The Relationship of Organizational Cynicism With the Job Satisfaction: The Mediating Role of Psychological Contract Breach

Sheikh, Aneela; Alvi, Abdul Khaliq; Rehman, Khalil Ur

doi:10.51380/gujr-36-02-01

Cited by 3 publications

(1 citation statement)

References 56 publications

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“…Organizational cynicism (OC) is defined as "an attitude arising from a critical assessment of one's employing organization's intentions, behaviors, and ideals; OC is understood as a state rather than a personality trait" (Sheikh, et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Correlation between Organizational Cynicism and Counterproductive Work Behaviors among Nurses

Ali

Elsayed

2022

Egyptian Journal of Health Care

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Background: The incidence of counterproductive behaviors among nurses in the workplace is another drastic phenomenon that is high among nurses who experience organizational cynicism feelings.Purpose : to identify the correlation between organizational cynicism and counterproductive work behaviors among nurses. Methods: This is a descriptive correlational study. The stratified random sampling technique used in this study . A total of 550 nurses were recruited from one University Hospital and one private hospital in Egypt. Data were collected using two self-administered questionnaires namely: Organizational cynicism scale (OCS): It is five point Likert scale used to measure organizational cynicism.It consists of three dimensions containing ( 14) items as the following; cognitive cynicism (5 items), affective cynicism (5 items), and behavioral cynicism (4 items). Responses ranged from 1 (completely disagree) to 5 (completely agree), and the mean score ranges from 1 to 5. Higher scores indicate higher levels of cynicism. Counterproductive Behaviors Scale (CBS):It is used to measure the incidence of counterproductive behaviors in workplace. It includes 23 items classified into five categories of counterproductive behaviors as the following; abuses against others (9 items), interference at work (3 items), sabotage (3 items), thefts (4 items), and avoiding work (4items). It is a 5 point Likert scale in which responses ranged from 1 (never) to 5 (every day). Results: The mean percentage score of organizational cynicism and counterproductive work behaviors were 90.18 ± 3.57, and 79.03 ± 1.99, respectively. Multivariate regression model revealed that organizational cynicism accounted for 40.2% of the variances in the incidence of counterproductive work behaviors. Conclusion: organizational cynicism is a significant antecedent for the incidence of counterproductive work behaviors among nurses. Implications to Nursing Management: Different strategies such as career development and advancement; considering nurses career goals and objectives; keep promises toward nurses; putting sound reward and punishment system; and make sure that policies, and goals, and practices are in alignment are helpful to prevent organizational cynicism and eradicate counterproductive work behaviors.

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Section: Introductionmentioning

confidence: 99%

Correlation between Organizational Cynicism and Counterproductive Work Behaviors among Nurses

Ali

Elsayed

2022

Egyptian Journal of Health Care

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Systemic shock, cultural differences, and customer satisfaction: lessons from student perceptions in shift to non-classroom education during initial phases of pandemic

Buchanan

Jose

Khare³

2022

Journal of Marketing for Higher Education

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Investigating the effect of psychological contract breach on counterproductive work behavior: The mediating role of organizational cynicism

Ahmed,

Zhang

2024

HSM

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BACKGROUND: The negative consequences of Counterproductive work behaviors (CWBs) include intentional malfeasance that damages an organization or its employees. These include decreased output, increased costs, decreased employee morale and discontent. When CWBs exist, the company’s reputation and employee turnover rates may suffer. OBJECTIVE: The purpose of this study is to increase the current understanding of PCB and CWBs, as well as the mediating function of OC in this relationship, among higher education employees. METHODS: Using IBM SPSS AMOS, the results of the survey were analyzed. RESULTS: PCB is positively correlated with CWB-O and CWB-I, suggesting that employee perspectives on PCB negatively influence their emotions and contribute to unethical business behavior. This study found that OC mediates the relationship between PCBs and CWBs and that uninformed organization behavior causes employees to be more discouraged and angrier and participate in CWB. CONCLUSIONS: Academic administrators must discover salary and benefit inadequacies to give incentives based on accurate performance reports, taking into consideration their bosses’ PC infractions. Therefore, institutions must promote loyalty and belonging to reduce PCB if it is poorly broken. Managers may lessen employee cynicism by stressing organizational support and listening to and rewarding employees.

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The Relationship of Organizational Cynicism With the Job Satisfaction: The Mediating Role of Psychological Contract Breach

Cited by 3 publications

References 56 publications

Correlation between Organizational Cynicism and Counterproductive Work Behaviors among Nurses

Correlation between Organizational Cynicism and Counterproductive Work Behaviors among Nurses

Systemic shock, cultural differences, and customer satisfaction: lessons from student perceptions in shift to non-classroom education during initial phases of pandemic

Investigating the effect of psychological contract breach on counterproductive work behavior: The mediating role of organizational cynicism

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