An Analysis of the Effect of Perceived Support and Fit on the Relationship Between Organizational Cynicism and Workplace Behaviors

Indianapolis, IN

Previous research indicates that organizational, or workplace, cynicism can have a negative and mediating effect on workplace attitudes and behaviors, including that of organizational citizenship behaviors (OCBs) (Jordan, Schraeder and Field, 2007). However, not a lot of research has focused on the factors that could possibly effect this mediating relationship between cynicism and attitudes or behaviors at work. Thus, using a validated model of the mediating relationship cynicism has on OCBs and psychological contract violation, the current study seeks to explore how perceived fit and support within an organization can effect the above relationship. In order to examine this possible relationship, we created a survey measuring the following variables: psychological breach and violation, levels of organizational cynicism, amounts of support (organizational, co-worker, and supervisor), perceived fit within an organization, amount of participation in OCBs, and amount of participation in organizational deviant behaviors. Surveys were distributed via email to known professional associates, and total participation reached 73. Results indicate support for the validated model of cynicism mediating the relationship between psychological contract violation (r = .827) and altruistic OCBs (r = -.214), which suggests that this an emotional reaction effecting affect about the organization or workplace. There was also a strong correlation between cynicism and fit (r = -.714) and organizational support (r = -.821), which indicates that a more cynical person will feel as though they do not fit with nor have support from the organization. Men were also less likely to participate in altruistic OCBs (r = -.691) than women (r = .041) if they were cynical.