A study on the effects of organisational cynicism and organisational alienation on job performance in the banking sector

The aim of the study is to examine the effect of organizational cynicism and organizational alienation on job performance of bank employees living in Batman city in TRC3 region. The study is important in terms of examining the effects of organizational cynicism and organizational alienation on job performance in the banking sector and constitutes a source in this regard. It is also thought that it will contribute to the literature on the relationship between organizational cynicism, organizational alienation and job performance. The population of the study consists of banking sector employees operating in Batman province. The rapid development of the economy of Batman province with the effect of oil and agricultural activities, the five-fold increase in the number of bank branches in the last 20 years and the fact that such a study has not been conducted in Batman province before have been effective in the selection of the research population. In the research, simple random sampling method was used to form the population. A total of 17 banks operate in Batman province and these banks have a total of 27 branches and there are a total of 309 employees in these branches. 175 of these employees were included in the scope of the application. "Organizational Cynicism Scale" developed by Brandes et al. And adapted into Turkish by Kalağan (2009), In line with the approaches developed by Seeman (1959) and Tekin (2012), the "Organizational Alienation Scale" created by Arslan (2016), "job performance" scale developed by Tseng and Lee (2009) were used in the survey. When the results of the study are evaluated in general, a positive and moderately significant relationship was determined between organizational cynicism and organizational alienation. A negative and moderately significant relationship was determined between organizational cynicism and job performance. Cognitive Cynicism, Affective Cynicism and Behavioral Cynicism, which are sub dimensions of organizational cynicism, have a negative effect on job performance. A negative and low level significant relationship was determined between organizational alienation and job performance. The perceptions of Disempowerment, Meaninglessness and Self-Alienation, which are sub-dimensions of organizational alienation, have a negative effect on job performance. Rulelessness and Social Alienation did not have a significant effect on employees' job performance. In our study results, when gender and marital status of bank employees were evaluated, no significant difference was found between organizational cynicism perceptions, organizational alienation and job performance according to age, education, income, position, and years of service variables. Keywords: Organisational Cynicism, Organisational Alienation, Job Performance, Banking Sector