scholarly journals The Mediating Role of Organizational Cynicism in Causing Work Alienation in Higher Educational Institutions

2019 ◽  
Vol 13 (1) ◽  
pp. 89-108
Author(s):  
Riaz Hussain Soomro ◽  
Tahira Yawer ◽  
Shahid Rashid
Keyword(s):  
Supervisor Support ◽  
Educational Institutions ◽  
Full Time ◽  
Perceived Supervisor Support ◽  
Mediating Role ◽  
Descriptive Research ◽  
Work Alienation ◽  
Organizational Cynicism ◽  
The Relationship

This paper aims to examine the mediating role of organizational cynicism in instigating work alienation with constructs such as perceived supervisor support and perceived organizational politics. The study is descriptive research and quantitative approach was utilized to conduct the study. The data was collected through a self-administered questionnaire from full-time faculty members employed at private universities in Karachi. It was found that although organizational cynicism can significantly be predicted by perceived supervisor support and perceived organization politics, however, organization cynicism failed to play a mediating role in establishing the relationship between the perceptions and work alienation. This study will help the heads of the universities to identify the level of organizational cynicism in their institutions, to overcome the problem and eliminate it.

scholarly journals Impact of Organization Cynicism on Work Outcomes: Mediating Role of Work Alienation

2018 ◽  
pp. 122-138
Author(s):  
Imran Saeed Et al.,
Keyword(s):  
Organizational Behavior ◽  
Job Stress ◽  
Time Lag ◽  
Work Outcomes ◽  
Mediation Effects ◽  
Mediating Role ◽  
Work Alienation ◽  
Organizational Cynicism ◽  
The Relationship

A limited study has been conducted on the relationship between organizational cynicism and work outcomes in the area of management and organizational behavior. The purpose of this study was to investigate the main effects of organizational cynicism on job stress and employee performance. This study also examined the mediating role of work alienation a mechanism through which organizational cynicism affects different employee negative as well as positive outcomes. This study is based on the well-known theory of Cognitive appraisal theory of stress (Lazarus & Folkman, 1984) to justify the relationship of the proposed research model. The study collected data from the employee (n=350) working in the manufacturing and service sector of Pakistan. A Cross-sectional time lag research design was used for data collection in this study. The finding revealed that organizational cynicism is positively related to job stress and negatively related to job performance. Complete support was found for all hypotheses. Moreover, the findings further demonstrated that work alienation mediated the relationship between organizational cynicism and work outcomes. Support was found for all direct and indirect mediation effects.

Relationship of perceived supervisor support, self-efficacy and turnover intention, the mediating role of burnout

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rola Chami-Malaeb
Keyword(s):  
Turnover Intention ◽  
Self Efficacy ◽  
Supervisor Support ◽  
Psychological State ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship

PurposeThe purpose of this paper is to study the effect of two positive organizational factors: the perceived supervisor support (PSS) and the self-efficacy (SE) on nurses' burnout (BO), which concurrently affect the turnover intention (TI) and the mediating role of BO in this relationship.Design/methodology/approachA cross-sectional survey-based study of a sample of 552 Lebanese registered nurses from 19 Lebanese hospitals was conducted.FindingsThe authors’ findings confirm that PSS and SE both reduce the level of BO and the turnover intention significantly. The higher the perceived supervisors' support and the nurses' SE, the less they experience BO. BO has partially mediated the relationship of the PSS and SE on TI. This study reveals that supervisors' support is well perceived by Lebanese nurses, whose s is relatively high, while their levels of BO are considered moderate. However, BO levels vary proportionally with demographic variables, namely age, work experience, gender, marital status and education.Originality/valueThis study provides new evidence on the relationship between PSS, SE and BO and turnover intention of Lebanese nurses. It is unique in studying the role of nurses' SE with regard to BO and TI and improving the quality of nurses' work life. It shows the significance of the supervisors' role in supporting the psychological state of nurses. The context of the study, Lebanon, is also novel as it differs from advanced economies institutionally, culturally and in legal frameworks that govern the employee–supervisor relationships.

scholarly journals Towards Sustainable Organizations: Supervisor Support, Commitment to Change and the Mediating Role of Organizational Identification

2019 ◽  
Vol 11 (3) ◽  
pp. 805 ◽  
Author(s):  
Salvatore Zappalà ◽  
Ferdinando Toscano ◽  
Simone Licciardello
Keyword(s):  
Organizational Identification ◽  
Preventive Intervention ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Individual Growth ◽  
Change Initiatives ◽  
Commitment To Change ◽  
Perceived Supervisor Support ◽  
Mediating Role

According to psychology of sustainability, healthy organizations conduct successful businesses, regenerate employees’ belongingness, and promote organizational and individual growth and change. In line with this assumption, this study investigates: a) The relation between perceived supervisor support and the affective, normative, and continuance components of commitment to change (CtC), and b) the mediating role of organizational identification on the relation between perceived supervisor support and components of CtC. Participants were 243 employees of a company that, in order to introduce a new organizational vision, was implementing multiple change initiatives. Results show the direct effect of perceived supervisor support on affective and normative CtC, the partial mediating effect of organizational identification on affective and normative CtC, and the full mediating effect on continuance CtC. Such results extend previous studies and are in line with the assumptions of the psychology of sustainability: Supervisor support can be considered as a primary preventive intervention that increases employees’ belongingness and encourages them to commit to change initiatives.

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