The aim of this study is to address the studies examining the causes and consequences of organizational cynicism conducted between 2000-2018 in educational institutions in Turkey with a holistic approach, synthesize their results, and obtain more comprehensive and valid results. In this regard, this study is a meta-analysis study. First of all, studies carried out in the educational institutions in Turkey were obtained by searching for some keywords in the databases of Google Scholar, ULAKBIM (Turkish National Academic Network and Information Center), National Thesis Center of the Council of Higher Education, ERIC and Web of Science. Afterwards, 68 studies were included in the study taking into consideration the inclusion criteria set by the researcher. Analyses performed to identify the publication bias revealed that publication bias was not the case. Random effects model (REM) was adopted in the analyses. Results are as follows: The effect size of organizational justice, organizational trust, and ethical leadership on the organizational cynicism is large whereas the effect size of organizational support and organizational silence on the organizational cynicism is moderate. In addition, the effect size of mobbing on the organizational cynicism is modest. Whereas the effect size of organizational cynicism on the work alienation is large, its effect size on job satisfaction and organizational identification is moderate. On the other hand, organizational cynicism has a modest effect size on organizational citizenship, organizational commitment, and job performance.

As is known, business in Turkey and in the world, while serving and approaching the staff consider carefully being people oriented. Following this fact, as mentioned in various disciplines, there is an approach that people find themselves more productive in each environment where they feel themselves valuable. At this point, the term 'organizational cynicism' emerges. In this study, a meta-sysnthesis study has been conducted to approach the concept of organizational cynisim, which is a rising value. As it is known, organizational cynicism is a concept that can be discussed by using many areas such as sociology, psychology and organizational behavior. The aim of this study is to investigate how the concept of organizational cynicism evolves with the studies. For this purpose, doctoral theses, which are registered in the National Thesis Center about the concept of organizational cynicism, is discussed on a yearly basis with their research methods and objectives, which will make it possible to analyze how and in what direction to turn this concept in Turkey.

Cynicism has begun to become an increasingly important and studied subject in behavioral sciences. Problems and troubles that occur within the organization can cause negative emotions and thoughts to emerge in employees. The concept of cynicism is also one of the leading events of these negative feelings and thoughts. In this study, it was tried to investigate the dimension of the level of cynicism felt by the workers and their influence on the performance of the employees. Questionnaires were applied to the participants in order to collect information in the direction of the study objectives. In this study, Brandes et al. (1999), "Organizational Cynicism Scale" which has been finalized by making some changes by Bozkurt (2015) and "Work Performance Scale" which has been developed by Kirkman and Rosen (1999) and has been changed by Akay (2017) are used. The determined scales were applied to the academic staff of Mardin Artuklu University and the level and dimensions of organizational cynicism of the personnel were tried to be determined and the effect on the employee performance was investigated. As a result of the analysis made, it was found that there is no significant relationship between the cognitive dimension, behavioural dimension of organizational cynicism and the performance of the employee. But there is a significant relationship between emotional dimension of organizational cynicism and employee performance.

The aim of this study was to test the relationship between the organizational cynicism (OC) of the employees and the Counterproductive Work Behaviors (CWB) exhibited by employees at work. This study was conducted on a stratified random sample consisting of (327) employees of Asyut University in the Arab Republic of Egypt. The data collected by the questionnaire prepared based on the organizational cynicism scale of Brandes, et al (1999) and the counterproductive work behaviors (CWB) scale of Fox (2001).The study found that the organizational cynicism (OC) was positively correlated with the Counterproductive Work Behaviors (CWB), where the significant correlation of the Behavioral dimension was followed by Affective dimension. However, the third dimension of organizational cynicism (belief dimension) has no relationship with the counterproductive behaviors at work. Based on these findings, the study reached some concluding remarks concerning organizational cynicism and counterproductive behaviors.

The aim of this study is to establish the level of organizational cynicism of teachers and administrators in primary institutions by considering their organizational perception. The research applied in 2010-2011 education year to 518 persons in total that contains 456 teachers and 62 administrators who are charred in the primary schools in Gaziantep, Turkey. The questionnaire that is used in the research is formed with two sections. The first section is formed from questions that are used for gathering demographic transmitting. "Organizational Cynicism Measure" is used in the second section which is improved by Brandes, Dharwadkar and Dean (1999) that contains thirteen materials of which validity and reliability studies made with explanatory and confirmatory factor analysis. The results revealed that organizational cynicism level in primary schools is high. The variables of gender, title, working years, age account for a meaningful difference in organizational cynicism level.

PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs) mediated through emotional exhaustion.Design/methodology/approachThe authors use a time-lagged independent source sample (N = 181) consisting of employee–peer dyads from service industry in Pakistan.FindingsModerated mediated regression analyses indicated that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors. Psychological capital moderates the relationship between organizational cynicism and emotional exhaustion such that organizational cynicism is positively related to exhaustion when psychological capital is low. Furthermore, conditional indirect effects show that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors only when employees' psychological capital is low.Originality/va...