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| | ARTICLES | Am. J. innov. res. appl. sci. Volume 10, Issue 2, Pages 93-XX (February 2020) |
Revew Article 5
Revew Article 5
| Tamunomiebi, Miebaka Dagogo 1* | and | Georgewill, Ibiba Ambie 2 |. Am. J. innov. res. appl. sci. 2020; 10(2):77-XX.
| PDF FULL TEXT | | Received | January XX, 2020 | | Accepted | February XX, 2020 | | Published | February XX, 2020 |
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American Journal of innovative
Research & Applied Sciences
Research & Applied Sciences
ISSN 2429-5396 (Online)
OCLC Number: 920041286
OCLC Number: 920041286
| HOME || ABOUT US || ARCHIVES || AIMS AND SCOP || AUTHORS || REVIEW|| SUBMIT MANUSCRIPT || EDITORIAL BOARD || CONTACT US |
| FEBRUARY | VOLUME 10 | N° 2 | 2020 |
| Info-AJIRAS-® Journal ISSN 2429-5396 (Online) / Reference CIF/15/0289M |
American Journal of Innovative Research & Applied Sciences
ABSTRACT
It is known that employees who generally hold negative attitudes toward their managers and jobs tend to exhibit more negative behavioral work intentions. Organizational cynicism refers to employees having negative feelings and emotions towards the organization, managers, co-workers and clients/customers. When a worker believes that his/her efforts are not relevant to solve the different problems of the organization, such an employee can result to cynicism. The first measure of cynicism is Cognitive cynicism (belief), the second measure is Affective cynicism (affect), and the final measure is Behavioural cynicism (behaviour). The purpose of this paper is to examine the relationship between organizational cynicism and organizational health. Precisely, the objectives are to identify and measure organizational cynicism among employees; to study the effect of organizational cynicism on the organizational health. First, the pertinent theory and research on cynicism was reviewed. The empirical literature reveals that factors, such as high salary packages for executives, retrenchment of employees and failure of the organization to achieve set objectives, generate dissatisfaction and, subsequently, disillusionment towards the organization itself and this creates a high level of cynicism. It is concluded amongst others that Organizations with feedback mechanisms would regularly observe behaviours formed towards cynicism and nip them, to promote much needed organizational health.
Keywords: Organizational Cynicism, Organizational Health, Cognitive Cynicism Affective Cynicism, Behavioural Cynicism
It is known that employees who generally hold negative attitudes toward their managers and jobs tend to exhibit more negative behavioral work intentions. Organizational cynicism refers to employees having negative feelings and emotions towards the organization, managers, co-workers and clients/customers. When a worker believes that his/her efforts are not relevant to solve the different problems of the organization, such an employee can result to cynicism. The first measure of cynicism is Cognitive cynicism (belief), the second measure is Affective cynicism (affect), and the final measure is Behavioural cynicism (behaviour). The purpose of this paper is to examine the relationship between organizational cynicism and organizational health. Precisely, the objectives are to identify and measure organizational cynicism among employees; to study the effect of organizational cynicism on the organizational health. First, the pertinent theory and research on cynicism was reviewed. The empirical literature reveals that factors, such as high salary packages for executives, retrenchment of employees and failure of the organization to achieve set objectives, generate dissatisfaction and, subsequently, disillusionment towards the organization itself and this creates a high level of cynicism. It is concluded amongst others that Organizations with feedback mechanisms would regularly observe behaviours formed towards cynicism and nip them, to promote much needed organizational health.
Keywords: Organizational Cynicism, Organizational Health, Cognitive Cynicism Affective Cynicism, Behavioural Cynicism
*Corresponding author Author & Copyright Author © 2020: | Reem Hamdan Khaddour |. All Rights Reserved. All articles published in American Journal of Innovative Research and Applied Sciences are the property of
Atlantic Center Research Sciences, and is protected by copyright laws CC-BY. See: http://creativecommons.org/licenses/by-nc/4.0/
Authors Contact
*Correspondant author and authors Copyright © 2020:
| Tamunomiebi, Miebaka Dagogo 1* | and | Georgewill, Ibiba Ambie 1 |
Affiliation.
1. Tishreen University | Department of Water Engineering and Irrigation | Faculty of Civil Engineering | Lattakia | Syria |
This article is made freely available as part of this journal's Open Access: ID | Tamunomiebi-Ref.1-ajiras200120 |
*Correspondant author and authors Copyright © 2020:
| Tamunomiebi, Miebaka Dagogo 1* | and | Georgewill, Ibiba Ambie 1 |
Affiliation.
1. Tishreen University | Department of Water Engineering and Irrigation | Faculty of Civil Engineering | Lattakia | Syria |
This article is made freely available as part of this journal's Open Access: ID | Tamunomiebi-Ref.1-ajiras200120 |