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Current Approaches in Social Sciences

Edited By Rasim Yilmaz, Günther Löschnigg, Hasan Arslan and Mehmet Ali Icbay

Current Approaches in Social Sciences is a collection of research papers on a wide range of social issues written by researchers from several different institutions. The book will appeal to educators, researchers, social students and teachers of all subjects and of all levels, who wish to develop personally and professionally. It will also be useful to all those who interact, one way or another, with both students and teachers in a social context.

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Should the “Grumpy” Cynical Stay or Leave?: An Empirical Study on the Relationship of Organisational Cynicism and Job Satisfaction

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Burcu Akdeniz1 & Gülten Gümüştekin2 Should the “Grumpy” Cynical Stay or Leave?: An Empirical Study on the Relationship of Organisational Cynicism and Job Satisfaction Introduction Irish playwright George Bernard Shaw (1856–1950) once stated that “The power of accurate observation is commonly called cynicism by those who have not got it” (Bedeian, 2007: 9). The concept of cynicism, which has usually been approached cautiously due to its negative connotations, affects people’s thoughts, feelings, and behaviour in nearly all dimensions of life. A moderate level of cynicism is thought to bring along a more critical point of view for the evaluation of acts and situa- tions. Therefore, some cynics are appreciated for their ability to see shortcomings and defects of works more clearly, thus being beneficial to their organisations. However, when it reaches high levels, such positive effects of cynicism are pre- vailed by its negative effects on organisational loyalty, motivation, job satisfaction, and productivity of personnel besides increasing turnover rates (Dean, Brandes and Dharwadkar, 1998: 347). When the objectives and purposes of the organisa- tion are considered, cynicism is an effectual factor in many respects including social and economic. Especially the change in the personal performances of the cynic individuals and in parallel with that, the performance losses caused by psy- chological interaction of other employees with cynics is considered to be one of the important problems of organisations (Gümüştekin and Öztemiz, 2004: 835). Organisational cynicism and job satisfaction are frequently discussed in man- agement and...

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