Abraham R
Farquhar Center for Undergraduate Studies, Nova Southeastern University, Fort Lauderdale, FL 33314, USA.
Genet Soc Gen Psychol Monogr. 2000 Aug;126(3):269-92.
Organizational cynicism is the belief that an organization lacks integrity, which, when coupled with a powerful negative emotional reaction, leads to disparaging and critical behavior. In this article, the author attempts to theoretically clarify the process by which five forms of cynicism develop in the workplace and to empirically relate them to affective outcomes. Societal, employee, and organizational change cynicisms may be attributed to psychological contract violations; work cynicism may be related to burnout; and person-role conflict and personality cynicism may be related to innate hostility. Empirically, personality cynicism emerged as the strongest predictor of organizational cynicism, adversely affecting all of the criteria. Other forms of cynicism had more selective effects. Organizational change cynicism induced job dissatisfaction and alienation, and employee cynicism affected organizational commitment. Societal cynicism actually increased both job satisfaction and commitment. Both personality and work cynicisms were related to organizational citizenship indirectly, through alienation. Theoretical and practical implications are discussed.
组织犬儒主义是指认为一个组织缺乏诚信，当这种信念与强烈的负面情绪反应相结合时，会导致诋毁和批评行为。在本文中，作者试图从理论上阐明职场中五种犬儒主义形式的发展过程，并通过实证研究将它们与情感结果联系起来。社会犬儒主义、员工犬儒主义和组织变革犬儒主义可能归因于心理契约的违背；工作犬儒主义可能与职业倦怠有关；而角色冲突和人格犬儒主义可能与天生的敌意有关。从实证角度来看，人格犬儒主义是组织犬儒主义最强的预测指标，对所有标准都有负面影响。其他形式的犬儒主义影响则更具选择性。组织变革犬儒主义会导致工作不满和疏离感，员工犬儒主义会影响组织承诺。社会犬儒主义实际上会提高工作满意度和组织承诺。人格犬儒主义和工作犬儒主义都通过疏离感与组织公民行为间接相关。本文还讨论了理论和实践意义。
