Examining Toxic Organizational Climate From the Perspective of Contextual Performance: The Mediatıng Role of Ideal Employee Perception And Organizational Cynicism Level

In light of data and observations indicating the increasing prevalence of disruptive work relationships in today's world, it is believed that cynical organizations are on the rise. Cynicism can lead to detrimental outcomes for performance and workplace harmony. Furthermore, the potential effects of cynicism on contextual performance have not yet been addressed in academic studies. Super staff, individuals who are likely to make a significant difference in contextual performance, may play a meaningful role in such toxic organizational climates, both in terms of cynicism and contextual performance vulnerabilities. Therefore, this study aims to provide a strategic solution model for a new problem area specific to the present day. The hypothesis that toxic organizational climate, expected to be created by toxic organizational culture, will affect contextual performance through a cynical atmosphere represents the central research question. On the other hand, the regulatory role of employees' super staff levels in the relationship between toxic organizational climate, organizational cynicism, and contextual performance will also be tested. In this context, data were collected from white-collar employees in both public and private sectors using a convenience sampling method (n=500). The Turkish adaptation of the "Toxic Organizational Climate Scale" by Taştan (2017) will be used as the data collection tool to examine toxic organizational climate within organizations. The "Organizational Cynicism Scale," developed by Brandes, Dharwadkar, and Dean (1999) and adapted to Turkish by Kalağan (2009), will be used to measure organizational cynicism. To measure employees' super staff levels, the "Super Staff" scale developed by Arslan, Kart and Pişkin (2023) has been created to be theoretically and culturally suitable for the Turkish sample, and validity and reliability studies have been conducted, thus contributing an original scale to the literature. To assess employees' levels of contextual performance, the "Contextual Performance" scale developed by Goodman and Svyantek (1999) and adapted to Turkish by Polatcı (2011) will be used. The data was transferred to IBM SPSS Statistics 23 and IBM SPSS AMOS 23 software for completion. In evaluating the study data, frequency distribution (number, percentage) was used for categorical variables, and descriptive statistics (mean, standard deviation, minimum, maximum) were provided for numerical variables. For the model test, path analysis was used, and Pearson correlation analysis was employed to examine the relationship between scales, with results presented in tables utilizing Cronbach's alpha values for scale reliabilities. A significance level of p<0.05 was accepted. Keywords: Job Resourcefulness, Super Staff, Organizational Cynicism, Toxic Organizational Climate, Contextual Performance