2.50
Hdl Handle:
http://hdl.handle.net/10755/290984
Category:
Abstract
Type:
Presentation
Title:
Organizational Cynicism: A New Concept for Nursing
Author(s):
Volpe, Rebecca
Lead Author STTI Affiliation:
Non-member
Author Details:
Rebecca Volpe, PhD, rvolpe@hmc.psu.edu
Abstract:

Session presented on Saturday, April 13, 2013

Organizational cynicism (OC) has been defined as "an attitude resulting from a critical appraisal of the motives, actions, and values of one’s employing organization"(1). People who are organizationally cynical believe that the practices of their organizations betray a lack of ethical principles such as fairness, honesty and sincerity. To date, OC has been studied in manufacturing, business and industry organizations, but never in an acute care setting or with nurses

.

The empirical study of OC is so new there are no definitive answers about causes or effects. However, research indicates that fewer opportunities for autonomous behavior predict OC, as do workplace hassles, psychological contract violations (the perception that the organization did not keep its promises), and procedural injustice violations (2). The negative consequences of high OC are thought to be vast, including negative behavioral work intentions, increased labor grievances in unionized organizations, decreased work motivation, and decreased extra-role behaviors—in short, the quality of work suffers.

Our data indicates that about 20% of the nurses in a large academic health care setting had high levels of OC. Employees with high OC were significantly more likely to report that they intended to leave the institution (odds ratio 4.8, p<.001). These preliminary findings suggest that reducing OC could lead to improved nursing satisfaction and retention, as well as promote quality patient care. The potential cost savings could be significant, but further study is needed.

References

1. Bedeian, A. G. (2007). Even if the tower is "ivory," it isn't "white:" Understanding the consequences of faculty cynicism. Academy of Management Learning & Education, 6(1), 9-32, p. 11.

2. Kim, T.-Y., Bateman, T. S., Gilbreth, B., & Anderson, L. M. (2009). Top management credibility and employe cynicism; A comprehensive model. Human Relations, 62, 1435-1458.

Keywords:
organizational cynicism; nursing
Repository Posting Date:
13-May-2013
Date of Publication:
13-May-2013
Conference Date:
2013
Conference Name:
Creating Healthy Work Environments
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Indianapolis, Indiana, USA
Description:
Creating Healthy Work Environments. Held at the JW Marriott, Indianapolis
Note:
This is an abstract-only submission. If the author has submitted a full-text item related to this abstract, you may find it by browsing the repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.type.categoryAbstracten_GB
dc.typePresentationen_GB
dc.titleOrganizational Cynicism: A New Concept for Nursingen_GB
dc.contributor.authorVolpe, Rebeccaen_GB
dc.contributor.departmentNon-memberen_GB
dc.author.detailsRebecca Volpe, PhD, rvolpe@hmc.psu.eduen_GB
dc.identifier.urihttp://hdl.handle.net/10755/290984-
dc.description.abstract<p>Session presented on Saturday, April 13, 2013</p><p align="left" dir="ltr">Organizational cynicism (OC) has been defined as "an attitude resulting from a critical appraisal of the motives, actions, and values of one&rsquo;s employing organization"(1). People who are organizationally cynical believe that the practices of their organizations betray a lack of ethical principles such as fairness, honesty and sincerity. To date, OC has been studied in manufacturing, business and industry organizations, but never in an acute care setting or with nurses <p><span><span><span><span lang="EN"></span>.</span></span></span><p align="left" dir="ltr">The empirical study of OC is so new there are no definitive answers about causes or effects. However, research indicates that fewer opportunities for autonomous behavior predict OC, as do workplace hassles, psychological contract violations (the perception that the organization did not keep its promises), and procedural injustice violations (2). The negative consequences of high OC are thought to be vast, including negative behavioral work intentions, increased labor grievances in unionized organizations, decreased work motivation, and decreased extra-role behaviors&mdash;in short, the quality of work suffers. <p>Our data indicates that about 20% of the nurses in a large academic health care setting had high levels of OC. Employees with high OC were significantly more likely to report that they intended to leave the institution (odds ratio 4.8, p&lt;.001). These preliminary findings suggest that reducing OC could lead to improved nursing satisfaction and retention, as well as promote quality patient care. The potential cost savings could be significant, but further study is needed. <p>References <p> <dir></dir><p> <dir></dir><p>1. Bedeian, A. G. (2007). Even if the tower is "ivory," it isn't "white:" Understanding the consequences of faculty cynicism.<i> Academy of Management Learning &amp; Education, 6</i>(1), 9-32, p. 11. <p>2. Kim, T.-Y., Bateman, T. S., Gilbreth, B., &amp; Anderson, L. M. (2009). Top management credibility and employe cynicism; A comprehensive model. <i>Human Relations, 62</i>, 1435-1458.en_GB
dc.subjectorganizational cynicismen_GB
dc.subjectnursingen_GB
dc.date.available2013-05-13T10:24:08Z-
dc.date.issued2013-05-13-
dc.date.accessioned2013-05-13T10:24:08Z-
dc.conference.date2013en_GB
dc.conference.nameCreating Healthy Work Environmentsen_GB
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen_GB
dc.conference.locationIndianapolis, Indiana, USAen_GB
dc.descriptionCreating Healthy Work Environments. Held at the JW Marriott, Indianapolisen_GB
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item related to this abstract, you may find it by browsing the repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.en_GB
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