Organizational cynicism and change: A research on customs employees

In this study, organizational cynicism is regarded as a contextual factor in accordance with the content, process, and context factors perspective of organizational change. In this framework, this study examines organizational cynicism's effect on commitment to organizational change. Data for his study is obtained from 4349 returned questionnaires from 11.326 employees of the customs units of the Turkish Republic Ministry of Customs and Trade. Firstly, the effects of organizational justice, organizational support, organizational politics, and psychological contract breech on organizational cynicism are examined. Research results suggest that organizational justice and organizational support negatively, organizational politics, and psychological contract breech positively effect organizational cynicism. Secondly, the effects of (a) participation in management, quality of communication, and managerial support as process variables, and (b) organizational cynicism as a context variable on commitment to organizational change is examined. Research results suggest that while process variables positively effect organizational cynicism negatively effect commitment to change. Thirdly, it is examined whether organizational cynicism as a context variable or process variables better explain higher percent of variance in commitment to organizational change. Research results suggest that process variables better explain higher percent of variance in commitment to organizational change.