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Arslan, Muhammad. "Organizational cynicism and employee performance." Journal of Global Responsibility 9, no. 4 (October 8, 2018): 415–31. http://dx.doi.org/10.1108/jgr-05-2018-0014.
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Purpose Organizational cynicism is a growing trend in contemporary organizations. However, its impact on employee performance remains understudied. The purpose of this study is to address this gap by investigating the effect of three dimensions of organizational cynicism (cognitive, affective and behavioral cynicisms) on employee performance. The study also investigates the moderating effect of employee engagement on the relationship between three types of organizational cynicism and employee performance. Design/methodology/approach Primary data are collected through questionnaire from employees (N = 200) of various health organizations in Pakistan by using a convenient sampling technique. Hierarchal multiple regression models are used by using SPSS. Findings The findings reveal that all three types of organizational cynicism (i.e. cognitive cynicism, affective cynicism and behavioral cynicism) have a significant negative relationship with employee performance, while employee engagement moderates this relationship. Moreover, the findings indicate that the majority of respondents are not happy with their organizations. They have the feeling that their organizations are not fulfilling their promises, in fact, are betraying them in different ways. This breach of contract becomes the reason for organizational cynicism among employees and negatively affects their performance at work. Research limitations/implications The study has a large population size and it is quite difficult to address the whole population and collect data from a large sample because of time and limited budget. Practical/implications The organizational culture can mitigate the negative effect of organizational cynicism and enhance performance by promoting employee engagement. The study helps psychologists to understand employees’ attitudes and improve personnel selection to ensure they recruit the right people. Openness, honesty and early communication can increase predictability and controllability of future events. Social implications The job insecurity and lack of adequate compensation are assertive factors towards low productivity and negative attitude toward organization. Originality/value According to the researchers’ best knowledge, only few studies tried to investigate the relationship between organizational cynicism and employee performance by using the moderating effect of employee engagement. Therefore, it will be a good contribution in existing literature to understand consequences of cynicisms.
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Idoko, Ikenna Emmanuel, Onyeka Emmanuel Uzowulu, and Ikenna Michael Onuorah. "Minimalist Architecture and the Concept of Less is More: The Place of Hellenistic Cynicism in the Architectural Concept of Mies Van Der Rohe." International Journal of Research and Innovation in Social Science VIII, no. II (2024): 211–24. http://dx.doi.org/10.47772/ijriss.2024.802015.
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Historically, cynicism as a philosophical movement started and soared in the Hellenistic period. Disquisition on cynicism concerning architecture and architectural philosophy has been relatively neglected. This article addresses cynicism, delving into the philosophy of the cynics’ lifestyle and beliefs vis-à-vis less is more (minimalism), which was an epigram adopted by Mies Van Der Rohe in his architectural designs and buildings. Standing on the shoulder of simplicity, as the common denominator between cynicism and minimalism, the authors create an intercourse between philosophy and architecture through the appraisal of the philosophy of the Cynics and the architectural works of Mies Van Der Rohe. This further buttresses the innate need for continual interdisciplinary research works to unearth and expound more interesting synergy in human architectural and philosophical experiences.
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McDonald, Ronan. "Mock Mockers: Cynicism, Suffering, Irish Modernism." Cambridge Journal of Postcolonial Literary Inquiry 8, no. 2 (April 2021): 177–94. http://dx.doi.org/10.1017/pli.2020.40.
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Cynicism styles itself as the answer to the mental suffering produced by disillusionment, disappointment, and despair. It seeks to avoid them by exposing to ridicule naive idealism or treacherous hope. Modern cynics avoid the vulnerability produced by high ideals, just as their ancient counterparts eschewed dependence on all but the most essential of material needs. The philosophical tradition of the Cynics begins with the Ancients, including Diogenes and Lucian, but has found contemporary valence in the work of cultural theorists such as Peter Sloterdijk. This article uses theories of cynicism to analyze postcolonial disappointment in Irish modernism. It argues that in the “ambi-colonial” conditions of early-twentieth-century Ireland, the metropolitan surety of and suaveness of a cynical attitude is available but precarious. We therefore find a recursive cynicism that often turns upon itself, finding the self-distancing and critical sure-footedness of modern, urbane cynicism a stance that itself should be treated with cynical scepticism. The essay detects this recursive cynicism in a number of literary works of post-independence Ireland, concluding with an extended consideration of W. B. Yeats’s great poem of civilizational precarity, “Nineteen Hundred and Nineteen.”
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ATROSHENKO, Viktoriia Volodymyrivna. "THE IMPACT OF CYNICISM ON THE FORMATION OF A CRITICALLY REFLECTIVE FORM OF WORLDVIEW." Epistemological Studies in Philosophy Social and Political Sciences 6, no. 1 (July 30, 2023): 14–20. http://dx.doi.org/10.15421/342302.
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This article delves into the concept of cynicism, examining it as a philosophical movement and exploring its role in shaping a critically reflective worldview. It conducts a theoretical analysis of the historical origins of cynicism, focusing on the ancient Cynics and their core principles of life. Additionally, the article investigates the influence of cynicism on contemporary society.The article provides a comprehensive description of the fundamental concepts of cynicism. These include the rejection of material possessions, the pursuit of a simple lifestyle, and skepticism towards social hierarchies. Moreover, it underscores cynicism as a tool for critically questioning societal norms, cultural conventions, and moral values. By engaging in critical analysis and reflection, cynicism has the potential to facilitate the construction of a worldview rooted in skepticism and examination.The authors emphasize the significance of cynicism as a critically reflective form of worldview that encourages communities to ask probing questions, analyze various issues, and seek ways to address them. By challenging established norms, cynicism serves as a catalyst for societal progress. It inspires individuals and communities to engage in critical thinking, enabling them to explore alternative paths and foster a more equitable and inclusive society.In conclusion, the article highlights the transformative power of cynicism in driving societal advancements. By nurturing a critically reflective worldview that embraces continuous questioning, growth, and the pursuit of a better future, cynicism can contribute to positive social change. It encourages individuals and communities to challenge the status quo, critically evaluate existing systems, and actively seek improvements for a more just and inclusive society.
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Hagan, John, Bill McCarthy, and Daniel Herda. "What the Study of Legal Cynicism and Crime Can Tell Us About Reliability, Validity, and Versatility in Law and Social Science Research." Annual Review of Law and Social Science 16, no. 1 (October 13, 2020): 1–20. http://dx.doi.org/10.1146/annurev-lawsocsci-031620-093358.
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We call for a further appreciation of the versatility of concepts and methods that increase the breadth and diversity of work on law and social science. We make our point with a review of legal cynicism. Legal cynicism's value, like other important concepts, lies in its versatility as well as its capacity for replication. Several classic works introduced legal cynicism, but Sampson & Bartusch named it. Kirk & Papachristos used a cultural framework to broaden it and added essential measures of perceived unresponsiveness and incapacity of police to ensure neighborhood safety and security. A structural theory of legal cynicism explains minority residents’ skepticism of, and desperate reliance on, police in the absence of alternative sources of safety. Historical and ethnographic studies play especially important roles in broadening the versatility of legal cynicism for the study of crime and responses to it.
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Gutauskas, Mintautas. "KASDIENIS MIGLOTAS CINIZMAS." Religija ir kultūra 8 (January 1, 2011): 37–51. http://dx.doi.org/10.15388/relig.2011.0.2755.
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Straipsnyje nagrinėjamos šiuolaikinio kasdienio cinizmo struktūros. Svarstomi prieigų prie cinizmo tyrimų klausimai. Cinizmui analizuoti pasitelkiami istoriniai ir struktūriniai aspektai. Iš antikinio kinizmo yra kildinama ciniška kultūros redukcija į prigimtį ir demaskavimo procedūra sąmojo forma. Struktūriniu aspektu dėmesys sutelkiamas į ciniškojo realizmo konstituciją. Teigiama, kad ciniškasis realizmas steigiasi dviejų tiesų perspektyvoje, kurių pirmoji yra nerealistinė nomos, idealų, siekiamybių sfera, antroji yra grynas realizmas – physis ar tikrovė, kuri konstituojasi redukcijos ir demaskavimo būdu. Nagrinėjant šiuolaikinį cinizmą parodoma, kad jame atgimsta cinizmo priešybė – naivumas, nes šiuolaikinis cinikas dažnai naiviai tiki ne idealais, vertybėmis ar kt., bet pačia demaskavimo procedūra. Galiausiai parodoma, kaip pašaipusis cinizmas virsta nelaiminga sąmone.Pagrindiniai žodžiai: cinizmas, kasdienybė, demaskavimas, Sloterdijkas, Sverdiolas.EVERYDAY OBSCURE CYNICISMMintautas GutauskasSummaryThe article deals with the structures of contemporary everyday cynicism. It discusses the question of relevant approach to the cynicism as well. Historical and structural aspects are invoked in the analysis of cynicism. The investigation of historical aspect shows that cynical reduction of culture into nature and unmasking in the form of joke can be derived from the ancient Cynics, and the investigation of structural aspect, in turn, focuses on constitution of cynical realism. The author asserts that cynical realism is established in the perspective of two truths: the first truth is unrealistic nomos, the area of ideals and purposes, the second truth is purely realistic, that is to say, physis or reality which is constituted by means of reduction and unmasking. Closer examination of contemporary cynicism reveals that direct opposite of cynicism – the naivety – revived in contemporary everyday cynicism: contemporary cynic naively believes not in ideals or values and all that, but in procedure of unmasking itself. Finally, the analysis shows how the mocking cynicism turns into unhappy consciousness.Keywords: cynicism, everydayness, unmasking, Sloterdijk, Sverdiolas.
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CAPPELLA, JOSEPH N., and KATHLEEN HALL JAMIESON. "News Frames, Political Cynicism, and Media Cynicism." ANNALS of the American Academy of Political and Social Science 546, no. 1 (July 1996): 71–84. http://dx.doi.org/10.1177/0002716296546001007.
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Panchali, Jayasekara, and S. M. Seneviratne. "Organizational cynicism and employee performance: evidence from a Sri Lankan audit sector." Annals of Management and Organization Research 1, no. 2 (November 30, 2019): 155–69. http://dx.doi.org/10.35912/amor.v1i2.409.
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Abstract: Purpose: This study examined the relationship between organizational cynicism and employee performance at diverse hierarchical levels in big four audit firms in Sri Lanka. Research methodology: By adopting quantitative research methodology, questionnaires were used as a primary data collection method from audit trainees, audit supervisors, and audit managers in big 4 audit firms in Sri Lanka. This was conducted by deploying a convenient sampling technique, and regression models are used by applying SPSS. Results: The study found a significant negative relationship between organizational cynicism and employee performance at audit firms and that each dimension of organizational cynicism. Limitations: Organizational cynicism was analyzed based on employee perception, although there are other influencing factors for organizational cynicism. Contribution: This study's findings are expected to support audit supervisors in avoiding the discovered negative effect instead by lessening the degree of psychological contract violation and organizational politics. Keywords: Organizational cynicism, Employee performance, Audit firms, Affective cynicism, Cognitive cynicism, Behavioral cynicism Keywords: 1. Organizational cynicism 2. Employee performance 3. Audit firms 4. Affective cynicism 5. Cognitive cynicism 6. Behavioral cynicism
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James, Nicola. "Cynicism overturned." Cancer Nursing Practice 8, no. 6 (July 9, 2009): 10. http://dx.doi.org/10.7748/cnp.8.6.10.s13.
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Navia, Luis E. "Classical Cynicism." Philosophy East and West 48, no. 1 (January 1998): 188. http://dx.doi.org/10.2307/1399938.
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McCutcheon, Russell. "Beyond Cynicism." Bulletin for the Study of Religion 46, no. 1 (April 18, 2017): 3–6. http://dx.doi.org/10.1558/bsor.30940.
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This is an introduction to a set of papers in which current Swiss doctoral students describe their work--in an effort to suggest that the field is still engaged in important issues of method and theory and that claims that we ought to now be post-theoretical are rather misplaced.
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Dean, James W., Pamela Brandes, and Ravi Dharwadkar. "Organizational Cynicism." Academy of Management Review 23, no. 2 (April 1998): 341. http://dx.doi.org/10.2307/259378.
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Dean, James W., Pamela Brandes, and Ravi Dharwadkar. "Organizational Cynicism." Academy of Management Review 23, no. 2 (April 1998): 341–52. http://dx.doi.org/10.5465/amr.1998.533230.
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Björk, Micael. "Fighting Cynicism." Police Quarterly 11, no. 1 (March 2008): 88–101. http://dx.doi.org/10.1177/1098611107309010.
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Schraeder, Mike, Mark H. Jordan, Dennis R. Self, and David J. Hoover. "Unlearning cynicism." International Journal of Organizational Analysis 24, no. 3 (July 11, 2016): 532–47. http://dx.doi.org/10.1108/ijoa-05-2013-0674.
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Purpose “Unlearning” is discussed as an additional perspective or supplemental strategy for managers/leaders to consider when addressing cynicism in organizations. The article is not intended to be definitive. The aim of this paper is to generate ideas and encourage further exploration amongst practitioners and scholars regarding the feasibility of this perspective. There are a number of plausible explanations for the origin of cynicism, including the notion that cynicism is learned. As anything that is learned can also be unlearned, “unlearning” seemed to be a compelling perspective worthy of further exploration. Design/methodology/approach A targeted literature review of cynicism (with a specific focus on some of the more salient and well-respected research) was utilized to develop a conceptual overview of cynicism, a discussion of key causes/antecedents of cynicism, and common symptoms of cynicism. Select literature was also reviewed relative to the concept of “unlearning”. These varied sources were then synthesized into a framework that outlined the premise of “unlearning” applied to cynicism in organizations. Findings This article focuses on the attitudinal dimension of cynicism, discussing “unlearning” as a possible method for addressing cynicism that can be used to supplement, but not necessarily replace, other methods that have proven effective. Originality/value Cynicism in organizations has received notable research attention. This article contributes to this important topic by exploring “unlearning” as a supplemental approach or perspective for addressing cynicism with the intent of generating ideas and encouraging further exploration of the feasibility of this approach.
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Cericola, Sandra A. "Overcoming Cynicism." Plastic Surgical Nursing 17, no. 4 (1997): 219. http://dx.doi.org/10.1097/00006527-199724000-00007.
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Nanu, Ananda. "Against cynicism." Bulletin of the Royal College of Surgeons of England 100, no. 2 (March 2018): 52. http://dx.doi.org/10.1308/rcsbull.2018.52.
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Odou, Philippe, and Pauline de Pechpeyrou. "Consumer cynicism." European Journal of Marketing 45, no. 11/12 (November 15, 2011): 1799–808. http://dx.doi.org/10.1108/03090561111167432.
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JONES, GREGORY A. "Combating Cynicism." Journal of Christian Nursing 26, no. 4 (October 2009): 195–96. http://dx.doi.org/10.1097/01.cnj.0000361234.20697.fa.
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Eisinger, Robert M. "Questioning cynicism." Society 37, no. 5 (July 2000): 55–60. http://dx.doi.org/10.1007/s12115-000-1038-6.
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Aydin, Melih, and Gürkan Akdag. "THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CYNICISM AMONG HOTEL EMPLOYEES IN SOUTHEASTERN ANATOLIA REGION OF TURKEY." Eurasian Journal of Business and Management 4, no. 4 (2016): 81–89. http://dx.doi.org/10.15604/ejbm.2016.04.04.008.
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The aim of this study is to determine whether relationship occurs between organizational commitment and organizational cynicism attitudes among employees who were employed in five and four star hotels located in Southeastern Anatolia Region of Turkey and to affirm the extent of the relationship. According to the findings, there is a significant (negative) relationship between three sub-dimensions of organizational cynicism (behavioral cynicism, affective cynicism and cognitive cynicism) and organizational commitment. Multiple regression and correlation analysis were applied to analyze data and identify the relationship between organizational commitment and organizational cynicism. According to the findings of the research, it is revealed that, as the level of organizational cynicism arises, attitudes toward organizational commitment decrease. Those results are consistent with findings of the previous studies that employees with cynical attitudes exhibited lower commitment in the organization. The results of this research showed that hotel employees mostly experience cognitive cynicism among sub-dimensions of cynicism and they rarely experience affective cynicism. In conclusion, it is possible to assert that employees were with medium level of organizational cynicism and organizational commitment.
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Parker, Ben. "Shelter from the Storm: Cynicism and the Refuge of Meaning." boundary 2 50, no. 2 (May 1, 2023): 195–210. http://dx.doi.org/10.1215/01903659-10300665.
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Abstract In her new book on the function of cynicism, Helen Small defines a positive role that cynicism can play in the liberal articulation of the very ideals and norms that cynicism affronts. She provides this “strategic cynicism” with a nineteenth-century lineage including Friedrich Nietzsche, Matthew Arnold, George Eliot, and Thomas Carlyle. This review essay identifies some problems in the concept of strategic cynicism, drawing on Hegel's understanding of intentional action. Strategic cynicism is ultimately a role-playing (or impersonation) of cynicism by normativity on its own behalf. As Small conceives norms, they are vulnerable to cynicism because they are stranded and without immanent grounding. Turning to Henry James's novel The Awkward Age, this essay shows how cynicism can be answered not by pointing to better intentions, but only by what we discover retrospectively, from the consequences of how things turn out, our commitments to be. The essay ends with a consideration of the dysfunction of liberal responses to Donald Trump's cynicism.
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Durrah, Omar, Monica Chaudhary, and Moaz Gharib. "Organizational Cynicism and Its Impact on Organizational Pride in Industrial Organizations." International Journal of Environmental Research and Public Health 16, no. 7 (April 3, 2019): 1203. http://dx.doi.org/10.3390/ijerph16071203.
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Organizational cynicism has been a topic of discussion and debate among employees and top management. The purpose of this study is to find out the relationship between organizational cynicism and organizational pride. Precisely, the objectives are to identify and measure organizational cynicism among employees in industrial organizations; to determine and measure the degree of organizational pride among employees in industrial organizations and to study the effect of organizational cynicism on the organizational pride of employees in industrial organizations. In this empirical research, the study population was employees of industrial organizations of Oman. Using a purposive sampling technique, nine industrial organizations from Oman were picked. With the help of structured questionnaire, data from 350 respondents was obtained. Structural equation modeling was used through Amos version 25.0 for data analysis. The results reveal that the two dimensions of organizational cynicism (affective cynicism and behavioral cynicism) have a significant and negative impact on emotional pride, while cognitive cynicism does not significantly effect emotional pride. The study results indicate that the one dimension of organizational cynicism (affective cynicism) has a significant impact on attitudinal pride, while the rest of the other dimensions (cognitive cynicism, behavioral cynicism) do not have a significant effect on attitudinal pride. The limitations and implications of the research are also discussed.
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Zekavica, Radomir, Biljana Simeunovic-Patic, Phillippus J. Potgieter, and Cornelis J. Roelofse. "Police cynicism in Serbia: prevalence, nature and associations with job satisfaction." Policing: An International Journal 41, no. 5 (October 1, 2018): 659–72. http://dx.doi.org/10.1108/pijpsm-09-2016-0147.
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Purpose The purpose of this paper is to present the results of the first research on prevalence, nature and correlates of the police cynicism in Serbia, with particular attention to the associations of cynicism with job satisfaction. Design/methodology/approach Data were collected using a paper-based survey, and obtained from 472 police officers from five police departments across the country. For the purpose of measuring of organizational and work aspects of police cynicism a new developed 24 five-level Likert-type items scale was used. Findings The results show that cynicism is normally distributed. No statistically significant gender, education or police rank differences were identified, and the length of service does not appear to influence cynical attitudes significantly. Cynicism scores statistically significantly varied across police departments and predicted job dissatisfaction. The underlying four-factor structure of police cynicism was identified. The factors include: general organizational cynicism; cynicism toward police hierarchy/superiors; cynicism toward public/citizen cooperation; and cynicism toward modernization of policing in the crime control field. Research limitations/implications The generalizability of the sample is limited, giving that participants come from only five out of a total of 27 police departments in the country, while the female police officers and officers with education higher than high school were somewhat overrepresented. Originality/value This research provides some more evidence on the nature and determinants of police cynicism that might inspire future research in this important but under-researched area. It implies that the need to explore more deeply relations between police cynicism and stress, burnout and particularly contextual and departmental factors that might be influential to police cynicism. It might also incite future research on the internal structure of police cynicism.
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Cutler, Ian. "Old dogs new tricks: A Cynical legacy." Think 4, no. 12 (2006): 89–94. http://dx.doi.org/10.1017/s1477175600001767.
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Ian Cutler introduces the history and philosophy of cynicism.[T]rue cynics are often the kindest people, for they see the hollowness of life, and from the realization of that hollowness is generated a kind of cosmic pity. Raymond Federman
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Acaray, Ali, and Seda Yildirim. "The impact of personality traits on organizational cynicism in the education sector." World Journal of Entrepreneurship, Management and Sustainable Development 13, no. 1 (March 13, 2017): 65–76. http://dx.doi.org/10.1108/wjemsd-12-2015-0051.
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Purpose Today’s organizations try to keep their employees loyalty but employees may still feel unsatisfied and adopt negative attitudes. Cynicism, as a negative attitude of employees toward their organization, leads to unwanted outputs such as lower performance or lower loyalties that can appear in every kind of sector. Accordingly, the purpose of this paper is to determine the effects of personality traits on organizational cynicism in the education sector. Design/methodology/approach This study used the survey method to collect data and survey forms were distributed to teachers from various private schools in Istanbul, Turkey. With the e-mail survey method, the authors received 254 healthy survey forms from teachers. For personality traits, the five-factor model of personality traits that was developed by McCrae and Costa (1987) was preferred and the organizational cynicism model was evaluated with three basic dimensions as based on Brandes’s (1997) model. Findings Based on data from 254 teachers of various private schools in Istanbul, interrelationships amongst personality traits and organizational cynicism were tested. On the basis of the partial least-squares method, the authors found that agreeableness had a negative effect on cognitive cynicism and affective cynicism, conscientiousness had a negative effect on cognitive cynicism and affective cynicism, neuroticism had a negative effect on cognitive cynicism and behavior cynicism, and openness to experience had a positive effect on cognitive cynicism and affective cynicism. Thus, it can be said that personality traits of teachers had a significant effect on organizational cynicism as a result of this study. Research limitations/implications This study used two main scales: the scale of McCrae and Costa (1987) for personality traits and the scale of Brandes (1997) for organizational cynicism. The authors adapted both the scales for Turkish culture and the education sector that the results can be considered valid for only this study. Originality/value This study shows a significant effect of personality traits on cynicism in the education sector and thus can be considered to be useful for future studies.
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Scott, Kristyn A., and David Zweig. "The cynical subordinate: exploring organizational cynicism, LMX, and loyalty." Personnel Review 49, no. 8 (February 19, 2020): 1731–48. http://dx.doi.org/10.1108/pr-04-2019-0165.
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PurposeAdopting a social exchange framework, this article examines the relationship between organizational cynicism and leader–member exchange (LMX) using two different methodologies.Design/methodology/approachStudy 1 utilizes a longitudinal panel design (N = 291) to examine the reciprocal relationships between organizational cynicism and LMX over time. Study 2 (N = 348) positions loyalty as a possible mechanism through which organizational cynicism might impair LMX.FindingsStudy 1 provides evidence for the existence of some reciprocity in the relationships between organizational cynicism and LMX; however, organizational cynicism appears to be a stronger predictor of LMX than the obverse. The results of Study 2 suggest that cynical employees are less loyal to their supervisors, and this cynicism can interfere with the reciprocity process inherent in the creation and maintenance of high-quality social exchanges at work.Originality/valueThis is the first study to examine the relations between organizational cynicism and LMX in a longitudinal design. Additionally, the inclusion of loyalty and demonstration that organizational cynicism impacts loyalty to supervisors negatively represents a novel direction in organizational cynicism research.
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Nam, Taewoo. "Determinants of local public employee attitudes toward government innovation." International Journal of Public Sector Management 32, no. 4 (May 13, 2019): 418–34. http://dx.doi.org/10.1108/ijpsm-06-2018-0134.
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Purpose The purpose of this paper is to identify individual level perception-based determinants influencing participation in government innovation and to examine the moderating effect of innovation cynicism upon those determinants. Design/methodology/approach Focusing on the case of Government 3.0, a Korean National Government innovation initiative, this study analyzes survey data regarding local public employee perceptions of the initiative through ordered logistic regression. Findings Multiple theoretical correlates of perceived desirability, perceived efficacy, performance expectancy, facilitating leadership, peer influence and demonstrable symbols have positive influences on participation in Government 3.0. Surprisingly, cynics of government innovation reported more active participation in Government 3.0 than non-cynics. While cynicism negatively moderates the influence of perceived desirability, performance expectancy and peer influence on Government 3.0 participation, the expected negative moderating effect does not correspond with the influence of perceived efficacy on innovation participation. Originality/value The study highlights the importance of innovation cynics, who are probably neither skeptics nor pessimists regarding recent changes but rather are concerned about recurring rhetoric and poor performance of government innovation.
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Schutijser, Dennis. "Cynicism as a way of life: From the Classical Cynic to a New Cynicism." Akropolis: Journal of Hellenic Studies 1 (December 27, 2017): 33–54. http://dx.doi.org/10.35296/jhs.v1i0.2.
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In light of the recent revival of interest for philosophy as a way of life, Cynicism has received relatively little attention. Classical cynicism, however, is a particularly rich and valuable school in this respect, offering a philosophy that is before anything else a way of life, combining philosophical reflection, a value system, and a practice of living. The present article articulates classical Cynicism as a philosophy as a way of life along these lines. Additionally, classical Cynicism offers a valuable contribution both to current philosophical investigation and to philosophy’s contribution to the question of the good life. In particular, classical Cynicism gives a number of guidelines for a new cynicism, distinct from and regularly in opposition to common modern cynicism.
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Narosaputra, Dewo Agung Nugroho, I. Ketut Pangestu, and Marssel Michael Sengkey. "The Effect of Distributive, Procedural, and Interactional Justice on Organizational Cynicism Moderated by Hope." Jurnal Psikologi 50, no. 3 (December 28, 2023): 318. http://dx.doi.org/10.22146/jpsi.79518.
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Theoretical and empirical evidence suggests that organizational justice impacts organizational cynicism, but the influence of its various dimensions is inconsistent. This inconsistency necessitates the introduction of moderating variables for a more comprehensive understanding. In this context, hope is selected as a moderating variable due to its ability to mitigate the adverse effects of organizational cynicism. The objective of this study is to explore how distributive, procedural, and interactional justice affect organizational cynicism, with hope serving as a moderating factor. The research adopts an explanatory correlational design. Participants include 126 employees from the Mojokerto State Police School (SPN), selected through census sampling. The study utilizes scales for measuring organizational cynicism, organizational justice, and hope. Data is analyzed using moderated regression analysis (MRA). The findings reveal that distributive and interactional justice negatively impact organizational cynicism. Moreover, hope moderates the relationship between procedural justice and organizational cynicism, as well as the impact of interactional justice on cynicism. Significantly, hope moderates the effects of distributive, procedural, and interactional justice on organizational cynicism, underscoring its role in enhancing the impact of these justice dimensions on cynicism. This research contributes to a nuanced understanding of the interplay between organizational justice and cynicism, highlighting the critical role of hope as a moderator.
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Arslan, Muhammad, and Jamal Roudaki. "Examining the role of employee engagement in the relationship between organisational cynicism and employee performance." International Journal of Sociology and Social Policy 39, no. 1/2 (March 11, 2019): 118–37. http://dx.doi.org/10.1108/ijssp-06-2018-0087.
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PurposeOrganisational cynicism (OC) is a growing trend in contemporary organisations. However, its impact on employee performance (EP) remains understudied. The purpose of this paper is to address this gap by investigating its effect on EP. The study also investigates the moderating effect of employee engagement (EE) on the relationship between OC and EP.Design/methodology/approachPrimary data are collected through questionnaire from employees (N=200) of various health organisations in Pakistan by employing a convenient sampling technique. Hierarchical multiple regression is employed by using SPSS.FindingsThe findings of correlation and regression analyses reveal that OC has significant negative relationship with EP. Hence, the patient care is compromised in sampled organisations due to poorer performance of employees. Moreover, findings also reveal that EE has a moderating effect on relationship between OC and EP. Therefore, hospital management needs to increase EE to reduce the cynicism and improve performance. In addition, organisations and managers need to consider their role and actions creating the conditions that lead to cynicism among employees and should take trustworthy steps to increase employee retention and engagement and, ultimately, their performance. Moreover, the findings of the study indicate that the majority of respondents are not happy with their organisations. They also feel that the organisation is not fulfilling its promises and betraying them in several ways. This breach of contract becomes the reason for OC among employees and badly affects their performance. Most of respondents give importance to their career development and the findings reveal that organisations are not focussing on career development of their employees.Research limitations/implicationsThe study has some limitations and implications. The organisational culture can mitigate the negative effect of OC and enhance performance by promoting EE. It is recommended that employee cynicism can be reduced by providing a supportive environment, EE and fairness. Nevertheless, the findings of this study still help supervisors to inhibit this harmful effect by reducing the level of psychological contract violation and organisational politics that will reduce the level of cynicism among employees and improve their performance.Practical implicationsIt is found that OC has a major impact on the behaviour and attitude of employees, supervisors and representatives on the one hand and, ultimately, the organisation, on the other hand. These effects have specific susceptibilities due to the vicinity of the employees. It is recommended that employee cynicism can be reduced by providing a supportive environment.Social implicationsThe study also helps psychologists to understand employees’ attitudes and improve personnel selection to ensure they recruit the right people. Leaders need to communicate honestly, effectively and frequently to address cynicism in order to ensure ample staffing and resource levels that result in good patient care and positive work attitudes at hospitals.Originality/valueAccording to the researchers’ best knowledge, only few studies tried to investigate the relationship between organisational cynicism and EP by employing the moderating effect of EE. Therefore, it will be a good contribution in existing literature to understand consequences of cynicisms.
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Schraeder, Mike, and Hannah Schraeder. "AFFIRM employees to reduce cynicism in the workplace." Development and Learning in Organizations: An International Journal 31, no. 5 (September 4, 2017): 1–3. http://dx.doi.org/10.1108/dlo-11-2016-0102.
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Purpose The purpose of this paper is to describe the potential value of affirmation as a way that leaders might be able to reduce employee cynicism in organizations. Design/methodology/approach A brief overview of cynicism and possible value of affirmation as a method to reduce cynicism is followed by suggestions for ways that leaders may be able to reduce cynicism through affirmation. Six strategies for reducing cynicism were summarized. These strategies were organized using AFFIRM as an acrostic. Findings Leaders may be able to reduce employee cynicism through actions intended to affirm employees. Specifically, it is suggested that leaders can affirm employees through acknowledgement and appreciation, feedback, focus, involvement, respect, and maintaining employee well-being. Originality/value This paper framed the strategies for reducing cynicism using AFFIRM as an acrostic for the six strategies. Organizing the recommended strategies of acknowledgement/appreciation, feedback, focus, involvement, respect, and maintaining employee well-being using this methodology may be a beneficial tool for leaders looking for ways to reduce employee cynicism in organizations.
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Pattyn, Sven, Alain Van Hiel, Kristof Dhont, and Emma Onraet. "Stripping the Political Cynic: A Psychological Exploration of the Concept of Political Cynicism." European Journal of Personality 26, no. 6 (November 2012): 566–79. http://dx.doi.org/10.1002/per.858.
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The high level of political cynicism in contemporary society is often considered a serious threat to democracy. The concept, however, has received only scant attention in psychology. The current work introduces political cynicism and extensively explores its psychological implications by investigating the concept's validity, predictive utility and status as a dispositional variable. Our results revealed that political cynicism is empirically distinguishable from the closely related constructs of social cynicism and political trust. Furthermore, political cynicism was found to strongly related to a wide range of political variables, such as voting intentions, political normlessness and political estrangement, as well as to broad social attitudes and racial prejudice. Finally, we show that political cynicism yields limited but meaningful relationships with Neuroticism and Agreeableness, although social cynicism is more clearly related to the Five–Factor Model personality dimensions. It is therefore concluded that political cynicism can be reliably measured and distinguished from closely related concepts and that it yields meaningful relationships with other relevant psychological variables. Copyright © 2011 John Wiley & Sons, Ltd.
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Pelit, Elbeyi, and Nil Pelit. "The Effects of Mobbing on Organizational Cynicism: A Study on Hotels in Turkey." International Journal of Human Resource Studies 4, no. 1 (February 26, 2014): 34. http://dx.doi.org/10.5296/ijhrs.v4i1.4996.
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The aim of this study is to determine the effects of the hotel employees' mobbing perceptions on organizational cynicism. In this respect, employees’ mobbing perceptions and attitudes related to organizational cynicism are evaluated separately, and then through putting forth the effect of mobbing on organizational cynicism on the sample of hotel business employees in Turkey. In this research, survey technique was utilized as a data collecting method, also the relevant mobbing and organizational cynicism scales were utilized. Survey way applied to 936 people selected through stage sampling method from employees of the five star hotel in Turkey which constitute the population of this research, and data collected for the aim of this study was analyzed and interpreted.According to the results of this research, it was determined that when hotel employees’ mobbing perceptions are considered in general, the highest mobbing perception is in “self-realization and attacks intended for communication formation” dimension; when their attitudes on organizational cynicism are considered in general, organizational cynicism with the highest average is behavioral cynicism. On the other hand, relations between employees’ mobbing perceptions and attitudes on organizational cynicism have been found significant in this research, also it is achieved that mobbing increases organizational cynicism.
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Prajogo, Wisnu, Heni Kusumawati, and Nikodemus Hans Setiadi Wijaya. "ORGANIZATIONAL CULTURE AS DETERMINANT OF EMPLOYEE-BASED ANTECEDENTS TO ORGANIZATIONAL CYNICISM." Humanities & Social Sciences Reviews 8, no. 1 (March 3, 2020): 881–86. http://dx.doi.org/10.18510/hssr.2020.81105.
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Purpose of study: Organizational cynicism happens when employees show their distrust in their organization. Most research about organizational cynicism focuses on the influence of organization cynicism to employee attitudinal outcomes (absenteeism, counterproductive work behaviour, etc) and performance outcomes. This research focuses on exploring the antecedents of organizational cynicism: organizational based antecedent and employee-based antecedents. Supportive organization culture is the organizational based antecedent that is predicted to influence employee affective response to organizational change and job satisfaction, and the subsequent effect to organizational cynicism.
Methodology: 221 teachers from several private and state-owned schools were chosen by the purposive sampling method that participated in this research. Hypotheses testing were conducted using structural equation modeling using the AMOS program to test the simultaneous relationship testing among variables.
Result: This research found several findings. First, a supportive organizational culture has a positive influence on job satisfaction. Second, supportive organization culture has a positive influence on employee affective response to organizational change. Third, employee affective response to organizational change has a negative influence on organizational cynicism. Fourth, contrary to hypotheses, job satisfaction has a positive influence on organizational cynicism.
Applications of this study: The practical implication of this research is each organization should create a supportive organizational culture since it has an indirect negative effect on organizational cynicism through employee affective response to organizational change.
Novelty/Originality of this study: Despite the importance of organizational cynicism, only a few researchers examined antecedents of organizational cynicism. This research will contribute to examining the influence of supportive organizational culture on job satisfaction and employee affective response to organizational change, and their effect on organizational cynicism.
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Gert, Bernard. "Avoiding Moral Cynicism." Teaching Ethics 1, no. 1 (2001): 1–17. http://dx.doi.org/10.5840/tej20011110.
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McKay, Ian, and Timothy Bewes. "Cynicism and Postmodernity." Labour / Le Travail 42 (1998): 313. http://dx.doi.org/10.2307/25148923.
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Plantz, Diane M. "Cynicism, with Consequences." Hastings Center Report 41, no. 2 (2011): 12–13. http://dx.doi.org/10.1353/hcr.2011.0023.
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Insall, Robert. "Cynicism and credulity." Current Biology 9, no. 7 (April 1999): R231. http://dx.doi.org/10.1016/s0960-9822(99)80147-x.
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Vice, Samantha. "Cynicism and Morality." Ethical Theory and Moral Practice 14, no. 2 (October 29, 2010): 169–84. http://dx.doi.org/10.1007/s10677-010-9250-y.
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MacDonald, Ed. "Weather Cynicism 101." Air Medical Journal 29, no. 1 (January 2010): 18–19. http://dx.doi.org/10.1016/j.amj.2009.10.002.
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Jacobs, Alvin D. "STAVING OFF CYNICISM." Journal of the American Dental Association 130, no. 11 (November 1999): 1551–52. http://dx.doi.org/10.14219/jada.archive.1999.0071.
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Rijkhoff, Sanne A. M. "Still Questioning Cynicism." Society 55, no. 4 (June 12, 2018): 333–40. http://dx.doi.org/10.1007/s12115-018-0264-8.
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Ruokonen, Minna. "Idealism or cynicism?" Mikael: Kääntämisen ja tulkkauksen tutkimuksen aikakauslehti 12 (April 1, 2019): 104–20. http://dx.doi.org/10.61200/mikael.129369.
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This article compares how Finnish translation students (n=277) and professional translators (n=450) perceive translator status or prestige and specific factors connected to status (visibility, power/influence and expertise; Dam & Zethsen, e.g. 2008), and whether the perceptions are affected by work experience and translators’ specialisation (business, audio-visual or literary translation). The data come from surveys partly replicating Danish translator surveys by Dam and Zethsen (e.g. 2011). A statistical analysis indicates that the students’ and translators’ views are close to each other and similar to previous research; in some items, there is no difference between the students and those translators with a maximum of five years of work experience. When statistical differences emerge, the translator respondents’ perceptions are mostly more positive. Possible explanations for this include the translators’ sense of their own work being appreciated (Ruokonen & Mäkisalo 2018). The results also suggest that links between status perceptions and length of work experience could be explored further.
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Terzi, Ali Riza, and Ramazan Derin. "Relation between Democratic Leadership and Organizational Cynicism." Journal of Education and Learning 5, no. 3 (June 16, 2016): 193. http://dx.doi.org/10.5539/jel.v5n3p193.
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<p>This study intends to analyze the relation between school principals’ leadership styles and teachers’ perception of organizational cynicism. The study group consists of 268 participants teaching at high schools in the Balıkesir district of Turkey during 2014-2015 academic year. In the study, which used relational survey model, data was collected through Democratic Leadership Scale and Organizational Cynicism Scale and analyzed by mean scores, independent t-test, one-way analysis of variance (ANOVA), and simple linear regression. The results revealed that democratic leadership is a significant predictor of organizational cynicism, and it is negatively connected with organizational cynicism. In addition, it was found that there were significant differences between seniority and gender groups as regards democratic leadership, between seniority groups as regards all dimensions of organizational cynicism, and between gender as regards affective cynicism. All the results of the study showed that the democratic leadership style displayed by school principals influences the organizational cynicism perceived by teachers.</p>
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Scott, Kristyn A., and David Zweig. "Understanding and mitigating cynicism in the workplace." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 552–69. http://dx.doi.org/10.1108/jmp-01-2015-0023.
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Purpose – Organizational cynicism is on the increase. The purpose of this paper is to explore how dispositions promote cynical attitudes and how to mitigate the negative impact of organizational cynicism for employees. Design/methodology/approach – The data consisted of two samples (n=312 and n=529) of employed adults. All participants completed online surveys containing the variables of interest. The hypothesized model was tested using structural equation modeling. Findings – Low levels of core self-evaluation (CSE) predict organizational cynicism which, in turn, mediates the relations between CSE and job attitudes. Importantly, the authors find that supervisory support moderates both the relations between CSE and organizational cynicism and organizational cynicism and job satisfaction. Originality/value – Little research has directly assessed the role of dispositions in the development of organizational cynicism. The authors suggest that CSE contributes to the development of cynical attitudes. Further, the authors demonstrate that a supportive supervisor can serve as a buffer to mitigate the expression and effects of organizational cynicism on workplace outcomes.
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Wenying, Yong. "Understanding the Relationship between Burnout, Cynicism, and Organizational Learning Culture: A Conceptual Framework for Private Security Companies in Beijing, China." Journal of Digitainability, Realism & Mastery (DREAM) 2, no. 06 (June 25, 2023): 34–39. http://dx.doi.org/10.56982/dream.v2i06.133.
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This paper examines the relationship between burnout, cynicism, and organizational learning culture in the context of private security companies in Beijing, China. The study explores the theoretical foundations of burnout, cynicism, and organizational learning culture, reviewing relevant literature on their conceptualizations and implications. The interplay between burnout and cynicism is analyzed, along with their collective impact on organizational learning culture. Additionally, the paper identifies cultural, organizational, and individual factors that influence burnout, cynicism, and organizational learning culture within private security companies in Beijing. The findings highlight the significance of addressing burnout and cynicism to foster a positive learning culture and enhance employee well-being and organizational effectiveness. The implications of the study for private security companies are discussed, emphasizing the importance of implementing strategies to mitigate burnout and cynicism while promoting a supportive learning culture. Finally, recommendations for future research are provided, focusing on longitudinal studies, comparative research, and interventions to address burnout, cynicism, and enhance organizational learning culture.
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Spencer, Dale C., Rosemary Ricciardelli, Dale Ballucci, and Kevin Walby. "Cynicism, dirty work, and policing sex crimes." Policing: An International Journal 43, no. 1 (December 4, 2019): 151–65. http://dx.doi.org/10.1108/pijpsm-07-2019-0123.
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Purpose Digital evidence is now infused in many (or arguably most) cases of sexual assault, which has refigured investigative tools, policing strategies and sources of cynicism for those working in sex crime units. Although cynicism, both its sources and affects, is widely studied among scholars of work and policing, little is known about how police working in sex crime units experience, mitigate and express cynicism. The purpose of this paper is to fill this gap in understanding and explore the role of cynicism amongst investigators working in sex crime units. Design/methodology/approach To address this research gap, the authors conducted 70 semi-structured in-depth interviews and two focus groups with members of police services organizations across Canada working in sex crime units. Findings Examining sources of cynicism and emotional experiences, the authors reveal that officers in these units normalize and neutralize organizational and intra-organizational sources of cynicism, and cope with the potentially traumatizing and emotionally draining realities of undertaking this form of “dirty work.” The authors show that officer cynicism extends beyond offenders into organizational and operational aspects of their occupations and their lived experiences outside of work, which has implications for literature on police work, cynicism and digital policing. Originality/value The authors contribute to the literature on cyber policing by, first, examining sex crimes unit member’s sources of cynicism in relation to sex crimes and the digital world and, second, by exploring sources of cynicism in police organizations and other branches in the criminal justice system. The authors examine how such cynicism seeps into relationships outside of the occupation. The authors’ contribution is in showing that cynicism related to police dirty work is experienced in relation to “front” and “back” regions (Dick, 2005) but also in multiple organizational and social spheres. The authors contribute to the extant literature on dirty work insofar as it addresses the underexplored dirty work associated with policing cyber environments and the morally tainted elements of such policing tasks.
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Bochkarev, Arsentiy I. "Cynicism as a basic value in modern English humorous discourse." Vestnik Tomskogo gosudarstvennogo universiteta, no. 482 (2023): 59–66. http://dx.doi.org/10.17223/15617793/482/6.
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The work is aimed at identifying and analyzing the main humorous characteristics of the axiological concept of cynicism. The relevance of the study is predetermined by the fact that cynicism is considered to be an important value of humorous discourse. This work develops an axiological approach for studying humor which consists of defining the reaction of the audience to cynicism (humorous or non-humorous, positive or negative), distinguishing value features of the axiological concept of cynicism (based on literature on cynicism, definitions in dictionaries, and analysis of data.), analyzing the language means used to express the axiological concept of cynicism, determining the conceptual opposition of the axiological concept of cynicism in a particular context, determining the archetype of the corresponding character to assess the level of possible empathy of the audience for a humorous object. The data analyzed in this article comprise recordings and scripts of more than 70 stand-up specials which are more than 4500 minutes long and more than 500 episodes of various sitcoms which are more than 12,500 minutes long. The research showed that in many cases manifestation of cynicism was accompanied by laughter and moderate applauding while in most cases cynicism caused only laughter. Cynicism is aimed at ridiculing such anti-values as insincerity, shame, stupidity, lust. The main cognitive features of the axiological concept of cynicism within the framework of humorous discourse include honesty and rudeness. In its extreme form (dark humor), cynicism can be considered as a significant lack of humanity. The research also found that the axiological concept of cynicism within the framework of humorous discourse is actualized through insulting people, describing taboo processes and violating the norms and principles of social interaction. Insulting is carried out through a humiliating assessment of actions or states of a person, a true designation of a person and a response to socially disapproved behavior. The main taboo topics are masturbation, deurination, flatulence, death, and declaring sexual intention. The main cases of violating norms and principles of social interaction include deviation from standard patterns of behavior and ridiculing cliched statements. The axiological concept of cynicism is usually expressed through obscene words, insulting words, verbs denoting corresponding processes, new metaphors, similes, irony, etc. Moreover, in modern English sitcoms some of main characters behave cynically.
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Porter, James I. "The Cynics With and Without Foucault." Arethusa 56, no. 3 (September 2023): 363–89. http://dx.doi.org/10.1353/are.2023.a917342.
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Abstract: In the last three years of his life, Michel Foucault made a sudden and unexpected turn to the ancient Cynics. In lectures from 1982 to 1984, and most notably in his final Collège de France lectures from 1984 ( The Courage of the Truth: The Government of Self and Others II ), he sought to recover from the Cynics a potential for critique, militant revolution, and a courageous means of speaking truth to power. Foucault's engaged scholarship is inspiring, but in many respects, it is indistinguishable from conventional scholarly approaches to ancient Cynicism. In both cases, the Cynics are thought to comprise a philosophical movement that is founded on a core of principled commitments, for instance to virtuous self-restraint, ascetic training, the pursuit of freedom from externalities of all kinds, rationalism, self-mastery, self-sufficiency, individualism, and cosmopolitanism. To reassess Foucault's analysis, I first examine the pitfalls of this picture, which rests on a largely Stoic retrojection. I then offer an alternative reading of the early Cynics, Diogenes first and foremost, that shows them in a different light. In the final part of the article, I return to Foucault to see how he fares once a different framework for understanding the Cynics is put in place. Foucault's effort to view Cynicism as a bridge to early Christian practices is only the most extreme and most questionable upshot of his final legacy.