Volume 9, Issue 3 (Summer 2020)                   JOHE 2020, 9(3): 146-157 | Back to browse issues page


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Mousavi Ghahfarrokhi S G, Beshlideh K, Arshadi N. Designing and Evaluating a Model for Precedents and Outcomes of Organizational Cynicism (Maron Company, Ahvaz, 2019). JOHE. 2020; 9 (3) :146-157
URL: http://johe.rums.ac.ir/article-1-387-en.html
1- MSc Student of Industrial and Organizational Psychology, College of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran.
2- Professor, Dept. of Psychology, College of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran. , k.beshlideh@scu.ac.ir
3- Professor, Dept. of Psychology, College of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran.
Abstract:   (383 Views)

Background: Organizational cynicism is one of the important behavioral issues affecting employee performance, thereby reducing organizational efficiency. This study aims to design and evaluate a model for antecedents and consequences of organizational cynicism in employees of an industrial company in Iran.
Materials and Methods: In this applied descriptive-correlational study, the statistical population included all employees of Maron Company in Ahvaz in 2019. A sample of 210 employees of the company was selected through random sampling. The instruments used in the study included questionnaires of Dean et al.'s Organizational Cynicism, Niehoff and Moorman's Perceived Organizational Justice, Rhoades and Eisenberger's Perceived Organizational Support, Judge et al.'s Core Self-Evaluations, Kauffman et al.'s Job Satisfaction, Organ et al.'s Citizenship Behavior, as well as Bennett and Robinson's Workplace Deviance. The proposed model was investigated through structural making use of SPSS-23 and AMOS-23 software.
Results: Results showed that the proposed model fit the data well. In addition, according to the results, among all direct paths, only the perceived organizational path coefficient of organizational cynicism was not significant.  The findings showed that organizational cynicism had a meditating role between perceived organizational justice and core self-evaluations with job satisfaction, citizenship behavior, and workplace deviance (p = 0.000). In addition, role of organizational cynicism was not significant in the mediating paths of perceived organizational support for organizational citizenship behavior, perceived organizational support for job satisfaction, and perceived organizational support for anti-production behaviors.
Conclusions: The findings showed that organizational cynicism had a meditating role in perceived organizational justice, core self-evaluations, job satisfaction, citizenship behavior, and workplace deviance.

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Type of Study: Original Article | Subject: Occupational Health
Received: 2020/04/15 | Accepted: 2020/12/12 | ePublished: 2021/02/8

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