The Relationship Between Organizational Justice and Organizational Cynicism: The Mediating Role of Psychological Capital and Employee Voice

Year 2016, Volume: 1 Issue: 1, 15 - 26, 31.12.2016

Tülay Turgut Hazel Agun

https://doi.org/10.25203/idd.276269

Cited By: 6

Abstract

Objective of the study: The purpose of this study is to examine the
contribution of organizational justice on organizational cynicism and to
investigate the mediating role of psychological capital and employee voice
behavior.

Design and Methodolgy: Data were collected at one point in time through a questionnaire-based
survey. Based on a convenience sample, a total of 205 employees of distinct
companies from distinct industries responded the questionnaire.

Findings: Regression analysis results supported the negative
and significant contribution of organizational justice on organizational
cynicism. However, the mediating roles of psychological capital and employee
voice behavior were not supported. Yet, both of those concepts were found to be
positively correlated with organizational justice and negatively correlated
with organizational cynicism. Analyses on sub-dimensions of variables also
revealed that sub-dimensions of organizational justice differ in contributing
to psychological capital, employee voice and organizational cynicism.

Originality: The findings highlighted the negative contribution of
fairness on cynicism. Organizational cynicism was found as being weakly
effected by individual resources, is a more direct reaction to organizational
practices. The suggestion of research findings is that ensuring justice with
all types as distributive, procedural and interactional within the organization
seems necessary for being able to keep employees having positive affect,
cognition and behaviors toward the organization.

Keywords

Organizational justice, psychological capital, employee voice, Organizational Cynicism

Örgütsel Adalet ile Örgütsel Sinizm Arasındaki İlişkide Psikolojik Sermaye ve Çalışan Sesliliğinin Ara Değişken Rolü

Abstract

Amaç: Bu çalışmanın amacı örgütsel adalet ile örgütsel
sinizm arasındaki ilişkinin araştırılması ve psikolojik sermaye ile çalışan
sesliliğinin bu ilişkideki ara değişken rollerinin incelenmesidir.

Tasarım/Yöntem: Veri toplama aracı olarak anket yöntemi kullanılmıştır. Kolayda örnekleme yoluyla, farklı endüstri
kollarındaki firmalardan toplam 205 çalışan araştırmaya katılmıştır.

Sonuçlar: Regresyon analizi sonucunda örgütsel adaletin örgütsel sinizm üzerinde
negatif ve anlamlı katkısı bulunmuştur. Psikolojik sermaye ve çalışan
sesliliğinin ise ara değişken rolü desteklenmemiştir. Bununla birlikte her iki değişkenin
örgütsel adalet ile pozitif, örgütsel sinizm ile negatif ilişkili olduğu tespit
edilmiştir. Değişkenlerin alt boyutları için uygulanan analizler sonucunda;
örgütsel adalet alt boyutlarının psikolojik sermaye, çalışan sesliliği ve
örgütsel sinizm üzerindeki katkılarının farklılık gösterdiği bulunmuştur.

Özgün Değer: Araştırma sonucu adalet algısının sinizm üzerinde olumsuz katkısı
olduğunu göstermektedir. Dolayısıyla, örgütsel sinizmin bireysel kaynaklardan zayıf
etkilendiğini, daha çok örgütsel uygulamalara kuvvetli tepki olarak geliştiğini
göstermektedir. Bu çalışma, örgüt içerisinde adaletin tüm boyutlarının;
dağıtım, işlemsel ve etkileşim, sağlanmasıyla çalışanların örgütlerinden
duygusal, bilişsel ve davranışsal olarak pozitif etkilenebileceğine dair
farkındalığı artırmaya katkı sağlayabilir.

Keywords

Örgütsel adalet, psikolojik sermaye, çalışan sesliliği, örgütsel sinizm

References

• Abraham, R. (2000). Organizational cynicism: Bases and consequences. Genetic, Social, and General Psychology Monographs, 126(3), 269.
• Adams, J. S. (1965). Inequity in social exchange. Advances in experimental social psychology New York: Academic Press.
• Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179-211.
• Andersson, L. (1996). Employee cynicism: An examination using a contract violation framework. Human Relations, 49(11), 1395-1418.
• Arslan, A., & Yener, S. (2016). İşgören sesliliği ölçeğinin Türkçe’ye uyarlanması Çalışması. Yönetim ve Ekonomi Araştırmaları Dergisi, 14(1), 173-191.
• Avey J. B., Luthans, F., & Jensen, S. M. (2009) Psychological capital: A positive resource for combating employee stress and turnover. Human Resources Management, 48, 677–693.
• Avey, J., Reichard, R., Luthans, F., & Mhatre, K. (2011). Meta-analysis of the impact of positive psychological capital on employees’ attitudes, behaviors, and performance. Human Resource Development Quarterly, 22(2), 127-152.
• Avey, J. B., Wernsing, T.S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. Journal of Applied Behavioral Science, 44, (1), 48-70.
• Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84, 191-215.
• Barefoot, J. C., Dodge, K. A. Peterson, B. L. Dahlstrom, W. G. & Williams, R. B. (1989). The Cook-Medley Hostility Scale: Item content and ability to predict survival. Psychosomatic Medicine, 51(1), 46-57.
• Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
• Bennett, C. (2006). Taking the sincerity out of saying sorry: Restorative justice as ritual. Journal of Applied Philosophy, 23(2), 127–143.
• Bernerth, J. B., Armenakis, A. A., Feild, H. S., & Walker, H. J. (2007). Justice, cynicism, and commitment a study of important organizational change variables. The Journal of Applied Behavioral Science, 43(3), 303-326.
• Bies, R. J., & Shapiro, D. L. (1988). Voice and justification: Their influence on procedural fairness judgment. Academy of Management Journal, 31, 676-685.
• Boroff, K. E., & Lewin, D. (1997). Loyalty, voice, and intent to exit a union firm: A conceptual and empirical analysis. Industrial and Labor Relations Review, 51, 50-63.
• Brockner, J. (2002). Making sense of procedural fairness: How high procedural fairness can reduce or heighten the influence of outcome favorability. Academy of Management Review, 27, 58-76.
• Brotheridge, C. M. (2003). The role of fairness in mediating the effects of voice and justification on stress and other outcomes in a climate of organizational change. International Journal of Stress Management, 10(3), 253.
• Budd, J. W., Paul, J. G., & Adrian W. (2010). New approaches to employee voice and participation in organisations. Human Relations, 63, 303-310.
• Chiaburu, D. S., Peng, A. C., Oh, I. S., Banks, G. C., & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83(2), 181-197.
• Cohen, R. (1987). Distributive justice: Theory and research. Social Justice Research, 1(1), 19-40.
• Cohen, Y., & Spector, P. (2001). The Role of justice in organizations: A meta analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.
• Colquitt, J. A., Conlon, D. E., Porter, C., Wesson M. J., & Ng, K. Y. (2001). Justice at the milliennium: A Meta analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425-445.
• Çalışkan, K. (2006). Örgütsel politik davranış öncelleri ve sonuçları. Unpublished Doctoral Dissertation, Marmara University, İstanbul.
• Çalışkan, S. C. (2014). Pozitif örgütsel davranış değişkenleri ile yeni araştırma modelleri geliştirme arayışları: Pozitif örgütsel davranış değişkenlerinin işe adanmışlık, tükenmişlik ve sinizm üzerine etkileri ve bu etkileşimde örgütsel adalet algısının aracılık rolü üzerine B. Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 16(3), 363-382.
• Dean, W. D., Brandes, P., & Dharwadkar, R. (1998). Organizational cynicism. The Academy of Management Review, 23, 341-352.
• Dundon, T., Wilkinson, A., Marchington, M., & Ackers, P. (2004). The meanings and purpose of employee voice. International Journal of Human Resource Management, 15(6), 1149-1170.
• Fitzgerald, M. R. (2002). Organizational cynicism: Its relationship to perceived organizational injustice and explanatory style, Doctoral dissertation, University of Cincinnati.
• Fleming, P., & Spicer, A. (2003). Working from a cynical distance: Implications for power, subjectivity and resistance. Organization, 10, 157-179.
• Fredrickson, B. L., & Levenson, R. W. (1998). Positive emotions speed recovery from the cardiovascular sequelae of negative emotions. Cognition and Emotion, 12, 191-220.
• Greenberg, J. (1990). Organizational justice: Yesterday, today and tomorrow. Journal of Management, 6, 399-432.
• Greenberg, J. (1993). Stealing the name of justice: Informational and interpersonal moderators of theft reactions to underpayment inequity. Organizational Behavior and Human Decision Processes, 54, 81-103.
• Hirschman, A. O. (1970). Exit, voice, and loyalty. Responses to decline in firms, organizations, and states. Cambridge/Mass.: Harvard University Press.
• Johnson, J. L., & O’Leary-Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24, 627-647.
• Karacaoğlu, K., & İnce, F. (2012). Brandes, Dharwadkar ve Dean'in (1999) Örgütsel Sinizm Ölçeği Türkçe formunun geçerlilik ve güvenilirlik çalışması: Kayseri organize sanayi bölgesi örnegi. Business and Economics Research Journal, 3(3), 77.
• Landau, J. (2009). To speak or not to speak: Predictors of voice propensity. Journal of Organizational Culture, Communications and Conflict, 13(1), 35-54.
• Lather, A. S., & Kaur, M. S. (2015). Psychological capital as predictor of organizational commitment and organizational citizenship behavior. The International Journal of Indian Psychology, 2, 102-112.
• Leventhal, G. S., Michaels, J. W., & Sanford, C. (1972). Inequity and interpersonal conflict: Reward allocation and secrecy about reward as methods of preventing conflict. Journal of Personality and Social Psychology, 23, 88-102.
• Luthans, F. (2002). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executives, 16, 57-72.
• Luthans, F., Avolio, B.J., Avey, J.B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personality Psychology, 60, 541–572
• Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of Management, 33, 321-349.
• Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital. New York: Oxford University Press.
• Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855.
• Morrison, E. W. (2011). Employee voice behavior: Integration and directions for future research. The Academy of Management Annals, 5(1), 373-412.
• Nafei, W. (2015). The role of psychological capital on job embeddedness and organizational cynicism: A study on Menoufia University Hospitals. Journal of Management and Sustainability, 5(1), 50.
• Ng, T. W., Feldman, D. C., & Butts, M. M. (2014). Psychological contract breaches and employee voice behaviour: The moderating effects of changes in social relationships. European Journal of Work and Organizational Psychology, 23, 537-553.
• Niehoff, B. P., & Moorman, M. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36, 527-556.
• Pillai, R., Schriesheim, C. A., & Williams, E.S. (1999). Fairness perceptions and trust for transformational and transactional leadership: A two-sample study. Journal of Management, 25, 897-933
• Premeaux, S. F., & Bedeian, A. G. (2003). Breaking the silence: The moderating effects of self-monitoring in predicting speaking up in the workplace. Journal of Management Studies, 40, 1537-1562.
• Price, J. L., & Mueller, C. W. (1986). Absenteeism and turnover of hospital employees. Greenwich, Conn.: JAI Press.
• Saruhan, N. (2013) The role of trust in organization in the relationship between resistance to change and communication. The moderating effects of organizational justice and psychologıcal capital on this relationship. Unpublished Doctoral Dissertation, İstanbul.
• Sayü, P. (2014). The relationship between organizational justice and work alienation. Unpublished Master Dissertation, Marmara University, İstanbul
• Seligman, M. E. P. (1998). Positive social science. APA Monitor, 29(4), 2, 5.
• Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55, 5-14.
• Snyder, C. R. (2002). Hope theory: Rainbows in the mind. Psychological Inquiry, 13, 249-275.
• Synder, C. R., Harris, C., Anderson, J. R., Holleran, S. A., Irving, L. M., Sigmon, S.T., (1991). The will and the ways: Development and validation of an individual-differences measure of hope. Journal of Personality and Social Psychology, 60, 570-585.
• Tyler, T. R. (1994). Psychological models of the justice motive: Antecedents of distributive and procedural justice. Journal of Personality and Social Psychology, 67, 850-863.
• Umphress, E. E., Labianca, G. J., Brass, D. J., Kass, E. E., & Scholten, L. (2003). The role of instrumental and expressive social ties in employees' perceptions of organizational justice. Organization Science, 14, 738-753.
• Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41, 108-119.
• Van Dyne, L., Soon, A., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40, 1359-1392.
• Vance, R. J., Brooks, S. M., Tesluck, P. E. & Howard, M. J. (1999). Longitudinal and multilevel influences on cynical climates and resistance to change. 14th Annual Conference of the Society for Industrial and Organizational Psychology. Atlanta: GA.
• Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of management, 34(1), 89-126.
• Wilkerson, J. M., Evans, W. R., & Davis, W. (2008). A test of coworkers’ influence on organizational cynicism, badmouthing, and organizational citizenship behavior. Journal of Applied Social Psychology, 38, 2273-2292
• Yıldırım, F. (2007). İş doyumu ile örgütsel adalet ilişkisi. Ankara Üniversitesi SBF Dergisi, 62(1), 253-278.