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The purpose of this study is to develop a valid and reliable measure of change cynicism. In the development of the scale, literature regarding cynicism was examined and item pool was composed. For the content validation of the scale, draft of change cynicism scale was given to five experts. Having received feedback from the experts, the scale was ready for the plot practice with a sample group of 206 teachers and administrators in total. Following that, exploratory factor analysis was practised for construct validity and reliability analysis was conducted. Lastly, confirmatory factor analysis was conducted to assess the three-factor structure of the change cynicism with a different sample consisting of 434 teachers and 119 administrators. Change Cynicism Scale consisting of 17 items, each rated on five-point likert type scale was developed. Cronbach alpha reliability coefficient of the total scale was calculated as .94; and .90, .93, .84 for the sub-dimensions respectively. Total variance explained by change cynicism was 69%. All factor loadings were upper than 44. This showed that the scale was valid and reliable. The three-factor structure of scale was confirmed with confirmatory factor analysis. The model fit indices yielded a good fit to the three-factor structured model.
The present paper aims to determine the effects of the variable, the organizational change cynicism, on job satisfaction, intention of quitting and alienation variables. The research has been set up in correlational model. Via convenience sampling technique, 715 teachers selected from 15 schools in Kocaeli were the sample of the research. " Organizational Change Cynicism Scale " , " Job Satisfaction Scale " , " Quitting Scale " and " Alienation Scale " used as data collection tools. Correlation and regression analyses implemented to test the hypotheses and the method of the research. It was found out that the perception of organizational change cynicism is related to job satisfaction, intention of quitting job and alienation variables; and the study concluded that the variable of organizational change cynicism is a variable that predicts those other variables such as job satisfaction, the intention of quitting job and alienation.
This research accomplishes its aim to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach: This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in IBM SPSS Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression (MMR). The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees’ withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant. Practical implications: The Government of Pakistan (GOP), the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision-making and by building trust in change leaders. Employees’ participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, whilst job insecurity can decrease the job satisfaction levels of employees. This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.
2018 •
The attitude of the individual who tends to be skeptical and negative approach, looking at and looking at the mistakes around him, is an unwanted situation for the business and is generally regarded as cynical attitudes. For this reason, organizations have to produce some solutions for their cynical attitudes. The purpose of this study is to carry out the validity and reliability study of the cynicism scale developed to determine cynic attitudes. As a result of the questionnaire study which was collected from 242 health personnel using sampling method easily, the analysis of the data was performed with the help of SPSS.22 and AMOS.22 packet programs. The sample of this study consisted of 400 health workers working in public and private hospitals in Istanbul. In the analysis of the data, it was found that the model formed by the Confirmatory Factor Analysis (CFA) was x2 (66.749), x2 / df (2.781), and the fit index values were GFI (.942), CFI (.956), SRMR (.0430), RMSEA (.0860) in the...
Organizational Cynicism Level of Primary School Teachers and Managers: Example of Gaziantep, Turkey
Organizational Cynicism Level of Primary School Teachers and Managers: Example of Gaziantep, Turkey2012 •
The aim of this study is to establish the level of organizational cynicism of teachers and administrators in primary institutions by considering their organizational perception. The research applied in 2010-2011 education year to 518 persons in total that contains 456 teachers and 62 administrators who are charred in the primary schools in Gaziantep, Turkey. The questionnaire that is used in the research is formed with two sections. The first section is formed from questions that are used for gathering demographic transmitting. "Organizational Cynicism Measure" is used in the second section which is improved by Brandes, Dharwadkar and Dean (1999) that contains thirteen materials of which validity and reliability studies made with explanatory and confirmatory factor analysis. The results revealed that organizational cynicism level in primary schools is high. The variables of gender, title, working years, age account for a meaningful difference in organizational cynicism level.
Cynicism reveals itself as a new pattern in employer and employee relations. Now academicians are realising the effect that cynicism can have on organizations. This phenomenon has widespread in various kinds of organizations. This study considering a systematized view in which organizational cynicism measured as a negative behaviour, mainly in the educational sector. Current study aimed to endeavours to analyse the mediator role of organizational cynicism on the relationship among workplace incivility, psychological contract violation, with the outcome of organisational citizenship behaviour among teaching staff of the public secondary schools of Malaysia. The current study emphasises the value of working environment and personal characteristics of employees in determining organisational cynicism and will suggest the causes and consequences of cynicism.
2015 •
A firm's ability to manage change is a critical dynamic capability today. However, organizational change has generally been associated with negative employee reactions and behaviors. The knowledge that change can be disruptive necessitates an understanding of the critical factors influencing employee outcomes under change. In this study, I examined how employees' perceptions regarding frequency and impact of change influenced change-specific cynicism, and in turn, their turnover intentions under conditions of continuous change. Data were collected from 350 employees in six outsourcing companies in India. Results indicated that employees' change perceptions predicted turnover intentions, and change-specific cynicism fully mediated this relationship.
This study aimed to determine the organizational cynicism levels of teachers working in public and private secondary schools in Turkey in terms of various variables. In this descriptive study based general survey model, data were collected by the Organizational Cynicism Scale (OCS). The sample of this study was determined by using "cluster sampling" method and it included a total of 262 teachers; 182 teachers for public secondary schools and 80 teachers for private secondary schools in Diyarbakir. Data were analyzed using descriptive statistics, t-test, One-Way Variance Analysis (ANOVA) and Kruskal-Wallis test. The findings of the study revealed that the overall level of organizational cynicism for teachers was found at 'Somewhat Agree' level. In addition, school type, gender, seniority and level of education were found as sources of significant differences. Teachers in public secondary schools and male teachers have higher means than their counterparts. Cynicism levels increase as the years pass and tend to decrease especially after a seniority of 15 years. Based on these findings, in-service training sessions to reduce possible causes for organizational cynicism can be organized for school administrators and teachers in public and private schools.
Educational Research and Reviews
Examining the organizational cynicism among teachers at schools: A mixed methods study2016 •
The purpose of this study is to examine the organizational cynicism among teachers at schools. In this study, which was conducted by a mixed method, “the Organizational Cynicism Scale for Teachers” was used in the quantitative dimension, while a semi-structured interviewing technique was used in the qualitative dimension. The quantitative part of this research population consists of 348 teachers who worked in public schools on the Anatolian side of Istanbul in 2014 to 2015 academic year. In the qualitative part of this research, 30 teachers were interviewed concerning factors that affect teachers in terms of interaction, process and assignment of duties in the organizational sense. In the analysis of quantitative data, descriptive statistical techniques were used, while qualitative data was worked out by content analysis. According to the results obtained in the quantitative dimension of the research, it was seen that the organizational cynicism level of teachers was at low and medium level. It was determined that this result was also supported by the findings obtained by means of qualitative analysis.
Issues in Educational Research
Work factors and teacher satisfaction: The mediating effect of cynicism toward educational change2016 •
This study investigated teachers’ cynicism toward a major education transformation blueprint and their job satisfaction with a sample of 628 practising teachers. Participants were practising teachers in primary (n = 326) and secondary (n = 302) schools located in a school district in Malaysia. A self-reporting questionnaire was used, where the Job Descriptive Index, Job In General, and Cynicism About Organisational Change scales were adopted and adapted. Overall, teachers reported being moderately cynical toward education transformation efforts. The study found that cynicism toward educational change partially but significantly mediated the effects of work factors (the work itself, advancement, pay, supervision, colleagues) on job satisfaction. Findings also suggested negative consequences of cynical outlook on teachers’ job satisfaction, as shown by the inverse relationship found between these variables. This study contributes to the literature on cynicism toward change in an education context, and its significant effect on teacher job satisfaction.
2013 •
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