Understanding and mitigating cynicism in the workplace
研究核心自我评价低如何导致组织犬儒主义，并发现主管支持能缓冲犬儒主义对工作满意度的负面影响，对管理者有实践启示。
Purpose – Organizational cynicism is on the increase. The purpose of this paper is to explore how dispositions promote cynical attitudes and how to mitigate the negative impact of organizational cynicism for employees. Design/methodology/approach – The data consisted of two samples ( n =312 and n =529) of employed adults. All participants completed online surveys containing the variables of interest. The hypothesized model was tested using structural equation modeling. Findings – Low levels of core self-evaluation (CSE) predict organizational cynicism which, in turn, mediates the relations between CSE and job attitudes. Importantly, the authors find that supervisory support moderates both the relations between CSE and organizational cynicism and organizational cynicism and job satisfaction. Originality/value – Little research has directly assessed the role of dispositions in the development of organizational cynicism. The authors suggest that CSE contributes to the development of cynical attitudes. Further, the authors demonstrate that a supportive supervisor can serve as a buffer to mitigate the expression and effects of organizational cynicism on workplace outcomes.