Narcissistic Leadership, Employee Silence, and Organizational Cynicism: A Study of Physicians in Egyptian Public Hospitals

Abdelgaffar, Hala; Aboramadan, Mohammed; Chaouali, Walid

doi:10.1080/01900692.2020.1758719

Cited by 15 publications

(17 citation statements)

References 58 publications

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“…As a result of research, cynicism was found to be positively related to acquiescent and defensive silence, while it was negatively related to prosocial silence. These results are mostly consistent with the findings of previous research (Altınöz et al, 2017;Çaylak and Altuntaş, 2017;Demirtaş et al, 2016;Erdoğdu, 2018;Kalay et al, 2012;Kaya, et al, 2021;Mousa et al, 2020). But most of that research did not mention the different types of silence, and silence was examined as a whole structure.…”

Section: Discussionsupporting

confidence: 90%

“…The negative consequences of cynicism and silence reveal that these attitudes are pivotal in organizational settings. However little research has examined the interaction between these constructs (Zhang et al, 2019;Nikolaou et al, 2011;Mousa et al, 2020;Farjam et al, 2018). On these limited previous research, a call for new research was exist.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Does Self-Esteem Really Matter? Determining the Role of Self-Esteem in Cynical-Silent Employees

Uslu

2021

Eskişehir Osmangazi Üniversitesi İktisadi Ve İdari Bilimler Dergisi

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Does Self-Esteem Really Matter? Determining the Role of Self-Esteem in Cynical-Silent Employees Öz Bu çalışmanın iki amacı bulunmaktadır. İlk olarak, sinizm ile kabullenici ve savunmacı sessizlik arasında pozitif ve sinizm ile özgeci sessizlik arasındaki negatif ilişkilerin olup olmadığını tespit etmek amaçlanmıştır. İkincisi, davranışsal esneklik teorisine dayanarak tahmin edilen ilişkilerde benlik saygısının potansiyel düzenleyici etkileri araştırılmıştır. Nicel bir araştırma tasarlanmış ve araştırmaya 522 çalışan dahil edilmiştir. Her ne kadar benlik saygısının sinik-özgeci sessiz çalışanlar üzerinde düzenleyicisi etkisi olsa da davranışsal esneklik teorisinin aksine, kritik bir tampon rolünün olmadığı gözlemlenmiştir.Bu nedenle mevcut çalışma bağlamında, benlik saygısının literatürde abartıldığı ölçüde kayda değer olmadığı sonucuna varılmıştır.

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Section: Discussionsupporting

confidence: 90%

Section: Introductionmentioning

confidence: 99%

Does Self-Esteem Really Matter? Determining the Role of Self-Esteem in Cynical-Silent Employees

Uslu

2021

Eskişehir Osmangazi Üniversitesi İktisadi Ve İdari Bilimler Dergisi

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“…the core belief is that the principles of honesty, fairness, and sincerity are sacrificed to further the self-interests of the leadership, leading to actions based on hidden motives and deception" (p. 269). Cynicism is developed due to poor working experiences (Cole et al, 2006;Aboramadan et al, 2020;Mousa et al, 2021).…”

Section: In-role Performance Ocb-individual and Employee Cynicismmentioning

confidence: 99%

My LMX standing with my leader as compared to my coworkers: conditional indirect effect of LMX social comparison

Afshan

Serrano-Archimi

Akram

2022

LODJ

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PurposeThe paper examines the effect of relative leader-member exchange (LMX) on follower's in-role performance, citizenship behaviour and cynicism via relational identification. Moreover, LMXSC (LMXSC) moderates the direct and mediating relationship.Design/methodology/approachBased on multi-level (individual and group level) model, dyadic data were collected from 298 employees working under 47 group managers in the banking sector in Pakistan.FindingsThe multi-level moderated mediation model tested in Mplus and HLM software showed the full support for direct, mediating and moderating hypothesized relationships; however, the moderated mediation hypothesis was partially supported. It reveals that relative LMX standing of followers predicted in-role performance, organizational citizenship behaviour at an individual level (OCB-individual) and cynicism. Relational identification with the leader mediated the relationship. Moreover, at high LMXSC, the relationship between relative LMX and relational identification and consequently the outcomes were stronger.Originality/valueLMX has widely been studied at dyadic level, despite the suggested high and low LMX quality relationships that exist in a workgroup. This study not only investigates the role of relative LMX on employee performance through relational identification but also reports that subjective evaluation of LMXSC plays a major role in promoting employee performance.

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“…Unfairness and injustice are key characteristics of cronyism. Furthermore, the norm of negative reciprocity depicts that when workers are treated poorly by their boss and organization as a result, they respond with bad attitudes, i.e., cynicism ( Gouldner, 1960 ; Mughal, 2020 ; Mousa et al, 2021 ). Thus, we can hypothesize based on the above-mentioned literature.…”

Section: Literature Reviewmentioning

confidence: 99%

The Outcomes of Organizational Cronyism: A Social Exchange Theory Perspective

et al. 2022

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The current research examines the possible outcomes of cronyism like organizational deviance (OD), organizational cynicism (OCy), and counterproductive work behavior and also investigates the mediating variable violation of psychological contract (VPC) among cronyism and its possible outcomes. Many studies have investigated the presence of organizational cronyism (OC) at the workplace and its impacts on certain variables. However, the outcomes observed in this study, i.e., OD, OCy, and counter-productive work behavior were not empirically investigated previously as per researchers’ knowledge. The second gap this study fills is the mediating effect of VPC between the studied variables. Thirdly, the study was conducted in Azad Jammu and Kashmir, Pakistan, which is almost the first attempt to investigate this phenomenon in Azad Jammu and Kashmir. Data were collected from the employees working under different ministries of Azad Jammu and Kashmir, Pakistan like education, forest, sports, information, local government, finance, and tourism. The data from 350 employees were collected through convenience sampling. The data collection process was conducted at two distinct time lags. Results show that OC significantly and positively relates with OD, OCy, and counter-productive work behavior, whereas VPC mediates the relationship among OC and OD, OC, and counter-productive work behavior. Employees enjoying special favors from the leadership seem to be more dedicated toward the organization than the employees who do not have this favor, and the ultimate result is negative for the organization.

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Narcissistic Leadership, Employee Silence, and Organizational Cynicism: A Study of Physicians in Egyptian Public Hospitals

Cited by 15 publications

References 58 publications

Does Self-Esteem Really Matter? Determining the Role of Self-Esteem in Cynical-Silent Employees

Does Self-Esteem Really Matter? Determining the Role of Self-Esteem in Cynical-Silent Employees

My LMX standing with my leader as compared to my coworkers: conditional indirect effect of LMX social comparison

The Outcomes of Organizational Cronyism: A Social Exchange Theory Perspective

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