Human Relations

 

Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

Sign In to gain access to subscriptions and/or personal tools.
This Article
Right arrow Full Text (PDF)
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Right arrow Citation Map
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Similar articles in ISI Web of Science
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via Google Scholar
Google Scholar
Right arrow Articles by Naus, F.
Right arrow Articles by Roe, R.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati  
What's this?
Human Relations, Vol. 60, No. 5, 683-718 (2007)
DOI: 10.1177/0018726707079198

Organizational cynicism: Extending the exit, voice, loyalty, and neglect model of employees' responses to adverse conditions in the workplace

Fons Naus

Faculty of Economics and Business Administration, Maastricht University, the Netherlands, fons.naus{at}wanadoo.nl

Ad van Iterson

Faculty of Economics and Business Administration, Maastricht University, a.vaniterson{at}os.unimaas.nl

Robert Roe

Faculty of Economics and Business Administration, Maastricht University, r.roe{at}os.unimaas.nl

We propose to extend the Exit, Voice, Loyalty, and Neglect (EVLN) model of employees' responses to adverse organizational circumstances with the construct of Organizational Cynicism. Structural equation modeling was used to fit the data provided by 159 office employees of a large Dutch trade union, who were involved in a restructuring program at the time of the research, to the postulated five-factor model. Results indicated that the model showed an acceptable fit, providing suppor t for including organizational cynicism as a distinct response in the model. Multiple regression analysis was used for the differential prediction of the five responses, using two situational variables (role conflict and autonomy), two personality variables (asser tiveness and rigidity), and selected interactions. The best predictions are obtained for exit, cynicism and loyalty. Loyalty is predicted by low role conflict and high autonomy, whereas cynicism and exit are about equally predicted by high role conflict, low autonomy, and low assertiveness.

Key Words: cynicism • employee cynicism • employee disengagement • exit • loyalty • organizational cynicism


Add to CiteULike CiteULike   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati    What's this?