• Korean Journal of Social Welfare
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• v.53
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• pp.257-283
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• 2003

The main objective of this study is to examine antecedents and outcome of organizational cynicism. This paper focuses on organizational commitment of social worker as outcome variable. Thus, this study attempts to examine structural relation of variables of organizational level(personnel management), job level(job characteristics), and individual level(level of self-control) on the level of organizational commitment, with special concern about the mediating effect of organizational cynicism. The study conducted mail survey and collected information for data analysis from 330 social workers working at 173 social welfare organizations in Seoul and Kyong-gi area, The study used structural equation modeling(SEM) method for analyzing the constructed model. Main results are as follows: (1) evaluation about personnel management is negatively related to organizational cynicism; (2) evaluation about job characteristics is negatively related to organizational cynicism; (3) evaluation about self-control is negatively related to organizational cynicism; (4) organizational cynicism exerts negative effect on the level of organizational commitment; and (5) evaluation about personnel management, evaluation about job characteristics, and evaluation about self-control exerts positive effect on the level of organizational commitment. Among the results of this study, this paper focuses on the function of personnel management system on organizational cynicism. This paper emphasizes that social welfare organizations must make a lot of efforts for making fair personnel system in order to reduce social workers' organizational cynicism and ultimately promote their organizational commitment.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.579-591
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• 2024

Recently, church organizations are experiencing various problems, including a sharp decline in the number of members. This study focused on the problem of lack of communication, that is, organizational silence, which is commonly pointed out in previous studies as a problem of church organizations, and empirically analyzed the relationship between organizational silence, organizational cynicism, and organizational commitment within church organizations. For this purpose, a questionnaire was distributed to 210 members of churches and related organizations from May to June 2023, of which 202 copies were used as analysis data. SPSS 23.0 and AMOS 23.0 were used to perform frequency analysis, confirmatory factor analysis, descriptive statistical analysis, correlation analysis, structural equation model analysis, and bootstrapping to verify mediation effects. As a result of the study, organizational silence had a negative effect on organizational cynicism, and organizational cynicism had a negative effect on organizational commitment. Although organizational silence did not have a direct negative effect on organizational commitment, it was found to have a negative effect mediated by organizational cynicism. This study expanded the scope of the study by applying variables from organizational theory to church organizations, and presented practical implications through the research results to church organizations.

• Journal of Industrial Convergence
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• v.7 no.2
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• pp.17-31
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• 2009

The purpose of the present is to investigate the relation of organizational cynicism to organizational justice and organizational commitment. Questionnaire data were collected from 185 employees. To test the hypotheses, structural equation model was employed. The model showed adequate fit to the data. Results showed that organizational justice(distributive justice and procedural justice) were negatively related to organizational cynicism. Also, results supported the hypothesized relationship between organizational cynicism and organizational commitment(affective and continuance commitment). Organizational cynicism negatively affected organizational commitment. Implications are discussed and future research directions are outlined.

• Proceedings of the KHMA Conference
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• 2013.11a
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• pp.212-212
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• 2013

• Korean Journal of Human Ecology
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• v.23 no.4
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• pp.587-598
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• 2014

The study aimed to define the paths through which director's servant leadership, childcare center teacher's organizational committment and organizational cynicism affected teacher's organizational citizenship behavior and determined their effects. The subjects for this study were 545 teachers of the childcare centers located in Daegu and Kyoungbuk district. The collected data were analyzed with SPSS 19.0 and AMOS 8.0. The results showed 1) The director's servant leadership, teacher's organizational committment and organizational cynicism influenced directly on organizational citizenship behavior. 2) The director's servant leadership influenced directly on teacher's organizational committment and organizational cynicism. 3) The director's servant leadership influenced indirectly on organizational citizenship behavior by teacher's organizational committment and organizational cynicism.

• Journal of Industrial Convergence
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• v.5 no.1
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• pp.3-21
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• 2007

The purpose of this study is to examine the effect of superleadership on organizational cynicism and organizational citizenship behavior. On the basis of theoretical linkages between the constructs, a conceptual model and hypotheses were established. The sample included 400 employees. Structural equation modeling(SEM) was used to employed the hypothesized relationships in the conceptual model. Results indicated that (a)superleadership has a negative impact organizational cynicism; (b)organizational cynicism has a negative impact organizational citizenship behavior; (c)superleadership has a positive impact organizational citizenship behavior. Implications for applying superleadership to organizational cynicism and organizational citizenship behavior were discussed and future research directions were outlined.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.24-32
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• 2019

This study examines the extent to which the differences in perceptions regarding principles of journalism and political identity between journalists and their news organizations are related to journalists' psychological burnout. To understand this, this study analyzes the secondary data of the 2017 South Korean journalists' consciousness conducted by the Korean Press Foundation. Psychological burnout consists of three subdimensions of MBI-GS: cynicism, lack of professional efficacy, and exhaustion. The differences in perceptions regarding the principles of journalism between journalists and their affiliated news organizations is measured by the differences in each of the seven reporting principles. This study found that the larger the difference in the perception of objectivity between journalists and their affiliated news organizations, the more likely they were to experience cynicism, lack of professional efficacy, and exhaustion. The greater the difference in political identity between journalists and their own organization, the more likely they were to have greater cynicism and exhaustion.

• Knowledge Management Research
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• v.22 no.2
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• pp.269-288
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• 2021

In a rapidly changing corporate environment, the relationship among organizational justice, job attitude, and cynicism as factors influencing exit, voice, loyalty, and neglect that can promote the performance improvement of organizational members was analyzed with the PLS (Partial Least Squares) structural equation in two stage approach. Organizational justice constitutes a formative secondary factor by the first order of distributional justice, procedural justice, and interactional justice, and job attitude is a formative secondary factor of job satisfaction and organizational commitment. We analyze the direct and indirect effects by mediating relationships of cynicism and job attitude on the factors such as exit, voice, loyalty, and neglect. From the perspectives of knowledge management, we analyzed how the perception of organizational justice affects the overall performance of the organization through the improvement of the employees' performance.

• Korean Security Journal
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• no.59
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• pp.161-188
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• 2019

Not much is known about the factors of North Korean refugees willingness to report crime. Based on the survey of 800 North Korean refugees living in the metropolitan area of South Korea, this study examined the theoretical factors influencing North Korean refugees' willingness of reporting crime. Focusing on the legal cynicism, procedural justice, and the behavior of law theory, this research verified that procedural justice model is most important in explaining their willingness to report crime. Variables under procedural justice model(i.e., perceived fairness of the law, confidence in the law, and perceived necessity of the law) were significant in an expected direction. On the other hand, most of the hypotheses based on social conditions derived from the five types of stratification, morphology, culture, organization, and social control presented by Donald Black (1974) showed no significant effects on the intent to report crime among North Korean refugees. Implications for research and policies were discussed based on the findings.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.627-635
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• 2018

This study was conducted to investigate the effects of trust in supervisor, work intensity, and organizational cynicism on organizational silence of clinical nurses. Data were collected from 134 nurses in 6 hospitals in two cities in February 2018. The data were analyzed by t-test, one-way ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation coefficient, and stepwise multiple regression using SPSS 25.0. There were significant correlations between trust in supervisor, work intensity and organizational silence, r=-.32(p=<.001) and r=.18(p=.043), respectively. The factors that significantly influenced organizational silence were trust in supervisor (${\beta}=-.36$, p<.001), the length of career in current hospital (over 10 years, ${\beta}=-.67$, p=.002), type of work (day only, ${\beta}=-.79$, p<.001; 3-shift, ${\beta}=-.64$, p<.001). In order to reduce clinical nurses' organizational silence, programs should be provided to increase trust in supervisor and to offer changes in work types and work intensity.