The effect of transformational leadership style and organizational culture on the formation of organizational cynicism in the Agricultural Bank of Tehran

Abstract

The purpose of this study was to evaluate the effect of transformational leadership style and organizational culture on the formation of organizational cynicism in the Agricultural Bank in city of Tehran. The population of this study consisted of 1022 employees of the Agricultural Bank of Tehran. A total of 304 questionnaires were distributed, of which 264 valid questionnaires were collected. These questionnaires were distributed randomly among the male and female employees in Tehran branches of Agricultural Bank. Standard questionnaire of transformational leadership model, standard questionnaire of organizational culture model and organizational cynicism were applied in this study. In this study SPSS19 and Smart PLS software were used to analyze the collected data. Hypothesis testing showed that at first, Transformational leadership style had no significant effect on the formation of organizational cynicism in the Agricultural Bank in Tehran, and organizational culture had a significant negative impact on the formation of organizational cynicism in the Agricultural Bank in the second hypothesis.

Influence of Cynicism and Counterproductive Work Behavior (CWB) with the Mediating Effect of Org Based Self-Esteem

“…cynicism is a present natural imitating which usually a negative feelings like disappointment about human behavior, organizational cynicism is related with negative behaviors toward individual working association made out of psychological (belief), emotional dimensions which are (i) one's conviction that the firm deficit trustworthiness, (ii) a negative state of mind towards the association, and (iii) inclinations towards disproving and displaying critical behaviors towards the organization which is steady with these convictions (Rabie et al (2016). Organizational cynicism outcomes from the way that workers have negative future desires, their organizational and individual future desires don't constitute honesty, eventual fate of organization presents vulnerability and fate of organization is influenced destructively; Cenkci and Ötken (2014).…”