept Of Organizational Cynicismmentioning

confidence: 99%

Job Burnout and Organizational Cynicism Among Employees in Nigerian Banks

Akhigbe

Gail

2017

ESJ

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Job burnout and organizational cynicism are two intertwined phenomena which have adverse effects on organizations. The main purpose of this study is to examine the relationship between job burnout and organizational cynicism of employees in Nigerian Banks. The study adopted the cross-sectional survey method which is a form of the quasi-experimental research design. The study had a sample size of 214 employees drawn out from an accessible population of 499 bank employees in Port Harcourt using the Krejcie& Morgan (1970) table. The study research instruments were distributed to the accessible population using the Bowley's (1964) population allocation formula of proportion. The Spearman rank correlation coefficient was used in testing the study hypotheses. The study findings reveal that there is a significant relationship between the two dimensions of job burnout used in this study and organizational cynicism. The study recommended among others that banks should give their employees breaks and time off from time to time in order to guide against emotional exhaustion since it has a significant relationship with organizational cynicism, this would give employees the opportunity to balance their work-life and family life. Conclusively, the study has extensively looked at the relationship between job burnout and organizational cynicism.

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“…However, cynicism has also been associated with positive organizational outcomes. Just as the cynics of Greek society sought to reject the trappings and temptations of wealth, power, and social position in pursuit of truth; workplace cynics often play the role of the "voice of conscience" [9] or "devil's advocates" [10] to serve as a symbol of hope against wrongdoing in organizations.…”

Section: Introductionmentioning

confidence: 99%

Mediating Organizational Cynicism: Exploring the Role of Hope Theory on Job Satisfaction

Kudo¹,

Sakuda²,

Tsuru³

2016

ujm

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The majority of research on groups and organizations has focused on the negative consequences of organizational life, but few studies have focused on how positive traits and qualities, such as hope, may impact groups. In this study we examined the relationship between hope, organizational cynicism and global job performance. All full-time employees (n = 95) of an educational institution were surveyed using existing scales for organizational cynicism (alpha = 0.94), hope (alpha = 0.87), and global job satisfaction (alpha = 0.87). Hierarchical regression confirmed existing research and suggested a negative relationship between organizational cynicism and job satisfaction (p < 0.001), and also provided evidence of a positive relationship between hope and job satisfaction (p < 0.05). Follow-up analysis showed hope partially mediated the negative relationship between organizational cynicism and global job satisfaction (p < 0.01). This study contributes to the existing literature by discovering a positive relationship between hope and job satisfaction, as well as evidence of partial mediation in regards to organizational cynicism. Hope, which has been characterized as both a state of mind and a personal trait, appears to counter the negative effects of organizational cynicism. This suggests hope may allow individuals a means to address negative workplace attitudes and conditions.

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Locating Behavioral Cynicism at Work: Construct Issues and Performance Implications

Cited by 61 publications

References 57 publications

Does Abusive Supervision Influence Organizational Citizenship Behavior? Testing the Mediation Effects of Organizational Cynicism

Does Abusive Supervision Influence Organizational Citizenship Behavior? Testing the Mediation Effects of Organizational Cynicism

Job Burnout and Organizational Cynicism Among Employees in Nigerian Banks

Mediating Organizational Cynicism: Exploring the Role of Hope Theory on Job Satisfaction

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