Effects of organizational cynicism on employees of generation Y: An example of participation banks

With the rapid development of globalization and technology, we have made the human factor much more advanced in competitive organizations. Analyzing the behavior of people related to the organization by using scientific methods provides significant advantages to organizations around the rapidly changing world. Organizational cynicism is defined as negative behaviors and attitudes of employees towards the organization they work. Generation Y is defined as people born between 1981-2000, although there is no clear agreement between birth intervals. Generation Y, which is the youngest and most ascendant generation in business life, makes the world feel the weight of many businesses and re-examine the working methods of many enterprises. The aim of this study is to reveal the effects of organizational cynicism on Generation Y employees. 202 employees of Generation Y which has worked in participation banks in Turkey, has attended the surveys of the research. Questions in the surveys are about general (personality) cynicism and organizational cynicism. In order to determine the general (personality) cynicism level of the workers, the general (personality) cynicism scale, which was developed by Wrightsman (1992) to measure the persperctive on life, consisting of 10 questions, on the other hand, to determine the organizational cynicism level, Brandes' 14 items scale, which was developed by Brandes (1997), was used to measure the point of view of the Turkish translation by Erdost etc. (2007). There are three dimensions in the organizational cynicism scale: cognitive, affective and behavioral. Statistical analysis were performed by means of the data entered into the SPSS statistical program. As a result of the study, the effects of organizational cynicism on Generation Y was revealed.