AASCIT - Journal - All Issues

ISSN: 2375-3757

International Journal of Management Science

The Journal

Manuscript Information

Organisational Cynicism and Employees’ Intention to Quit

International Journal of Management Science
Vol.5 , No. 1, Publication Date: Jan. 11, 2018, Page: 6-9

929 Views Since January 11, 2018, 757 Downloads Since Jan. 11, 2018

Paper in PDF (231K)

Follow on

Authors

[1]	Batholomew Peter, Department of Management, University of Port Harcourt, Port Harcourt, Nigeria.
[2]	Onuoha Benedict Chima, Department of Management, University of Port Harcourt, Port Harcourt, Nigeria.

Abstract

In this 21st century, the enormous impact of globalisation, competition, workforce diversity, and advancement in technology has really changed things. Life today is totally different from as it was yesterday, and today, people have more job opportunities compared to yesterday! This era’s Managers and Leaders have as a very big challenge, the task to retain the best employees. This paper sought to carry-out a critical and an unbiased theoretical study and examination into the relationship between organisational cynicism and employees’ intention to quit such an organisation. Descriptive Research Method was adopted for the study. And data was sourced from basically secondary sources. On the basis of the data sourced, studied, and examined, the researchers found that Cynicism among other things, can make employees become hopeless, less committed to their work, less satisfied, and at the end, the employees may decide to quit the organisation. And based on these findings, it was concluded among other things that, in most cases, there is a positive and direct relationship between both variables (Organisational Cynicism and Employees’ Intention to Quit) of the study. As a result, this study posited that, the higher the cynicism in an organisation, the higher the employees’ intention to quit such an organisation, and vice versa. And hence, it was recommended among others that, Cynicism can effectively be managed by the organisations by adopting fair practices like operating in an open and honest atmosphere, providing realistic goals, promoting cooperation among/between individuals and management, and honest and fair pay system. These, in the researchers’ opinion, can improve the confidence of the employees; and downplay any form of organisational Cynicism.

Keywords

Cynicism, Orgnisational Cynicism, Intention to Quit

Reference

[01]	Abraham, R. (2000). Organisational cynicism: Bases and consequences. Genetic, Social, and General Psychology Monographs, 126 (3).
[02]	Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.). Advances in experimental social psychology. New York: Academic Press.
[03]	Agbonifoh, B. A., & Yomere, G. O. (1999). Research methodology in the social sciences and education (1st Ed.). Benin City, Nigeria: Uniben Press.
[04]	Andersson, Lynee. M. (1996). Employee cynicism: An examination using a contract violation framework. Journal of Human Relations, 49 (11).
[05]	Ayyub, S., Awam, A., & Bilal, M. (2013). Interactive effect of organisational cynicism and interpersonal mistreatment on turnover intentions. Proceedings on International Conference on Business Management and Internationalisation Strategy. 2.
[06]	Brown, M., & Cregan, C. (2008). Organisational change cynicism: The role of employee involvement. Journal of Human Resource Management, 47 (4).
[07]	Cole, G. A. (2004). Management theory and practice (6^th Ed.). London: Thompson Learning.
[08]	Cole, M., Brunch, H., & Vogel, B. (2006). Emotion as mediators of the relations between perceived supervision support and psychological hardiness on employee cynicism. Journal of Organisational Behaviour, 27.
[09]	Dean J., Brandes, P., & Dharwadkar, R. (1998). Organisational cynicism. The Academy of Management Review, 23 (2).
[10]	Devi, V. R., & Poojitha, V. (2012). HRD–A source for competitive advantage. Review of Research, 1 (7).
[11]	Eaton, J. A. (2000). A social motivation approach to organisational cynicism. York University Toronto, Ontario.
[12]	Emerson, R. M. (1976). Social exchange theory. Annual Review of Sociology, 2.
[13]	Hassan, M. (2009). Business management. Kaduna, Nigeria: Joyce Publishers.
[14]	Ince, M., and Turan, S., (2011). Organisational cynicism as a factor that affects the organizational change in the process of globalisation and an application in karaman’s public institutions. Journal of Economics, Finance and Administrative Sciences, 37.
[15]	Kanter, D. L., & Mirvis, P. H. (1989). The Cynical americans: Living and working in an age of discontent and disillusion. San Francisco: Jossey Bass.
[16]	Khan, M. A. (2014). Organisational cynicism and employee turnover intention: Evidence from Banking Sector in Pakistan. Pakistan Journal of Commerce and Social Sciences. Vol. 8 (1).
[17]	Kosmala, K., & Richards, J. (2009). Re-visiting employee cynicism: On decentrement of the subject via work blogging. Retrieved: October, 2017; http://mngt.waikato.ac.nz.
[18]	Kothari, C. R., & Garg, G. (2014). Research methodology: Methods and techniques (3rd ed.). Daryaganj, New Delhi: New Age International (P) Ltd, Publishers.
[19]	Kouzes, J. M. & Posner, B. Z. (1993). Credibility. San Francisco: Jossey-Bass.
[20]	Krueger, A., & Rouse, C. (1998). The Effect of workplace education on earning, turnover and job performance. Journal of Labor Economics, 16.
[21]	McClelland, D. (1961). The Achieving society. D. Van Nostrand: Prentice, N. J.
[22]	Nafei, W. A. & Kaifi, B. A. (2013). The impact of organisational cynicism on organisational commitment: An applied research on Teaching Hospitals in Egypt. European Journal of Business and Management, 15 (2).
[23]	Nair, P., & Kamalanabhan, T. J. (2010). The impact of cynicism on ethical intentions of indian managers: The moderating role of their level of management. International Journal of Trade, Economics and Finance, 1 (2).
[24]	Ozler, D. E., & Atalay, C. G. (2011). A research to determine the relationship between organisational cynicism and burnout levels of employees in Health Sector. Business and Management Review, 1 (4).
[25]	Reichers, A. E., Wanous, J. P., & Austin, J. T. (1997). Understanding and managing cynicism about organisational change. The Academy of Management Executive, 11 (1).
[26]	Robbins, S. P. (1993). Organisational behaviour (6^th ed.). Englewood Cliffs, N. J.: Prentice-Hall.
[27]	Robbins, S. P., Judge, T. A., & Vohra, N. (2012). Organisational behaviour (14^th Ed.). New Delhi, India: Prentice Hall.
[28]	Scott, K. A., & Zweig, D. (2008). Dispositional predictors of organisational cynicism. Unpublished Paper, Department of Management, University of Toronto.
[29]	Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organisational commitment, turnover intention, and turnover: Path analysis based on meta-analytical findings. Personal Psychology, 46 (2).