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Artykuły w czasopismach na temat „Organizational change cynicism scale”

Autor: Grafiati

Data publikacji: 3 czerwca 2025

Data aktualizacji: 31 lipca 2025

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Grama, Blanca, and Ramona Todericiu. "Change, Resistance to Change and Organizational Cynicism." Studies in Business and Economics 11, no. 3 (2016): 47–54. http://dx.doi.org/10.1515/sbe-2016-0034.

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AbstractOver the past decades, the focus of the scientists has shifted towards the area of organizational change. The concept has been approached from several perspectives and studied by numerous disciplines and refers to a shift or transformation of an organization, of several components of the organization or of the processes that lie within. Being in an environment characterized by competitiveness and complexity, organizations are under a constant need of change, of progress, while the aim of each change is to improve the aspects that make this happen. The dynamics of the labour force marke

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Kharis, Abdul, Thatok Asmony, and Joko Suprayetno. "PENGARUH PERSEPSI KOMPETENSI DAN INTEGRITAS TERHADAP SINISME PERUBAHAN ORGANISASI DENGAN KEPERCAYAAN TERHADAP MANAJEMEN SEBAGAI MEDIASI." JMM UNRAM - MASTER OF MANAGEMENT JOURNAL 1, no. 1 (2015): 1–12. http://dx.doi.org/10.29303/jmm.v1i1.1201.

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The purpose of this study was to test the model cynicism on organizational change. Some research on organizational cynicism in this time was developed to determine the factors that affect organizational cynicism, both in the context of management, psychology and communication sciences. Based on previous research, this study developed a model that examines the effect of the perception of competence, integrity and trust in the management of the cynicism in organizational change at a private college in Mataram. Research conducted at ABC University in Mataram, with make changes of Academic Informa

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Kharis, Abdul, Thatok Asmony, and Joko Suprayetno. "PENGARUH PERSEPSI KOMPETENSI DAN INTEGRITAS TERHADAP SINISME PERUBAHAN ORGANISASI DENGAN KEPERCAYAAN TERHADAP MANAJEMEN SEBAGAI MEDIASI." JMM UNRAM - MASTER OF MANAGEMENT JOURNAL 1, no. 1 (2015): 1–12. http://dx.doi.org/10.29303/jmmunram.v1i1.1201.

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The purpose of this study was to test the model cynicism on organizational change. Some research on organizational cynicism in this time was developed to determine the factors that affect organizational cynicism, both in the context of management, psychology and communication sciences. Based on previous research, this study developed a model that examines the effect of the perception of competence, integrity and trust in the management of the cynicism in organizational change at a private college in Mataram. Research conducted at ABC University in Mataram, with make changes of Academic Informa

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Tekiner, Mehmet Ali, and Bekir Tavas. "Analysis of the organizational cynicism and organizational loyalty: Turkish Police Department Sample." Journal of Human Sciences 13, no. 1 (2016): 2338. http://dx.doi.org/10.14687/ijhs.v13i1.3751.

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In the research, it was aimed to evaluate organizational cynicism and organizational loyalty of Turkish Police Department. In the research 153 subjects, all of whom work in the police departments, has been attempted to be analyzed through 5-point Likert scale. The data gathered has been statistically analyzed and the results have been explained.According to results, it was found that organizational cynicism and organizational loyalty were changed based on demographic properties of participants. Results showed that different demographic properties have different organizational loyalty degree.

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Fauzan, Risky. "Upgrading at work: employee disposition and cynicism about organizational changes." International Journal of Organizational Analysis 28, no. 3 (2019): 677–97. http://dx.doi.org/10.1108/ijoa-07-2019-1826.

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Purpose The purpose of this study is to examine potential predictors and moderating relationships involving one type of organizational cynicism – cynicism about organizational transformation (CAOC). Design/methodology/approach A total of 137 subjects participated in this study. The participants had been in their current positions at work for an average of 4.77 years and had been with their current organization an average of 7.28 years. CAOC was measured using the 12-item scale (α = 0.86) from Wanous et al.’s (2000) study. The response scale had five points ranging from “strongly disagree” to “

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Greenglass, Esther R., and Ronald J. Burke. "Hospital Restructuring and Burnout." Journal of Health and Human Services Administration 25, no. 1 (2002): 89–114. http://dx.doi.org/10.1177/107937390202500106.

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Increasingly, organizations are experiencing changes as a result of extensive downsizing, restructuring, and merging. In Canada, government-sponsored medicine has been affected as hospitals have merged or closed, reducing essential medical services and resulting in extensive job loss for hospital workers, particularly nurses. Hospital restructuring has also resulted in greater stress and job insecurity in nurses. The escalation of stressors has created burnout in nurses. This study examines predictors of burnout in nurses experiencing hospital restructuring using the MBI-General Survey which y

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Holton, Judith A. "Social movements thinking for managing change in large-scale systems." Journal of Organizational Change Management 33, no. 5 (2020): 697–714. http://dx.doi.org/10.1108/jocm-05-2019-0152.

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PurposeThis study explores the efficacy of social movements thinking for mobilizing resources toward sustainable change in large-scale systems such as health and social services.Design/methodology/approachThe study proceeds from a critical realist perspective employing a qualitative multi-case study approach. Drawing on the tenets of grounded theory (i.e. constant comparative analysis and theoretical sampling), data from semi-structured interviews and field notes were analyzed to facilitate theoretical integration and elaboration.FindingsOne case study explores the emergence of social movement

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Wanous, John P., Arnon E. Reichers, and James T. Austin. "Cynicism about Organizational Change." Group & Organization Management 25, no. 2 (2000): 132–53. http://dx.doi.org/10.1177/1059601100252003.

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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 (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 organizati

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Helvaci, Mehmet Akif, and Ali Kiliçoğlu. "The Relationship Between the Organizational Change Cynicism and Organizational Commitment of Teachers." Journal of Education and Training Studies 6, no. 11a (2018): 105. http://dx.doi.org/10.11114/jets.v6i11a.3806.

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Organizational change cynicism is the situation that includes negative attitudes of the employees towards the changes in the organizations. Organizational commitment means the involvement of the employees into the organizations by being identified within the organizations. The aim of this study is to determine the organizational change cynicism levels and organizational commitment levels of teachers and to find out the correlation between the organizational change cynicism levels and organizational commitment levels of teacher. 352 primary and elementary school teachers working in Denizli took

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Ayık, Ahmet, Gönül Şayir, and Ayşe Bilici. "Investigation of the predictor effect of organizational cynicism on organizational identification according to teachers' perceptions." Pegem Eğitim ve Öğretim Dergisi 6, no. 2 (2016): 233–54. http://dx.doi.org/10.14527/pegegog.2016.013.

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In this study, the relations between organization identification and organizational cynicism were analyzed according to the views of the teachers. The sample of the study consists of 252 teachers working in the primary schools under Ministry of National Education in Yakutiye County, Erzurum, 2013-2014 educational years. "Organizational Identification Questionnaire" and "Organizational Cynicism Scale" were used in the data collection. In this descriptive study, standard deviation, mean, Pearson's product-moment correlation and multiple linear regression analyses were used in the analysis of the

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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 (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 sig

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Aslam, Usman, Muhammad Ilyas, Muhammad Kashif Imran, and Ubaid Ur Rahman. "Detrimental effects of cynicism on organizational change." Journal of Organizational Change Management 29, no. 4 (2016): 580–98. http://dx.doi.org/10.1108/jocm-12-2014-0231.

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Purpose – The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach – This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three

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AYIK, Ahmet. "Examining the Relationship between Mobbing and Organizational Cynicism." International Journal of Education and Literacy Studies 10, no. 2 (2022): 102–9. http://dx.doi.org/10.7575/aiac.ijels.v.10n.2p.102.

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In this study, the relations between the experience level of bullying behaviors and organizational cynicism are explored, using the views of teachers. The study group comprised 235 teachers working in state secondary schools in the Meram municipality of Konya during the 2017–2018 academic year. The Negative Act Questionnaire-Revised and Organizational Cynicism Scale were used to collect the data. In this descriptive study, standard deviation, mean, Pearson product-moment correlation coefficient, and multiple linear regression analyses were used in the analysis of the data. It was observed that

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Bağrıyanık, Hüseyin. "The Relation between Teachers’ Perception of Ethical Leadership, Organizational Justice and Organizational Cynicism." Journal of Studies in Education 7, no. 2 (2017): 1. http://dx.doi.org/10.5296/jse.v7i2.10973.

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The purpose of this study is to examine the relation between middle school teachers’ perception of ethical leadership, organizational justice, and organizational cynicism. Participants of the study are teachers from schools located in Osmaniye downtown in 2014-2015 academic year. These schools were chosen randomly by using simple random sampling method and 386 teachers working in these schools were participants of this study. Data were gathered by using “Ethical Leadership Scale”, “Organizational Justice Scale” and “Organizational Cynicism Scale”. In this study, relational scanning method was

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Aslam, Usman, Muhammad Arfeen, Wahbeeah Mohti, and Ubaid ur Rahman. "Organizational cynicism and its impact on privatization (evidence from federal government agency of Pakistan)." Transforming Government: People, Process and Policy 9, no. 4 (2015): 401–25. http://dx.doi.org/10.1108/tg-11-2014-0054.

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Purpose – The aim of this study is to explore the impact of cynicism on the relationship among personality traits, organizational contextual factors and job outcomes. This study set up and examined the overarching model on resistance to change. Moreover, there were two models theoretically presented and investigated, i.e. direct and indirect models. This study was an attempt to explore and capture the causes of organizational cynicism against the change initiative. Design/methodology/approach – A case study research design was used in this study, and data were collected from 335 employees by u

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Mabrouk, Sohair M., and Amal Refaat Gab Allah. "Relationship among organizational cynicism, perceived job insecurity and nurses’ work role performance." Journal of Nursing Education and Practice 10, no. 4 (2020): 99. http://dx.doi.org/10.5430/jnep.v10n4p99.

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Background and objective: Organizational cynicism is undesirable attitude that is reported to have a negative impact on employee security and performance. The aim of this study was to examine the relationship among staff nurses' levels of organizational cynicism, perceived job insecurity and work role performance.Methods: Descriptive correlational design was used to conduct this study. The study was conducted at a large university hospital, Egypt. Convenience sampling technique was employed to select (205) staff nurses. Three tools were used: Organizational Cynicism Scale, job insecurity scale

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Wanous, John P., Arnon E. Reichers, and James T. Austin. "Cynicism about Organizational Change: An Attribution Process Perspective." Psychological Reports 94, no. 3_suppl (2004): 1421–34. http://dx.doi.org/10.2466/pr0.94.3c.1421-1434.

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The underlying attribution process for cynicism about organizational change is examined with six samples from four different organizations. The samples include hourly ( n = 777) and salaried employees ( n = 155) from a manufacturing plant, faculty ( n = 293) and staff ( n = 302) from a large university, managers from a utility company ( n = 97), and young managers ( n = 65) from various organizations who were attending an evening MBA program. This form of cynicism is defined as the combination of Pessimism (about future change efforts) and a Dispositional attribution (why past efforts to chang

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Jang, Jiseon, and JinKook Tak. "The effects of positive psychological capital, learning goal orientation, articulating a vision on affective commitment to organizational change." Korean Journal of Industrial and Organizational Psychology 26, no. 1 (2013): 1–25. http://dx.doi.org/10.24230/kjiop.v26i1.1-25.

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The purpose of this study was to examine the effects of positive psychological capital, learning goal orientation, and articulating a vision on affective commitment to organizational change. and the moderating effects of benefits of change and organizational cynicism on the relationships between these three variables and commitment of organizational change. Data were collected form 320 employees that have undergone organizational change during recent 1 year. After elimination of inadequate data, 297 data were obtained for statistical analysis. The results of hierarchial regression analyses sho

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Sanoubar, Nasser, and Mehdi Forghani Bajestani. "Organizational Change Cynicism: Does It Hinder Change Commitment?" Change Management: An International Journal 15, no. 2 (2015): 19–33. http://dx.doi.org/10.18848/2327-798x/cgp/v15i02/50770.

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Pavlova, M. V., M. M. Dzyubenko, and S. K. Nartova-Bochaver. "The Organizational Cynicism Scale: an Adaptation on the Russian-Speaking Sample." Social Psychology and Society 13, no. 3 (2022): 184–200. http://dx.doi.org/10.17759/sps.2022130311.

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Objective. An adaptation of the Russian version of the Organizational Cynicism Scale, which has been used worldwide for more than twenty years.Background. Life in organizations is one of the most important aspects of human social life. The challenges of maintaining organizational resilience and a healthy organizational culture, as well as considering the needs of workers and respecting their personality and psychological well-being, require reliable, valid, convenient, and concise tools for assessing the working environment. The Organizational Cynicism Scale is one of the most authoritative me

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Gündüz, Hasan Basri, and Yunus Emre Ömür. "Supervision anxiety as a predictor for organizational cynism in teachers." International Journal of Human Sciences 13, no. 1 (2016): 1381. http://dx.doi.org/10.14687/ijhs.v13i1.3626.

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The purpose of this is study is to reveal how the anxiety that the teachers who work in the Beyoğlu district of Istanbul experience, due to the supervision process, predict their organizational cynicism levels. With this respect, the study was conducted on 274 teachers with the relational screening model. The “Supervision Anxiety Scale” and the “Organizational Cynicism Scale” were used to collect the data. The SPSS 22.0 software was used to analyze the data and arithmetic mean, standard deviation, Pearson Product-Moment Correlation Analysis and regression analyses were conducted. According to

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Thomas, Nobin, and Sonakshi Gupta. "Organizational cynicism – what every manager needs to know." Development and Learning in Organizations: An International Journal 32, no. 2 (2018): 16–19. http://dx.doi.org/10.1108/dlo-01-2017-0005.

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Purpose The study aims to address what is organizational cynicism, review past literature to find out what leads to organizational cynicism, its consequences for organizations, and pinpoint practical implications for managers. Design/methodology/approach This review is prepared by an independent writer who has amalgamated several other voices from different researchers/scholars and finally, adds his own impartial comments and places the articles in context. Findings The effects of organizational cynicism on employees are strong and rising. The review points to the need for paying serious atten

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Dogan, Hasan Gokhan, and Mustafa Tezcan. "THE RELATION BETWEEN ORGANIZATIONAL CYNICISM AND TRUST WITH SPECIFIC FOCUS ON THE EMPLOYEES OF PUBLIC INSTITUTION OPERATING IN THE AGRICULTURAL SECTOR: A CASE STUDY OF THE ATATURK FOREST FARM." Journal of Global Innovations in Agriculture Sciences 9, no. 2 (2021): 89–96. http://dx.doi.org/10.22194/jgias/9.9486.

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The present study examines the relation between organizational cynicism and trust with specific focus on the employees of the Ataturk Forest Farm. Exploratory factor analysis, t-test and ANOVA tests were used in investigating the relation between organizational cynicism and trust. The sample of the study was determined on the basis of the voluntary participation method and consisted of the employees of 74 production businesses working at the Plant Production Directorate, Milk Factory, and Fruit Juice and Honey Factory of the Ataturk Forest Farm operating in Ankara in 2021. An information sheet

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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 (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

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Reichers, Arnon E., John P. Wanous, and James T. Austin. "Understanding and managing cynicism about organizational change." Academy of Management Perspectives 11, no. 1 (1997): 48–59. http://dx.doi.org/10.5465/ame.1997.9707100659.

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Stanley, David J., John P. Meyer, and Laryssa Topolnytsky. "Employee Cynicism and Resistance to Organizational Change." Journal of Business and Psychology 19, no. 4 (2005): 429–59. http://dx.doi.org/10.1007/s10869-005-4518-2.

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Yıldırım, Fatih, and Seda Kayapalı Yıldırım. "Effects of cynicism on empowerment in organizations." Journal of Human Sciences 13, no. 3 (2016): 5740. http://dx.doi.org/10.14687/jhs.v13i3.4124.

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Organizations are obliged to change fast, and even to be the ones that initiate change in order to survive in this ever-evolving and improving global world. Employee empowerment is considered one of the newest and main weapons against national and international threats towards an organization’s survival, and it provides improved alternative ways to reach organizational goals, accomplishing tasks, and providing better services to customers. Organizations should place an importance on this strong competitive tool and utilize the qualities of employee empowerment.Organizational cynicism can resul

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Akyurt, Gizem, and Sibel Dogan. "Assessment of Cynicism and Burnout Syndrome Among Nurses; A Descriptive Study." Medical Science and Discovery 10, no. 10 (2023): 918–28. http://dx.doi.org/10.36472/msd.v10i10.1084.

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Objective: Healthcare professionals are susceptible to experiencing cynicism and burnout syndrome. This study aimed to assess the cynicism and burnout syndrome levels among hospital nurses. Material and Methods: The study employed a descriptive design and involved the administration of standardized scales and a questionnaire to voluntary participants, who were nurses at a designated tertiary hospital. The questionnaire, conducted through face-to-face interviews, aimed to collect socio-demographic information, address specific concerns relevant to nurses, and comprehensively evaluate their leve

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Zona, Mega Asri. "EMPLOYEE ATTITUDES TOWARD CHANGE IN PUBLIC SECTOR ORGANIZATION." Managament Insight: Jurnal Ilmiah Manajemen 15, no. 1 (2020): 19–32. http://dx.doi.org/10.33369/insight.15.1.19-32.

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This research aim to examine four constructs that represent employee attitudes towards organizational change; readiness for change, commitment to change, openness to change and cynicism about organizational change. This research would help the public organization to overcome changes.. This research is a type of descriptive research that aims to describe the nature of something that is ongoing at the time the research is conducted and examine the cause of a particular symptom. The population in this study are employees of public sector organizations that are undergoing organizational changes in

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Rahman, Z., and H. Kholidi Hadi. "Does Organizational Culture Matters in Organizational Change? Transformational Leadership and Cynicism About Organizational Change." KnE Social Sciences 3, no. 11 (2019): 353. http://dx.doi.org/10.18502/kss.v3i11.4019.

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Kheirdast, Afrasiab, Esmaeil Sadri Demirchi, Amin Padash, Eslam Ali Khodabandehlou, and Zahra Mohammadi Jahdi. "Relationship of Work Safety Climate With Organizational Cynicism and Career Resilience of Firefighters." Disaster Prevention and Management Knowledge 14, no. 02 (2024): 178–91. http://dx.doi.org/10.32598/dmkp.14.2.826.1.

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Background and objective Work safety and organizational cynicism can affect career ‎resilience. The current study aims to predict the career resilience of firefighters based on the work safety climate and organizational cynicism. Method This is a correlational study ‎using the structural equation modeling (SEM) approach. Participants were 300 people selected randomly from the personnel of 16 fire stations in Tehran and from among firefighters working in the Tehran Fire Department. We used three questionnaires, including the organizational cynicism scale, the Nordic safety climate questionnaire

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Imran, Muhammad Kashif, Ahmad Raza Bilal, Usman Aslam, and Ubaid-Ur Rahman. "Knowledge management strategy: an organizational change prospective." Journal of Enterprise Information Management 30, no. 2 (2017): 335–51. http://dx.doi.org/10.1108/jeim-10-2015-0095.

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Purpose The most critical phase of a change process is change implementation and it is evident that the masterfully originated change process fails due to its poor implementation. Therefore, the purpose of this paper is to profile how knowledge management (KM) strategies, personalization and codification, are helpful in successful change implementation by reducing employee cynicism and increasing the level of readiness for change. Design/methodology/approach Data were collected from 196 executives of National Bank of Pakistan at Time 1 (pre-implementation) and Time 2 (post-implementation) with

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Imran, Muhammad Kashif, Chaudhry Abdul Rehman, Usman Aslam, and Ahmad Raza Bilal. "What’s organization knowledge management strategy for successful change implementation?" Journal of Organizational Change Management 29, no. 7 (2016): 1097–117. http://dx.doi.org/10.1108/jocm-07-2015-0130.

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Purpose In recent times, progression of technology and growing demands of customers have substantially influenced the services sector to introduce fast real-time mechanisms for providing up-to-mark services. To meet these requirements, organizations are going to change their end-user operating systems but success rate of change is very low. The purpose of this paper is to address one of the practitioners’ complaint “no one tells us how to do it” and uncovers the indirect effects of knowledge management (KM) strategies: personalization and codification, toward organizational change via organiza

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Cheung, Ho Kwan, Caren B. Goldberg, Eden B. King, and Vicki J. Magley. "Are They True to the Cause? Beliefs About Organizational and Unit Commitment to Sexual Harassment Awareness Training." Group & Organization Management 43, no. 4 (2017): 531–60. http://dx.doi.org/10.1177/1059601117726677.

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Sexual harassment awareness training is crucial for both legal defensibility purposes and for creating a psychologically safe environment for employees. Using a pretest/posttest design in an organizational setting, this study examined the simple and interactive effects of two individual perceptions toward the training context—cynicism toward organizational harassment change and perceived unit ethical climate—on posttraining knowledge and myth-based attitudes regarding sexual harassment. With the exception of a marginally significant effect of cynicism on posttraining knowledge, the outcomes we

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Erkutlu, Hakan, and Jamel Chafra. "Leaders’ narcissism and organizational cynicism in healthcare organizations." International Journal of Workplace Health Management 10, no. 5 (2017): 346–63. http://dx.doi.org/10.1108/ijwhm-12-2016-0090.

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Purpose Drawing on the social exchange theory and the stressor-strain framework, the purpose of this paper is to examine the relationship between leaders’ narcissism and employee’s organizational cynicism. Specifically, the authors take a relational approach by introducing employee’s psychological strain as the mediator. The moderating role of psychological capital in the relationship between leaders’ narcissism and employee’s cynicism is also considered. Design/methodology/approach The data of this study encompass 1,215 certified nurses from 15 university hospitals in Turkey. Hierarchical mul

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Güllü, Sevim. "Investigation of the Relationship between the Organizational Cynicism Levels and Intent of Revenge of Sports Science Faculty Students Who Work." World Journal of Education 8, no. 6 (2018): 45. http://dx.doi.org/10.5430/wje.v8n6p45.

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The research aims to determine the level of relationship between the organizational cynicism and the tendency ofrevenge of sports science students. In this study, descriptive and relational screening technique was used as theresearch technique. The working group consists of 105 students (36 female, 69 male). The participants are studentwho study at Istanbul University Faculty of Sports Science in the academic year of 2017-2018. All of the studentshave been working at an organization/ a workplace for at least 6 months. As the data collection tool, two scales wereutilized with the personal infor

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WANOUS, JOHN P. "CYNICISM ABOUT ORGANIZATIONAL CHANGE: AN ATTRIBUTION PROCESS PERSPECTIVE." Psychological Reports 94, no. 3 (2004): 1421. http://dx.doi.org/10.2466/pr0.94.3.1421-1434.

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Brown, Michelle, and Christina Cregan. "Organizational change cynicism: The role of employee involvement." Human Resource Management 47, no. 4 (2008): 667–86. http://dx.doi.org/10.1002/hrm.20239.

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Naz, Naila, and Dr Muhammad Imran Bukhari. "Mediating Role of Toxic Leadership in the Relationship between Perceived Narcissism and Work Outcomes among Higher Education Teachers." ACADEMIA International Journal for Social Sciences 4, no. 2 (2025): 825–34. https://doi.org/10.63056/acad.004.02.0219.

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The aim of the present study is to investigate the mediating role of toxic leadership on the relationship between perceived narcissism personality and work outcomes among higher education teachers. Study I comprises of the selection and validation of major constructs of the research. Study II focused on the psychometric estimation, that is, reliability and validity of the instruments. Sample of university and college teachers (N = 382) was taken from different educational institutes of Pakistan. Results provide the evidence that all scales are reliable. Study II is consists of main study. Dirt

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Bakari, Haroon, Ahmed Imran Hunjra, Stephen Jaros, and Imamuddin Khoso. "Moderating role of cynicism about organizational change between authentic leadership and commitment to change in Pakistani public sector hospitals." Leadership in Health Services 32, no. 3 (2019): 387–404. http://dx.doi.org/10.1108/lhs-01-2018-0006.

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Purpose This study aims to explore the moderating role of cynicism about change in the positive relationship between authentic leadership and employee commitment to change. Design/methodology/approach This study used an exploratory research design with deductive approach to invite responses of doctors, nurses and para medical staff of public sector district hospitals, set to be privatized, on structured close-ended questionnaires. Data gathered from four hospitals chosen because they were undergoing restructuring that facilitated the testing of our propositions were analyzed through structural

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Zona, Mega Asri. "Pengaruh Kepemimpinan Transformasional Pada Sinisisme terhadap Perubahan Organisasional dengan Keadilan Distributif sebagai Pemoderasi." Managament Insight: Jurnal Ilmiah Manajemen 9, no. 1 (2014): 1–15. http://dx.doi.org/10.33369/insight.9.1.1-15.

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This research used transformational leadership as independent variables which had negative influence on cynicism about organizational change. While distributive justice used as moderated variable that expected to affect the relationship of transformational leadership on cynicism about organizational change. The survey was conducted to 250 employees of PT PLN branch Padang (Rayon Kuranji, Rayon Tabing, Rayon Belanti and Rayon Indarung), PT Telkom area Padang, PT MNC Sky Vision (KPP KPP Padang and Bukittinggi). At least, 202 Questionnaires were collected, but only 187 questionnaires that can be

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Bedük, Aykut, Kemalettin Eryeşil, and Gülten Duran Altınışık. "The relationship between mobbing and organizational cynicism: An empirical study." Journal of Human Sciences 14, no. 4 (2017): 3167. http://dx.doi.org/10.14687/jhs.v14i3.4805.

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Today, one must pay attention to all kinds of issues held the sustainable competitive advantage of the organization to survive are mobbing and organizational cynicism. Mobbing and review of the literature on the effect of organizational commitment, cynicism and the impact on overall business performance and organizational cynicism and psychological effects of violence were found in the study of the relationship between. Hence the study "Is it cynicism triggers mobbing organizational sense?" is responding to basic research questions. In this study, mobbing him with cynicism and organizational d

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Putrie, Hesa Chikita, and Faraz Faraz. "Organizational Cynicism Reviewed from Work Stress to Shipping Employee Organization Support." Psikostudia : Jurnal Psikologi 11, no. 1 (2022): 79. http://dx.doi.org/10.30872/psikostudia.v11i1.7167.

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The study aimed to determine the role of work stress and the perception of organizational support for organizational cynicism in shipping employees. The study used a quantitative approach with 152 respondents. The research instrument uses the organizational cynicism scale of Yunida, (2016), the work stress scale of Sari et al. (2018), and the survey scale of perceived organizational support from Kurtessis et al. (2017). Data retrieval is done online, then the data that has been collected, analyzed with multiple linear regression tests using SPSS software. The results showed that the significan

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ULUTAŞ, Mehmet, and Fatma Nur KÜÇÜKSAYGIN. "THE RELATIONSHIP BETWEEN THE RESEARCH ASSISTANTS’ BURNOUT LEVELS AND THEIR PERCEPTIONS OF ORGANIZATIONAL CYNICISM." PRIZREN SOCIAL SCIENCE JOURNAL 7, no. 3 (2023): 30–44. http://dx.doi.org/10.32936/pssj.v7i3.480.

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This research aimed to examine the relationship between the burnout levels in research associates, as important shareholders of universities, and their perceptions of organizational cynicism. This study used the correlational survey model, a quantitative research method. The population of the study included 5503 research associates employed in public universities in Aegean region, Turkey, in 2019-2020 academic years. In this research, all research associates in the population were reached, without conducting a sampling study, and 427 research associates responded to the participation calls. Th

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Kökalan, Özgür. "The effect of organizational cynicism on job satisfaction." Management Research Review 42, no. 5 (2019): 625–40. http://dx.doi.org/10.1108/mrr-02-2018-0090.

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Purpose The purpose of this paper is to examine the mediating roles of organizational spiritual values in the relationship between organizational cycinism and job satisfaction. Design/methodology/approach The sample was selected by using a convenience sampling method. The sample included in 472 employees from different sectors such as higher education, banking, energy and manufacturing industry. Participants filled in organizational cycinism scale, job satisfaction scale and organizational spirituality scale. Comfirmatory factor analysis and structural equation method were used to detect the d

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Cunha, Miguel Pina e., Pedro Neves, Stewart R. Clegg, Sandra Costa, and Arménio Rego. "Paradoxes of organizational change in a merger context." Qualitative Research in Organizations and Management: An International Journal 14, no. 3 (2019): 217–40. http://dx.doi.org/10.1108/qrom-05-2017-1532.

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PurposeThe reorganization of the Portuguese national healthcare system around networks of hospital centers was advanced for reasons promoted as those of effectiveness and efficiency and initially presented as an opportunity for organizational transcendence through synergy. The purpose of this paper is to study transcendence as felt by the authors’ participants to create knowledge about the process.Design/methodology/approachThe paper consists of an inductive approach aimed at exploring the lived experience of transcendence. The authors collected data via interviews, observations, informal conv

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Dogan, Bahar, and Barış Yıldız. "The Correlation between Leadership Styles and Organizational Cynicism: Which Leadership Style is Best for Schools?" International Journal of Education and Literacy Studies 11, no. 4 (2023): 343–52. http://dx.doi.org/10.7575/aiac.ijels.v.11n.4p.343.

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The aim of this study is to determine the relationship between school administrators’ multi-factor leadership styles and organizational cynicism perceptions. In this research, correlational research method being one of the quantitative research methods was used. The population of this research consists of school principals and vice principals working in public schools in the districts of Avcilar, Basaksehir, Bahcelievler, Bakirkoy, Beylikduzu and Esenyurt. The sample consists of 184 school principals and vice principals who were reached through convenience sample method. Multi-Factor Leadershi

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Khalid, Komal. "The Importance of Occupational Self-Efficacy Moderation on the Organizational Cynicism Forms and Employee Task and Contextual Performance Relationships." Asia Proceedings of Social Sciences 2, no. 3 (2018): 67–71. http://dx.doi.org/10.31580/apss.v2i3.268.

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Research Highlights The aim of this study is to provide an overview on occupational self-efficacy and their interrelationships between organizational cynicism forms (i.e. Cognitive /Affective / Behavioural) and employee job performance dimensions (i.e. Task / Contextual) in manufacturing and service sectors of Pakistan. The study proposed four hypotheses, examining direct and indirect relationships between variables. Data collection was done through self-administrated questionnaire (7-point Likert scale) using a multiphase non-probability sampling technique. From both service and manufac

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Lee, Yu-Chin, and Pei-Chuan Mao. "Survivors of Organizational Change: A Resource Perspective." Business and Management Studies 1, no. 2 (2015): 1. http://dx.doi.org/10.11114/bms.v1i2.692.

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The failure rate of organizational change and studies regarding personal turmoil resulting from organizational change indicate that even employees survive layoff, merger, or any forms of changes, they still develop symptoms of distress, cynicism, and work withdrawal. In this paper, we propose a conceptual model based on the conservation of resources theory to examine the effect of organizational change on survivors’ organizational identification and well-being. Moreover, we suggest that organizational change may not be as harmful for employees who possess positive attitude toward the process.

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