The mind of the cynical employee : development and validation of a multidimensional scale to measure the cognitive underpinnings of organisational cynicism
Year: 2024
Type: dissertation
Abstract: Background: "It's always the same, nothing I do will matterit is futile, things are never going to change,"a sentiment epitomising cynicism in today's workplaces.Economic instability and hybrid work arrangements intensify this cynicism, reported by approximately 80% of employees.Such sentiments extend beyond lost productivity to adversely impact employee well-being and organisational culture.Earlier attempts to measure this issue have been plagued by inconsistencies, inadequacies, and fragmented approaches, highlighting the urgent need for reliable measurement tools.Although not a new concept, the phenomenon warrants scholarly attention due to its increasing relevance in modern work settings.Researchers originally framed it as a dispositional trait but have revised their interpretation multiple times.Despite a wealth of existing research, its fragmented nature complicates scholarly understanding and fuels ongoing debates about whether cynicism is a dispositional trait, an attitudinal state, or an aspect of other psychological variables like burnout.Given these challenges, researchers still lack a cohesive nomological network and measurement tools to understand cynicism's predictors, prevalence, and consequences.I aim to address these gaps.Aims: My research has four aims.The first standardises our understanding of organisational cynicism through synthesising literature across multiple disciplines.The second captures employees' lived experiences.The third and primary aim is to develop and validate the Organisational Cynicism Scale (OCS), to measure the cognitive underpinnings of organisational cynicism.The final aim is to integrate the new scales into a nomological framework incorporating the Job Demands-Resources (JD-R) model, encompassing cynicism's multifaceted nature. Methods and Results:The research adopted a mixed methods approach across three studies.Study 1 involved interviews and focus groups with employees in a large state government organisation to identify futile beliefs as key indicators.Preliminary 30-item OCS HEADER: OCS: ORGANISATIONAL CYNICISM PSYCHOMETRIC TOOL x were developed to assess cynicism's multifaceted impact on mental well-being and engagement.In Study 2, the tool was refined to the 20-item OCS through factor structure analysis, confirming adequate psychometric properties for the full scale and the four subscales: futile to voice, be proactive, build deep relationships, and adopt change (OCS full scale α = .967,subscales α = .931to .979).Study 3, a longitudinal investigation, validated the incremental validity of the OCS over existing scales, explaining unique variances in outcomes such as burnout, psychological distress, and organisational trust.While the OCS showed some ability to account for a significant portion of the variance for employee engagement, its strength lay in its multidimensional utility.The findings also substantiated the mediating role of the OCS between job demandsrole conflict, role ambiguity, witnessed disrespectful behaviours, and cynical workplace climatesand related well-being and engagement outcomes.The research concluded with the development of a nomological framework for organisational cynicism. Conclusion:The research establishes a theoretical framework and empirically validated tools for assessing cynicism in organisations, thereby enriching the scholarly and practical understanding of the phenomenon.By addressing gaps in the existing literature, I establish a foundation for future empirical and theoretical research that endeavours to respond to the complexities of modern work environments shaped by technological advancements and diverse work models.Although the OCS exhibited promising psychometric robustness, future research should extend these findings by administering the scales to broader and more diverse populations.
Author: Stephenson, Kathryn
Language: English
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W7222376951