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The formation and influence mechanism of organizational cynicism and psychological status of ERI model based on the theory of

Author: ZhaoYinQing
Tutor: TianBao
School: Capital Normal University
Course: Applied Psychology
Keywords: organizational cynicism Effort-Reward Imbalance model life position theory employee turnover
CLC: C936
Type: Master's thesis
Year: 2013
Downloads: 95
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Organizational cynicism is a negative attitude characterized by hopelessness, frustration and disillusionment, which prevails in organizations. Many negative organizational phenomena could be attributed to organizational cynicism. Therefore, it is necessary to study the mechanism of the causes and consequences of organizational cynicism.So far, several researchers studied the antecedent mechanism of organizational cynicism. But they were limited to specific theoretical frames, such as psychological contract violation etc.. The result of lacking in diverse theoretical frames was a single way of the study of antecedent mechanism of organizational cynicism. Meanwhile, the study of organizational cynicism in China has just begun. It is urgent to test organizational cynicism in the context of Chinese culture, thus to promote empirical studies on organizational cynicism in China.This study, which contains two sub-studies, examines the antecedents and consequences of organizational cynicism from a new perspective, based on the Effort-Reward Imbalance model and life position theory.In study1, the Life Position adjective scale is developed, while377employees participate in the study. After revising, the reliability and validity of the scale is acceptable.In study2, the model of organizational cynicism is developed, and the relationship among ERI model, life position, organizational cynicism and employee turnover is examined. It is found that(1) effort/reward ratio is positively related to organizational cynicism (including organizational cynicism belief, emotion, and behavior, similarly thereafter);(2) overcommitment is not related to organizational cynicism;(3) overcommitment does not moderate the relationship between effort/reward ratio and organizational cynicism;(4) I+U-moderates the relationship between effort/reward ratio and organizational cynicism;(5) effort/reward ratio is positively related to employee turnover;(6) overcommitment is positively related to employee turnover;(7) organizational cynicism is positively related to employee turnover;(8) organizational cynicism partial mediates the relationship between effort/reward ratio and employee turnover;(9) organizational cynicism does not mediate the relationship between overcommitment and employee turnover.

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