Research On The Relationship Of Workplace Perceptions, Organizational Cynicism And Organizational Effects

Organizational cynicism is an extremly negative attitude of an employee toward the organization he or she employed. In recent years, organizational cynicism is on the rise, in large part, it is emerging as the new pattern of employer-employee relations. Cynicism has already had an important influence on the organizations as well as societies in America, Europe and Asia. As the forefront in the research areas of organizational behavior and human resource management, in the recent 20 years the research of organizational cynicism has mushroomed in the western management areas, but most of the work on cynicism is typical of the first stage of scientific research. During this introduction and elaboration stage, concepts are introduced and justified. Domestic research on organizational cynicism is still relatively scarce in China.Based on this, this dissertation is to propose, and empirically test an integrative model of organizational cynicism that is comprised of antecedents and consequences in China.This paper consists of seven chapters. Chapter 1 is the summary of research. It mainly analyzes the background of the topic and briefly illustrates the theoretical and practical meaning and the framework of this research. Chapter 2 reviews the related research, mainly reviews the research related to organizational cynicism. Chapter 3 is the theoretical concept and overall design of research. Chapter 4 is the pre-test and amendment of the questionnaire. Chapter 5 is the official test and data analysis. Chapter 6 discusses the results of this study and puts forward the suggestions for organizational management. Chapter 7 summarizes the research, concludes the main innovation and points out the limitations and further research direction.According to the statistical analysis of questionnaires collected, the main results are showed as follows: (1)in China, organizational cynicism is also comprising three dimensions of belief, affect and behavior, which is the same in the west; (2) in China, the overall level of organizational cynicism is still relatively low, and the individual cognitive difference of organizational cynicism is still relatively low, but the proportion of the staff who has organizational cynicism is still relatively high; (3) one-way ANOVA shows organizational cynicism is influenced by some population statistic variables; (4) psychological contract violations can signifantly predict organizational cynicism positively; perceived organizational support can signifantly predict organizational cynicism negatively; leader-member exchange can't predict organizational cynicism signifantly; (5) organizational cynicism can signifantly predict turnover intention positively, can signifantly predict in role performance, the overall organizational citizenship behaviors and organization-focused citizenship behaviors negatively; organizational cynicism can't signifantly predict person-focused citizenship behaviors; (6) organizational cynicism partially mediates the relationships between psychological contract violations and turnover intention, perceived organizational support and the overall organizational citizenship behaviors, and perceived organizational support and organization-focused citizenship behaviors; additionally, organizational cynicism fully mediates the relationship between psychological contract violations and organization-focused citizenship behaviors.