A study to determine the effect of organizational cinism on effect of leaving work

Studies showing the importance of human relations in business life and the effects of psychological dynamics among employees such as competition on work welfare increase day by day. Studies showing that the dynamics between employees have various effects both for the individual and the enterprise and sometimes these effects determine the intention to quit. Some of these studies are carried out in the context of the concept of organizational cynicism which has recently entered into our lives. Cynicism is defined as both general and specific dimension of moral decision-making, which involves the strong levels of insecurity, hostile suspicion, and defamation of other people's impulses. The aim of this study is to investigate the relationship between the concept of cynicism which consists of affective, behavioral and cognitive dimensions and intention to quit. For this purpose, 350 people were reached in 177 (50.6%) women and 173 men (49.4%) working in the private sector. A battery consisting of the Organizational Cynicism Scale developed by Brandes, Dharwadkar and Dean (1999) and the Intention to Leave Scale developed by Wayne, Shore and Linden (1997) were applied. According to the findings of the research, there is a strong positive relationship between organizational cynicism dimensions and intention to quit; affective, behavioral, and cognitive cynicism were found to be a strong predictor of intention to quit. The findings were in line with the results of the other studies in the literature. As a result, cynical attitudes may cause employees to perceive negative perceptions of the organization and to exhibit behavior. In the last part of the study, various suggestions are presented from the perspective of business and employee based on the findings obtained. Keywords: Cynicism, Organizational Cynicism, Turnover Intention