The role of perceived organizational support on organizational cynicism with the impact of job burnout and openness to change: A study in a global company in retail sector

It is known that human factor, their feelings, and emotions are extremely important to become a successful organization. Negative attitudes towards the organization they work for, dissatisfaction with their job, dissatisfaction with their colleagues and managers, disappointment by them, not being able to rise as they deserve, and not meeting the expectations of the salary they receive make it difficult for the organization to achieve its strategic goals. On the other hand, to survive and gain a competitive advantage, it is not enough to only hire talented employees, ensure that they adapt to the organization, and keep them in the organization. This dissertation aims to question the mediating role of job burnout in the relationship between perceived organizational support and organizational cynicism and the moderating role of openness to change. The quantitative analyzes conducted in line with the purpose of the research were carried out with the participation of a total of 356 employees in a global organization operating in the retail sector, which is in a structural change. Various analyzes were applied to the obtained data in line with the purpose of the study. SPSS (Version 20.0) statistics program was used during the analyzes. As a result of the analysis, it was concluded as there was a negative and significant relationship between perceived organizational support and organizational cynicism, while the mediating role of job burnout on this relationship was partially significant. Besides, the impact of openness to change in the relationship between perceived organizational support and organizational cynicism was not significant. It has been found as the emotional exhaustion dimension explains the higher variance of the dependent variable of organizational cynicism. This study contributes to the relevant literature by making managerial suggestions on perceived organizational support, organizational cynicism, and job burnout in the organizational behavior literature. In addition, since this study includes participants from different nationalities of the organization, it is one of the important studies in the relevant literature to examine the relationship between concepts.