The effects of managers' leadership types and employees' personality characteristics on organizational cynicism

The main purpose of this research is to examine the effects of leadership types of managers and personality characteristics of employees on organizational cynicism. For this purpose, after examining the relevant literature, sub-dimensions related to leadership, personality and cynicism variables were created and the relationships between these variables were investigated. In addition, the sub-purpose of the research is to determine whether there is a significant difference between the perceptions of managers' transformational, interactionist and passive leadership styles, and personality traits and cynical behaviors according to the demographic characteristics of the employees. The population of this study consists of 1100 people working in thermal hotels operating in Afyonkarahisar center and its districts. Questionnaire method was used to collect data the research was carried out with the participation of 287 thermal hotel employees. The research application was carried out between 15.06.2021 and 01.08.2021. Multifactor leadership scale, five factor personality scale and organizational cynicism scale were used in the research. The obtained data were analyzed with SPSS 22.0 package program. In the analysis of the data; Frequency, Factor Analysis, T-Test, One-Way ANOVA, Welch ANOVA, Pearson Correlation analysis, Multiple Correlation analysis, Simple Linear Regression and Multiple Regression Analysis were used. According to the findings of the study, it was determined that the leadership types of the managers and the personality characteristics of the employees had a significant effect on organizational cynicism. It was observed that there were significant relations between the sub-dimensions of the variables. It has been determined that there are positive significant relationships between transformational, transactional and passive leadership styles and personality characteristics of extraversion, responsibility, agreeableness, neuroticism and openness to change. It was determined that transformational leadership had a negative effect on the cognitive, affective and behavioral dimensions of cynicism, while passive leadership had a significant positive effect. Transactional leadership, on the other hand, has a positive effect on cognitive and affective cynicism, but has no significant effect on behavioral cynicism. Neuroticism dimension from the factor personality characteristics of employees positively affects cognitive, affective and behavioral cynicism. In addition, it was determined that the average values of the sub-dimensions of leadership types, personality characteristics and organizational cynicism showed significant differences according to demographic factors.