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Related Experiment Videos

Organizational cynicism: bases and consequences.

R Abraham1

  • 1Farquhar Center for Undergraduate Studies, Nova Southeastern University, Fort Lauderdale, FL 33314, USA. abraham@polaris.acast.nova.edu

Genetic, Social, and General Psychology Monographs
|August 19, 2000
PubMed
Summary

Organizational cynicism, a belief in an organization's lack of integrity, stems from various workplace issues. Personality cynicism strongly predicts organizational cynicism, impacting job satisfaction and commitment.

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Area of Science:

  • Organizational Behavior
  • Psychology

Background:

  • Organizational cynicism is defined as a belief in an organization's lack of integrity, leading to negative emotional reactions and critical behavior.
  • Workplace cynicism can manifest in various forms, influenced by factors such as psychological contract violations, burnout, and innate hostility.

Purpose of the Study:

  • To theoretically clarify the development of five forms of workplace cynicism.
  • To empirically investigate the relationship between different cynicism forms and affective outcomes.

Main Methods:

  • The study theoretically outlines the development of societal, employee, organizational change, work, and personality cynicism.
  • Empirical analysis relates these cynicism forms to affective outcomes such as job satisfaction, commitment, and alienation.

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Main Results:

  • Personality cynicism was the strongest predictor of organizational cynicism, negatively impacting all measured criteria.
  • Organizational change cynicism led to job dissatisfaction and alienation; employee cynicism affected organizational commitment.
  • Societal cynicism unexpectedly increased job satisfaction and commitment; personality and work cynicism indirectly related to organizational citizenship via alienation.

Conclusions:

  • Different forms of workplace cynicism have distinct antecedents and affective consequences.
  • Understanding the specific drivers of cynicism is crucial for addressing its negative impact on employees and organizations.
  • Interventions targeting psychological contract violations, burnout, and innate hostility may mitigate specific cynicism forms.