• Knowledge Management Research
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• v.18 no.4
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• pp.1-29
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• 2017

This study sets out to verify the moderated mediation of followers' identification with the leader on the indirect effect of authentic leadership on organizational cynicism via psychological contract breach. A total of 279 responses from employees at companies with more than 500 employees and of diverse industries were used for analysis. Our findings showed that authentic leadership (X) had a negative indirect effect on organizational cynicism (Y) via psychological contract breach (M), and that this indirect effect was negatively moderated by identification with the leader, thereby identifying its role as a moderating mediator. Further verification revealed that the indirect effect ($X{\rightarrow}M{\rightarrow}Y$) was conditional upon the value of the moderating variable, where identification with the leader had a significant effect in the 25%, 50%, 75%, 90% levels, but not in the 10% level. The findings of this research empirically verified that greater exertion of authentic leadership lowers psychological contract breach among organization members and, consequently, organizational cynicism. In particular, this effect was stronger when the organization member identified him/herself more strongly with the leader. Our findings extend the body of knowledge on the relationship between authentic leadership and organizational cynicism and expands the possibilities for future research.

• The Journal of the Convergence on Culture Technology
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• v.7 no.1
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• pp.111-116
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• 2021

Frequent restructuring of the organization according to the rapidly changing business environment, and increasing of employment insecurity made the employees have a cynical attitude toward the organization. The organizational cynicism is believed to hinder the supportive climate and negatively affect organizational effectiveness. This paper analyzed the effects of the cynicism of employees on the supportive climate and organizational effectiveness. Data were collected through questionnaire instruments from 172 employees of a public service. To test the hypothesis, structural equation modeling was employed. The analysis results showed that the supportive climate had a positively significant effect on the organizational effectiveness. And the organizational cynicism had a negative effect on the supportive climate. Finally, cynicism had a negative indirect effect on organizational effectiveness through a organizational climate.

• The Journal of the Korea Contents Association
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• v.10 no.6
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• pp.429-439
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• 2010

This study was proceeded to find out the effect of learning orientation on the organizational cynicism by introducing organization-based self esteem as a moderating variable. For the experimental study 400 questionnaires were distributed to employees working in deluxe hotel in Seoul and 236 responses were used for the analysis. With SPSS statistical program reliability test, confirmatory factor analysis, and regression analysis were performed. The study found that the learning orientation had a significant effect on organizational cynicism and organizational-based self-esteem had a moderating effect between learning orientation and organizational cynicism.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.575-586
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• 2016

The purpose of this study was to investigate the influential factors of organizational cynicism of nurses in hospitals, and to examine data contributing the effective organizational management and the organizational effectiveness. Data were collected from 320 nurses working in a hospital in 2005. A total of 295 questionnaires were analyzed by the SPSS WIN 21.0. The leadership, job interdependence, job stress, positive and negative affectivity had significant effect on the organizational cynicism of hospital nurses. Also, the organizational cynicism had significant mediating effects on job satisfaction and organization commitment, and organizational climate showed significant indirect effects on the job satisfaction and organizational commitment. In conclusion, hospital managers and nursing directors need to adopt following strategies; open communication, friendly feedback, trust among staff, co-operation between departments and intra-departments, sharing information, creating joyful organizational climate, adequate organizational supports, fair compensation, and favorable organizational culture.

• The Journal of the Korea Contents Association
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• v.8 no.7
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• pp.243-251
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• 2008

The purpose of this study is to give some suggestions by examining what kind of effects the cynicism about the organizational change of the administrative staff in private colleges have on their job involvement and organizational commitment and by analyzing the difference between the colleges having experienced labor-management disputes and those without such experiences. The results of this study obtained by actual analyses and the suggestions provided based on the results are as follows. In the colleges having experienced disputes on campus, the cynicism about the organizational change reduces the job involvement and the organizational commitment of the members of the organizations. On the other hand, there are no significant effects of the cynicism about the organizational change on the job involvement and the organizational commitment of the members in the case of the colleges not having experienced disputes on campus.

• Journal of Korean Academy of Nursing
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• v.43 no.4
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• pp.517-525
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• 2013

Purpose: The purpose of this study was to investigate the casual relationship between nurses' social capital and turnover intention and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model. Methods: This survey was conducted with 315 nurses working in general hospitals in Seoul. Data were collected from December 1 to December 30, 2011, and analyzed using SPSS Windows 18.0 and AMOS 16.0. Results: Nurses' social capital was found to have a direct effect on reducting organization cynicism and increasing organizational commitment. Nurses' organizational cynicism and organizational commitment were found to have a direct effect on turnover intention, but social capital did not have a direct effect on turnover intention. However, social capital had a partial and indirect effect on turnover intention through mediating organizational cynicism and organizational commitment. Conclusion: Results of this study indicate that nurse managers should put increased effort in reducing nurses' organizational cynicism and improving their organizational commitment, two contrary parameters. At the same time managers need to develop plans to establish social capital more efficiently so that nurses have lower turnover intention.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.579-591
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• 2024

Recently, church organizations are experiencing various problems, including a sharp decline in the number of members. This study focused on the problem of lack of communication, that is, organizational silence, which is commonly pointed out in previous studies as a problem of church organizations, and empirically analyzed the relationship between organizational silence, organizational cynicism, and organizational commitment within church organizations. For this purpose, a questionnaire was distributed to 210 members of churches and related organizations from May to June 2023, of which 202 copies were used as analysis data. SPSS 23.0 and AMOS 23.0 were used to perform frequency analysis, confirmatory factor analysis, descriptive statistical analysis, correlation analysis, structural equation model analysis, and bootstrapping to verify mediation effects. As a result of the study, organizational silence had a negative effect on organizational cynicism, and organizational cynicism had a negative effect on organizational commitment. Although organizational silence did not have a direct negative effect on organizational commitment, it was found to have a negative effect mediated by organizational cynicism. This study expanded the scope of the study by applying variables from organizational theory to church organizations, and presented practical implications through the research results to church organizations.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.466-475
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• 2016

This research verified influential relationship among the emotional leadership, job insecurity, and organizational cynicism targeting hotel members. Total 280 questionnaires were distributed and 271questionnaires were collected, among them, 254 questionnaires were finally utilized excluding unfaithful responses or uncompleted questionnaires. When investigating analysis result, first, as the result of investigating the relation between emotional leadership and job insecurity, self-recognition ability and self-control ability displayed meaningful negative (-) influential relation on job loss possibility and job influence weakening that compose job insecurity. Also, other relation ability of emotional leadership displayed meaningful negative (-) influential relation only in job influence weakening of job insecurity. Second, as the result of investigating relation between emotional leadership and organizational cynicism, emotional leadership did not show meaningful influential relation on organizational cynicism. The researcher expects that management of job insecurity through emotional leadership can be helpful to hotel management outcome, and it is determined that efforts per each division or overall hotel is required to have no alienated member by recognizing importance of management on organizational cynicism.

• Knowledge Management Research
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• v.22 no.3
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• pp.107-127
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• 2021

This study examines the effect of general corporate employees' perception of organizational politics, which is widespread and negatively perceived in Korean companies, on their reaction behavior. In particular, the mediating effect of cynicism and the moderating effect of commitment was analyzed. As a result of the analysis, it was confirmed that organizational political perception had a positive effect on cynicism, and cynicism had a significant effect on exit, loyalty, and neglect. In addition, the moderating effect of commitment between cynicism, exit, and neglect was confirmed. Through this study, it was demonstrated that the higher the organizational political perception, the higher the cynicism and the negative reaction behavior. It was intended to suggest the organizational system improvement and the importance of human resource management through it.

• Korean Journal of Social Welfare
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• v.64 no.1
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• pp.31-52
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• 2012

This study has three objectives. First, it examines the relationship between organizational fairness and organizational commitment perceived by social workers in Korea. Second, it simultaneously examines mediating effects of organizational trust and organizational cynicism in the relationship between organizational fairness and organizational commitment. Third, it also examines the effect of social workers' perceived work value on the combined model by considering the unique characteristics of social work profession. This study employs the stratified cluster sampling method on social workers with more than two year work experiences in their current social service agencies that are located in Seoul and Kyungki province; finally it analyzes the responses from 564 social workers by using the method of structural equation modeling. This study has the following results: (1) there is a positive causal relationship between organizational fairness and organizational commitment perceived by social workers; (2) there is also a positive causal relationship between social workers' perceived work value and organizational commitment; and (3) in the mediating effects of organizational trust and organizational cynicism, there are no mediating effects in the relationship between organizational fairness and organizational commitment. This study discusses the importance of social workers' perceived work value and theoretical and practical implications of the results.