جستجوی مقالات مرتبط با کلیدواژه « Organizational cynicism » در نشریات گروه « مدیریت »

Knowing the factors to prevent organizational cynicism in the workplace has always been one of the preoccupations of the organization's management. The purpose of this research is to investigate the mediating role of employees' silence and negative gossip in the workplace in the relationship between narcissistic leadership and organizational cynicism in the workplace. What is obtained through the study is carefully analyzed to address managers and employees to find better ways to deal with the state of work environments.

Design/Methodology/Approach: 

This research in terms of purpose, is practical, in terms of the data collection method, it is of field type, and in terms of the implementation method, it is descriptive and correlational. The statistical population consisted of all the employees of the five-star hotels in Mashhad, numbering 165 people, of which 115 people were selected as a statistical sample using Cochran's formula by simple random method. The information needed in the theoretical part was collected through library studies and the data needed to test the research hypotheses was gathered through the distribution of the 4-question questionnaire of negative rumors related to the work of Ko et al. (2015), Tangirala and Ramanujam's (2008) employee silence questionnaire with 5 questions and Hachwarter and Thomson's (2012) narcissistic leadership questionnaire with 16 questions. To measure validity, face validity and confirmatory factor analysis were used, and Cronbach's alpha coefficient was used to measure reliability. Cronbach's alpha of narcissistic leadership, behavioral cynicism, the silence of employees, and negative gossip in the workplace was calculated as 0.838, 0.836, 0.835, and 842 respectively. Data analysis was done by structural equation method with a partial least squares approach and Amos software.

The path coefficient between narcissistic leadership and organizational pessimism is significant. Therefore, employee silence partially mediates the direct effect of narcissistic leadership on organizational cynicism. Therefore, the first hypothesis is confirmed. The path coefficient between narcissistic leadership and organizational pessimism is significant. Therefore, negative rumors partially mediate the positive and direct effect of narcissistic leadership on organizational cynicism. Therefore, the second hypothesis is confirmed. The path coefficient between the two variables of narcissistic leadership and organizational pessimism is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and organizational pessimism, and the third hypothesis is confirmed. The path coefficient between narcissistic leadership and employee silence is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and employees' silence, and the fourth hypothesis is confirmed. The path coefficient between narcissistic leadership and negative work-related gossip is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and negative work-related rumors, and the fifth hypothesis is confirmed. The path coefficient between employee silence and organizational pessimism is significant. Therefore, there is a direct and positive relationship between employees' silence and organizational pessimism, and the sixth hypothesis is confirmed. The path coefficient between the variable of negative rumors related to work and organizational pessimism is significant. Therefore, there is a direct and positive relationship between negative work-related rumors and organizational pessimism, and the seventh hypothesis is confirmed.

According to the first hypothesis, managers should avoid behaviors such as self-arrogance, exaggeration, lying, immorality, and prejudice that cause employee frustration and should pay attention to improving the performance of their subordinates. According to the second hypothesis, if managers do not abandon the narcissistic style, employees respond to their managers with jealous and harmful behaviors and use silence as a compromise strategy to prevent further abuse. According to the third hypothesis, by avoiding narcissistic leadership, managers can prevent negative work-related rumors and psychological disorders that arise from incompatibility between employees and the organization. According to the fourth hypothesis, to prevent organizational pessimism and increase employee participation, leaders should allow employees to express their opinions about organizational issues and avoid repressive behaviors. According to the fifth hypothesis, managers can make the employees think of each other and their interaction with the organization, prevent the occurrence of pessimism, and increase the productivity of the employees. According to the sixth hypothesis, managers should avoid arrogance, hand-holding, over-sensitivity, and thinking about their benefit, to avoid the silence of employees, which leads to undesirable consequences. According to the seventh hypothesis, managers can avoid creating tension at work with rational behavior and empathy with employees in the work environment, and by conducting positive evaluation conversations, they can avoid creating rumors in the workplace caused by a negative atmosphere and a poor work environment in the organization.

The present study has been conducted with the aim of analyzing the role of ethical leadership on cynicism and organizational citizenship behavior through of organizational identity and leader-member exchange in Iranian Gas Transmission Company District-2. In terms of purpose, this research is applied and done in a descriptive-correlational way. The sample size based on Cochran's formula, 196 people were selected. The tools of data collection were standard questionnaires and the hypotheses were tested using the structural equation modeling method. The results of the research showed that ethical leadership has a direct and negative effect on organizational cynicism Iranian Gas Transmission Company District-2. Also, the results showed that ethical leadership with the mediating role of organizational identity can lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2. Also, ethical leadership with the mediator role of leader-member exchange can also lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2.

The purpose of present study was investigating psychometric properties of the Organizational Cynicism Questionnaire. The statistical population of this study included all staff of Universities affiliated with the Ministry of Science at four levels of international, national, regional and local levels of performance across the country. The research data were collected from 430 staff members who were selected by multi-stage cluster sampling method using Organizational Cynicism Questionnaire. The results of the validation of the method showed that the internal consistency and stability reliability of the Organizational Cynicism Questionnaire by using Cronbach's alpha was 0/93 and by test-retest method was 0/95. Evaluate the content validity, discriminant, and construct of Organizational Cynicism Questionnaire confirms the validity of the questionnaire. Exploratory and confirmatory factor analyses as the main form revealed three correlated but separable dimensions that were "emotional cynicism","cognitive cynicism", and "behavioural cynicism". The results of this study showed that the Organizational Cynicism Questionnaire (OCQ) is a reliable and valid tool for measuring and screening the Organizational Cynicism of academic staff.

The purpose of this study is to investigate the effect of organizational stroke on teacher’s organizational cynicism with mediating of organizational rumor. The research method is descriptive-correlative. The statistical population of the study was all primary teachers in Konarak city (Sistan and Baluchestan province) in the academic year 2021-2022 (N=476), which were studied by random-stratified sampling (by gender) of 213 teachers through questionnaires of organizational stroke (Farajvand & Mesri, 2021), organizational cynicism (Kalagan et al., 2009), and organizational rumor (Dağli & Han, 2018). Correlation coefficient and structural equation modeling were used to analyze the data by using SPSS and Smart PLS softwares. Correlation coefficient findings showed that there is a positive and significant relationship between organizational stroke, organizational cynicism and organizational rumor. The results of structural equation model showed that the direct effect of organizational stroke on teacher's organizational cynicism is positive and significant. Also, the indirect effect of organizational stroke on teacher's organizational cynicism through mediation of organizational rumor is positive and significant. Thus organizational stroke not only directly increases the teachers' organizational cynicism but also can increase the organizational cynicism by increasing organizational rumor.

In modern communities, the importance of women’s participation is to such an extent that achieving development is unexpected without their presence. Women play a remarkable role in the success of organizations due to a set of personality and innate characteristics, including a broad vision of the future, high administrative discipline, and their ability to motivate their colleagues and communicate with them as the life of an organization depends on the accurate performance of its personnel. Another critical factor in the success of organizations is the existence of employees who go beyond their job descriptions to help their colleagues. Though studies have shown that women are more likely than men to be involved in helping behaviors others argue that helping behaviors bring about challenges like the risk of emotional exhaustion or the reduced power of the helpful party to complete their official duties. Nonetheless, investigations have shown that employees who achieve success in their work may have more cognitive resources to participate in social behaviors and perform their occupational duties in a better way. Thus, job success can be considered an effective factor in helping behaviors and performance at work. However, some studies have shown that women experience lower levels of energy and enthusiasm at work. One of the most basic causes of that situation is the unfair interference of biological differences between men and women in occupational fields in addition to stereotypical attitudes and prejudices. an important consideration that should not be overlooked is that the feelings of security, justice, self-sufficiency, and autonomy matter a lot for women and increase their efficiency at work. Consequently, female employees’ mental security is a matter that requires urgent attention. On the other hand, knowledge is one of the main resources that each organization can utilize to achieve and maintain a competitive advantage, and the role played by women should not be overlooked in that regard. Though managers expect their employees to freely share their knowledge, it should not be forgotten that knowledge hiding is a common phenomenon, as well, and can significantly harm relationships in workplaces. Based on the above discussion, the present study contributed to the literature on organizational behavior and human resources in the field of women. First, it referred to the role of mental security as it could create a positive atmosphere and reduce the negative consequence of knowledge hiding, with a remarkable role in enhancing the efficiency of individuals and their colleagues at work. Another contribution of the present study concerned the role of female employees’ attitudes in professional relationships.

 THEORETICAL FRAMEWORK :

Knowledge hiding refers to a conscious attempt by people to hide or prevent expressing knowledge that has been requested by someone else. Mental security indicates the feeling that people can present and utilize their abilities without any fear of losing their faces or positions or experiencing other negative consequences. The relationship between knowledge hiding and mental security can be illustrated using Bem’s Self-perception theory. The theory argues that people are involved in a process of self-attribution after carrying out a certain behavior and contemplating the action and the conditions leading to it. Scholars believe this can be attributed to the area of hidden knowledge in which the lack of mental security or similar conditions (for the individuals themselves or other people) extensively specifies the conditions under which hidden behaviors occur.Success is defined as a psychological condition where people experience both feelings of liveliness and learning in their workplaces. Liveliness and joy can be considered the energy coming from job attachment, while learning is the result of acquiring new skills and knowledge. In other words, when employees are provided with working conditions having certain resources like communication and knowledge resources or social structure characteristics like information sharing and an atmosphere of respect, they are likely to experience job success.The existence of mental security reduces employees’ likely concerns and allows them to concentrate on their duties. Moreover, it drives them toward active participation in communicative acts and the collection of feedback from others and boosts dynamic social interactions among employees. Thus, it can be claimed that mental security is a prerequisite for employees’ success at work.Helping behaviors are defined as voluntary assistance offered to colleagues to fulfill one’s goals or prevent the emergence of problems, while job performance can be considered the intended values of an organization that people carry out within a specified period. Employees who experience job success are more likely to develop in their jobs, have more enthusiasm toward their positions, and, at the same time, improve their relationships with their colleagues. Thus, they are expected to show more helping behaviors. In this way, job success makes employees keep away from egocentrism and help others out of altruism. Job success is accompanied by feelings of liveliness and learning, which in turn result in improved performance. Thus, job success is a significant factor influencing the emergence of helping behaviors and the improvement of individual performance.Organizational pessimism is a negative reflection of one’s attitudes and beliefs toward an organization. People who have pessimistic views toward their organizations are more likely to hide their knowledge due to risky or uncertain conditions so that they may preserve their sense of mental security.

The present research was an applied study in terms of purpose, and in terms of method, it was a survey. The variables were investigated using the statistics standardized in the previous studies. Moreover, the validity of the constructs of the utilized questionnaires was evaluated using the confirmatory factor analysis in AMOS, and the significance of the items relevant to the intended constructs was confirmed. The level of analysis in the study was individual. The statistical population was comprised of all female employees in the public offices of Mashhad, Iran, out of whom 386 questionnaires were collected. The data were analyzed using various statistical procedures, including Pearson’s correlation coefficient to calculate the zero-order correlation coefficients and Structural Equation Modeling to investigate the fit of the structural equation model with the collected data.

As a prerequisite for the utilization of latent variables in structural equation modeling is the existence of a correlation between variables, Pearson’s correlation analysis was carried out. The obtained coefficients indicated that the pairwise relationship between all variables was significant at p<0.01. Moreover, the factor loadings of the items of the questionnaire were calculated using the confirmatory factor analysis in AMOS. As all factor loadings were significant in the fit model of confirmatory factor analysis, no item was eliminated from the analysis stage. Furthermore, all fit indicators were investigated, and it was shown that they enjoyed convenient fit. The hypotheses were investigated using p-value and t-value, and it was shown that, for all hypotheses in the study, the values obtained for the first and second indicators were below 0.05 and beyond the range of ±1.96, respectively. The moderating role of organizational pessimism was investigated using the adjusted regression analysis, and the hypothesized moderating impact was confirmed.

CONCLUSIONS & SUGGESTIONS :

The present study aimed to investigate causal relationships between knowledge hiding, mental security, job success, and employees’ pessimism toward their organizations, and the data were collected from female employees in public offices in Mashhad, Iran. As predicted by the first hypothesis, it was shown that knowledge hiding negatively affects the mental security of female employees. In this way, it could be argued that hiding prevented organizational development due to its negative impacts on mental security. Concerning the second hypothesis, it was shown that knowledge hiding reduces job success. To reduce knowledge hiding, managers of human resources are suggested to establish contexts like work groups so that employees can both express their views and get familiar with what they should and should do at work. The third finding of the study showed that mental security had a significant impact on employees’ job success. Thus, it could be argued that as the positive resources created at the workplace increase, employees are more likely to actualize their capabilities toward effective behaviors. Concerning the fourth and fifth hypotheses, the effect of job success on job performance and organizational citizenship behavior was confirmed. Testing the mediating variables showed that mental security mediated the relationship between knowledge hiding and job success. Moreover, the mediating role of job success in the relationship between knowledge hiding and job performance and helping behaviors was confirmed. Ultimately, the moderating role of organizational pessimism was confirmed. The results showed that increasing organizational pessimism exacerbated the negative impacts of knowledge hiding on mental security. As employees’ pessimistic views indicate that justice and honesty are missing according to them (or may reduce in the future), managers need to ensure their employees that such basic principles will never be violated and take steps toward the expansion of justice and equity in their organizations.

Reducing the areas of organizational silence of employees and their participation in work is one of the concerns of management in today's organizations. Therefore, the present study was conducted to investigate the relationship between incivility in the workplace and organizational silence, and the mediating role of organizational cynicism. The present study has a practical purpose with field data collection method and a descriptive correlational method in terms of implementation method is used. The statistical population of this study was a staff of Payam-e-Noor University of North Khorasan Province. As the population was limited, the census method was used. The method of data collection was a questionnaire, for this purpose four standard questionnaires were used. The reliability of the questionnaire was evaluated by using Cronbach's alpha coefficient and confirmatory validity. Structural equation modeling and AMOS24 software were used for statistical analysis of the collected data. The results showed that there is a direct and significant relationship between incivility in the workplace and organizational silence. The results also showed that organizational cynicism mediates the relationship between incivility in the workplace and organizational silence. According to the research findings, it can be concluded that by reducing the incidence of organizational incivility and organizational cynicism of employees, staff silence is also reduced.

The purpose of this study is to explain the role of mediating the quality of work life in relation between organizational pessimism and organizational commitment among North Korean students. The research method is descriptive survey-correlation type. The statistical population of this research is the total number of 210 employees in the northern Khorasan province. The sample size was determined by Grigose and Morgan tables of 131 people. The research method is simple random sampling. The data were collected by library and field method and the tools used were standard quality of work life, organizational commitment and organizational pessimism. The reliability of the questionnaires was determined using Cronbach's alpha method to assess the quality of working life (0.949), organizational pessimism (0.781), organizational commitment (0.912), and validity of the tool was confirmed by content method. Bootstrapping method was used to investigate the mediating effect of organizational pessimism variable. According to the reported results, the indirect path of organizational cynicism → quality of work life → organizational commitment, with 95% confidence, is significant. According to the Bootstrap decision-making diagram, the final step is to test the direct path between organizational pessimism and Organizational commitment in the model is influenced by the mediating variable of the quality of working life. Structural equation modeling and AMOS 24 software were used for statistical analysis of the collected data. For a coefficient to be significant, its significance number must be out of range (1.96, -1.96). According to the critical ratio (CR) values obtained in each hypothesis, the results indicate the significance of the relationships between all hypotheses.For this purpose, the results showed that the organizational pessimism-organizational commitment is negative (-0.17) and significant. Therefore, according to the Bootstrap decision making diagram, the quality of work life mediates negatively the negative impact of organizational pessimism on organizational commitment, so the hypothesis is confirmed.

Today, with the advancement of science and technology, managers are faced with a huge amount of information that, intentionally or unintentionally, by refining and selecting a set of information encloses managers in the glass fence of information. This causes employees to be insecure and pessimistic about them. The purpose of this study is to investigate the effect of glass fence of management information on organizational cynicism. This study was an applied one, using the descriptive survey research and causal method. The statistical population of this study is all employees of Bank Mellat branches in Isfahan, numbering 420 people. Using simple random sampling, 208 people were selected and a questionnaire was distributed among them. The validity of the questionnaire was assessed through face validity and construct validity and its reliability using Cronbach''s alpha indices and composite reliability. In order to analyze the data and test the research hypotheses, the structural equation method and Smart PLS software were used. According to the findings of this study, the structural and managerial dimensions affect the information glass fence. In addition, the glass fence of managers'' information has an effect on organizational cynicism. The research results indicate that the glass fence of information causes the managers of the organization to be unaware of many internal events of the organization, which causes distrust and cynicism of employees in the management actions and can cause irreparable damages for their organization and managers.

The purpose of this study was to investigate the impact of organizational cynicism on deviant behaviors in the workplace through organizational silence and destructive leadership. The purpose of this study was applied and descriptive correlational in terms of data collection. The statistical population of this study consisted of 1000 employees of Islamic Azad University, Isfahan, Iran. The sample consisted of 287 individuals selected through Cochran sampling formula by proportional stratified sampling method. (And standard deviant behaviors questionnaire at workplace (Bennett & Robinson (2000)) and the Vakula & Brados Organizational Silence Questionnaire (2005) and Golparvar's malicious leadership standard questionnaire (2014). Experts, a formality based on the views of a number of statistical population and constructs were evaluated by factor analysis method and after validity of the necessary terms were confirmed. On the other hand, the reliability of the questionnaires with Cronbach's alpha method were (0.88), (0.85), (0.89), respectively were estimated. Data were analyzed at the inferential level including structural equation modeling. The results showed that organizational cynicism has a positive and significant effect on deviant behaviors in the workplace through organizational silence, which has a coefficient of 0.55, and through destructive leadership, it has a positive and significant effect on deviant behaviors in the workplace. It is 0.44 and also organizational cynicism has a positive and significant effect on deviant behaviors in the workplace which has a coefficient of 0.88.

the purpose of extracting the organizational cynicism model in the universities of Kashan was based on the data approach of the Foundation. The data of the qualitative section of the present study was obtained from an interview with 16 professors and experts of the universities of Kashan and his observations in the field of research. The number of these people is 442.The statistical sample in the quantitative section is calculated based on the Cochran formula in the limited population which accordingly, the sample number is 206 people. The random sampling method was also used in 3 categories.After collecting data, a model for measuring 6 patterns in LaserList software was investigated. The results indicate that they are suitable.Then, according to Proposition 1 and 2,the causative conditions and ground conditions are effective on the central phenomenon (organizational cynicism). Based on Proposition 3 and 4, the intervening factors are effective on the central and managerial phenomenon. Also, according to Proposition 5, organizational cynicism has a retroactive effect on strategies and strategies; and finally, based on proposition 6,strategies and strategies are effective on the implications of organizational cynicism.

The present study aimed at analyzing the impact of organizational cynicism on the quality of service delivery with the mediating role of job satisfaction and moderating the role of organizational identity in Hamadan Health Insurance Organization.

The study is purposeful, applied, and descriptive in terms of data collection. The statistical population of this study includes all managers and staff of Hamedan Health Insurance Company. Using Cochran formula, 188 people were selected as the statistical sample by systematic random sampling. To measure the validity of questionnaires by face and content method and to determine the reliability of Cronbach's alpha which was estimated 0.786. For analyzing data from structural equation modeling, Smartphone software. L. SS version 2 was used.

The results showed that organizational cynicism had a significant effect on service quality, organizational cynicism on job satisfaction; job satisfaction on quality of service; organizational identity had a significant effect on service quality.Limitations and Consequences: Due to the multitude of research variables and given the specific complexity of the research, other variables for future research should be carefully examined both in the present statistical population and in other organizations rather than other meaningful relationships. To be more transparent and comprehensive.

This study investigates the impact of organizational coaching on cynicism and job performance with a multilevel approach.

The research method is descriptive-survey. The statistical population of this study included all employees of petrochemical companies in Mahshahr Special Economic Zone. Through a sample size formula in limited societies, 245 people were randomly selected from 18 companies and questionnaires were distributed among these employees. Smart PLS software and HLM software were used for data analysis. At the individual level, the results showed that cynicism had a significant negative effect on job performance.

The results of multilevel analysis showed that coaching at the organizational level had a significant and negative effect on organizational cynicism at the individual level and a positive and significant effect on job performance. In this study, the moderating role of Multilevel coaching on the relationship between cynicism and job performance was confirmed.

It seems that organizational coaching and strengthening it in the organization reduces organizational pessimism and improves employee job performance.

The purpose of this study was tocommunicating the role of organizational Factors of injustice and cynicism in cyber loafing. Methodology of the research in terms of the main strategy, was quantitative, in terms of the strategy, was field, and in terms of analytical, was descriptive. The statistical population of this study included all staff of Universities affiliated with the Ministry of Science at تاون levels of international, national, regional and local levels of performance across the country. The research data were collected from 430 staff members who were selected by multi-stage cluster sampling method. The sample size according to the Kregci-Morgan model and with error α = 0/05, was considered 430 persons. To collect data Cyber Loafing Questionnaire of Bella et al (2006), Organization Cynicism Questionnaire of Kalagan (2009) and Organizational Injustice Questionnaire of Kim and Leung (2007) was used. Validity of the tools was confirmed by the professors of education and psychology. Data were analyzed by artificial neural network with multilayer perceptron (MPL) method in Spss.v.24 software. The results showed modeling the organizational factors affecting on cyber loafing has an input layer with eight units and a hidden layer with two unit and the artificial neural network is well able to predict the jumps and the process of cyber loafing of academic staff based on organizational factors of cynicism and injustice. Therefore, it is necessary to pay attention to these components and their effects in the organization human resource behavior and avoiding deviant behavior

The purpose of this study is to investigate the impact of organizational bullying on organizational cynicism through organizational silence and impression management. The purpose of the present study is to determine the purpose of the study and to collect the descriptive correlational data. The statistical population of this study consisted of 1000 employees of Islamic Azad University of Tehran South Branch. 287 individuals were selected through proportional stratified sampling method by Cochran sampling formula. (1998) and the standard questionnaire of organizational bullying (Illinois) (2001) and the organizational silence questionnaire of Vakula and Brados (2005) and Bolino & Tranley (1999) impression management questionnaire. Formal based on the view of a number of statistical societies and structures by analytical method Factor analysis was performed and validity was confirmed after the necessary terms. On the other hand, the reliability of the questionnaires by Cronbach's alpha method were (0.88), (0.89), (0.89) and (88.8), respectively. 0) Estimated. Data were analyzed at the inferential level including structural equation modeling. The results showed that organizational bullying through organizational silence had a positive and significant effect on organizational skepticism, which had a coefficient of 0.44 and a positive and significant effect on organizational cynicism through perception management, which had a coefficient of 0.33. Organizational bullying has a positive and significant effect on organizational cynicism with a coefficient of 0.50.

Organizational cynicism is one of the negative organizational behaviors that results from not having the necessary information in the organization. Organizational leaders play an important role in clarifying information and staff empowerment. Authentic leadership is one of the ethical leadership approaches that leads to improved employee empowerment and reduced organizational maladaptive perspectives. The purpose of this study was to evaluate the impact of perceived authentic leadership on organizational cynicism by mediating structural empowerment in Pars Hayan employees. The research is descriptive-survey and the statistical population includes all the employees of Pars Hayan branch across the country with an estimated sample size of 200 people. Data were collected using a questionnaire whose reliability was confirmed by Cronbach's alpha and composite reliability and its validity was confirmed by content validity and convergent and divergent validity. Structural equation modeling with partial least squares approach was used for data analysis by Smart PLS software. According to the study sample, the findings of the study showed that . Authentic leadership had a significant effect on structural empowerment and organizational cynicism, and structural empowerment had a significant effect on organizational cynicism. The mediating role of structural empowerment on the impact of perceived authentic leadership on organizational cynicism was also confirmed. In fact, it can be said that by promoting perceived structural empowerment and authentic leadership, the level of organizational cynicism in Pars Hayan Company decreases.

Organizational Cynicism is a new concept in organizational behavior and organizational psychology that attracts the attention of the organizational theorists. The purpose of the present study is to investigate the role of workplace ostracism on organizational cynicism by moderating psychological capital in the military industry. The research is applied in terms of its purpose and in terms of its nature and method, it is a descriptive-survey of a correlational type. The statistical population consisted of the military industry employees (310) in Tehran, where a sample of 170 people was selected using Cochran’s formula with 5% error margin through simple random sampling method. A standard Likert-scale questionnaire was used to collect the data. The Cronbach’s alpha for the questionnaire of workplace ostracism was 0.907, and for organizational cynicism and psychological capital questionnaires, they were 0.938 and 0.918 respectively. To analyze the research data, structural equation modeling (using Smart-Pls software) was used. The results showed that workplace ostracism has a positive and significant effect on organizational cynicism. In addition, psychological capital moderates the relationship between workplace ostracism and organizational cynicism.

Workplace deviant behavior is one aspect of organizational behavior which due to its cost, has grabbed the attention of organizational behavior experts in recent decades. Studies on the origin of workplace deviant behavior reveal that organizational cynicism is one of the most important factors which affects deviant behavior. Workplace deviant behavior due to cynicism is influenced by the leadership style because the leader’s actions directly affect employee’s behavior. When employees perceive the relationship with their leader is valuable they may reciprocate by, for example, displaying more positive behavior. In contrast, when employees perceive underrated feedbacks by their supervisors, they are expected to respond in a negative way in order to restore the balance. This study investigates the effect of organizational cynicism on the tendency towards deviant behaviors and the moderating effect of leader-member exchange between organizational cynicism and tendency to deviant behaviors. Using a sample consisting of 136 employees in an oil contracting company in Asaluyeh, this study found organizational cynicism affects positively on the tendency to deviant behaviors and leader-member exchange has moderating effect between organizational cynicism and tendency to deviant behaviors.

Managing the public service motivation of public organizations employees is the biggest challenge facing today's public sector managers because the existentail philosophy of public administration is to serve the citizen in the light of the presence of public servants with a high public service motivation. In this regard, the present study aimed to investigate the effect of organizational cynicism on the public service motivation, explaining the role of the perception of organizational politics and organizational goal ambiguity as moderating variables. In this research, by using a simple random sampling method, 926 employees of public sector under the supervision of 18 ministries of the country were selected as sample. A standard questionnaire was used to collect data. Validity and reliability of each of the variables were confirmed. Data analysis was performed by Spearman correlation test and stepwise regression using SPSS software. The results show that organizational cynicism leads to a reduction in the public service motivation, and the employees’ negative perception of the organizational politics moderates the relationship between organizational cynicism and the public service motivation in a negative manner. Additionally, the combination of organizational goal ambiguity with the perception of organizational politics intensifies this relationship.

Since the main mission of public organizations is to continuously improve the quality of services provided to citizens, cynic employees are seriously threatened by the severe impact of the workplace to fulfilling this important mission. Therefore, it is necessary that each organization design strategies to minimize organizational cynicism. Accordingly, the present study considers the effect of the organizational goal ambiguity on organizational cynicism with regard to the important factor of "perception of organizational politics". The statistical population consisted of managers and staffs of 18 public organizations, of which 926 were selected randomly for the sample. For data collection, a questionnaire was used in Likert scale. Validity and reliability of questionnaires for each variable were confirmed by construct validity and Alpha-Cronbach's coefficient. The analysis of the research data was carried out by structural equation modeling and path analysis, Smart PLS software and SPSS. The results show that, in addition to the effective role of goal ambiguity in targeting organizational cynicism, the organizational goal ambiguity through the perception of organizational politics has a significant impact on the formation of organizational cynicism.

This study is aimed to identify the relationship between organizational cynicism and employee performance with regard to the moderator role of professional ethics in Javad -al -Aemeh cardiac hospital in Mashhad. The survey, in terms of its purpose, is practical and regarding its method is descriptive correlational. The statistical population of this study was hospital staff in 2016(500 employees), which 219 of them were selected based on Morgan table and with stratified sampling. The information was collected through Eaton and et al. organizational cynicism questionnaire (2000), self-made professional ethics questionnaire, and Stephan E. Condrey’s employee performance appraisal system (2005).All questionnaires were reliable and valid, and their reliability were 0.87,0.90, and 0.95, respectively. The results of hypotheses testing showed that there is a significant negative relationship between organizational cynicism and the employee performance. Furthermore, the moderating role of professional ethics was approved in the relationship between employee performance and organizational cynicism.