Relationship between perceptions of corporate social responsibility and organizational cynicism: the role of employee volunteering

This study explores the role of positive corporate social responsibility (CSR) perceptions of employees in reducing cynicism toward the organization. As employee involvement in CSR activities through volunteering could influence the perceptions of CSR among employees, the moderating impact of employee volunteering on the relationship between CSR perceptions and cynicism is also tested. Considering that managers and non-managers can have different perceptions of CSR and organizational realities, the relationship between CSR and organizational cynicism is compared among managerial and non-managerial staff working in large organizations. The analysis of 348 questionnaires collected from 191 managers and 157 non-managers showed that positive perceptions of CSR were negatively correlated with organizational cynicism for both managers and non-managers, with significantly stronger negative correlations among managers. Employee volunteering did not significantly moderate the relationship between CSR and organizational cynicism in both groups. The implications of these results on human resource management theory and practice are discussed.     

Cynicism as a Fundamental Dimension of Moral Decision-Making: A Scale Development

Altruism and cynicism are two fundamental algorithms of moral decision-making. This derives from the evolution of cooperative behavior and reciprocal altruism and the need to avoid being taken advantage of. Rushton (1986) developed a self-report scale to measure altruism, however no scale to measure cynicism has been developed for use in ethics research. Following a discussion of reciprocal altruism and cynicism, this article presents an 11-item self-report scale to measure cynicism, developed and validated using a sample of 271 customer-service and sales personnel.     

High-performance work practices and nurses’ intention to leave: the mediating role of organizational cynicism and the moderating role of human resource management-related educational background

Recently, an increasing stream of research has examined high-performance work practices in the health care context. In this vein, high-performance work practices have been shown to be related to various employees’ attitudes and behaviors including intention to leave. This study attempted to improve our understanding of the relationship between high-performance work practices and intention to leave by jointly examining mediating and moderating mechanisms. Results from a sample of 299 private nurses supported our moderated mediation model thus demonstrating that organizational cynicism mediated the relationship between high-performance work practices and intention to leave and further that this indirect effect is dependent on nurses’ human resource management-related educational background.     

Understanding the Change–Cynicism Cycle: The Role of HR

Employee change cynicism is an unintended consequence of organizational change, which can undermine the effectiveness of change initiatives. Based on social information processing theory, we examine the impact of two human resource roles (administrative expert and strategic change agent) on the relationship between the quantity of organizational change and employee change cynicism. Using multilevel data from 1,831 employees in 70 organizations, we find employees who are exposed to more organizational change report higher levels of change cynicism. However, the strength of the organizational change–cynicism relationship is affected by the role of HR in the employees’ organizations. When HR undertakes an administrative expert role, change is more likely to generate change cynicism. When HR undertakes a strategic change agent role, change is less likely to generate change cynicism. Our results suggest that organizations need to think carefully about the role of HR during organizational change and encourage HR to adopt a strategic change agent role. © 2015 Wiley Periodicals, Inc.     

‘In the end,you can only slag people off for so long’: employee cynicism through work blogging

The paper critiques the ideology perspective of employee cynicism, which emphasises imaginary power and the employee's dependency on corporate culture initiatives. In contrast to the ideology perspective, this study draws on the narratives of work blogs and interviews with bloggers to suggest that being cynical about work can also give an employee a sense of control and attachment to their own occupational or professional community, while providing distance from corporate culture initiatives. The paper concludes with suggestions for future research about employee cynicism and the expanding possibilities researching cyberspace, which increasingly appears to be utilised by employees.     

浅析中国当代喜剧影视作品中的犬儒主义

古代犬儒主义是西方个人自由的极端表现，现代社会大众的犬儒主义抛弃了其中理想主义的成分，但却表现出对社会现实的超乎寻常的冷漠与极端功利主义，渗透着现代犬儒思想的中国当代喜剧影视作品就充分诠释了现代犬儒主义的这一特征。它既有诸多自身优势，同时也隐藏着极大的艺术缺陷及其社会危机。中国当代喜剧影视作品应整合大众娱乐与精英价值现，引导大众的信仰复归。     

Young People's Attitudes Towards British Political Advertising: Nurturing or Impeding Voter Engagement?

SUMMARY

This article presents findings from a national survey of ‘potential’ first time voters at the 2001 British General Election–specifically their attitudes towards the print advertising used by the main political parties during this election. In analysing the data, the authors were particularly interested in examining the claim that political advertising contributes to a sense of malaise–most acutely apparent among young people. While we found high levels of claimed advertising awareness, this was coupled with largely unfavourable attitudes towards most of the print advertising used in the election. Despite these judgements, most young people considered the advertising to be at least as persuasive as its commercial cousins. Not surprisingly the evidence provides a mixed picture in terms of the role political advertising plays in the political dispositions of young people. As a familiar discourse advertising offers the political classes an entry point to establish a dialogue with young sections of the electorate. However, for many young people, political advertising appears to help reinforce their predilection about politics being something one naturally distrusts.     

Antecedents and Consequences of Skepticism toward Health Claims: An Empirical Investigation of Singaporean Consumers

The purpose of this study is to test the persuasive effects of visual metaphors in advertising. Advertisements containing visual metaphors deliver persuasive arguments in visual modality and metaphorical style of rhetoric, both of which may increase the persuasiveness of messages. The study has three message conditions that are advertisements containing (a) non‐metaphorical (literal) visual image with verbal argument; (b) metaphorical visual image with verbal argument; and (c) metaphorical image without accompanying verbal argument. Cognitive elaboration, source credibility, ad attitude, brand attitude, product belief, and purchase intention are considered as outcomes. The study results suggest that visual metaphors may be more persuasive due to both visual argumentation and metaphorical rhetoric. The theoretical explanations and managerial implications of the findings of this study are further discussed.     

资源保存理论视角下领导-成员交换对员工创新行为的影响

基于资源保存理论,探究领导-成员交换通过内部人身份认知的中介作用对员工创新行为的影响机制以及组织犬儒主义的调节效应。研究结果表明：（1）领导-成员交换对员工创新行为呈现正相关关系;（2）内部人身份认知在领导-成员交换与员工创新行为之间起中介作用;（3）组织犬儒主义负向调节领导-成员交换对员工创新行为的正相关关系。     

Gossip in the workplace and the implications for HR management: a study of gossip and its relationship to employee cynicism

Gossip is a common phenomenon in the workplace, but yet relatively little is understood about its influence to employees. This study adopts social information theory and social cognitive theory to interpret the diverse literature on gossip, and to develop and test hypotheses concerning some of the antecedents of gossip, with an aim of developing knowledge of the relationship between gossip and employee behaviour in the workplace. The study analysed survey data in a two-stage process, from 362 employees across a range of industries in Taiwan. The findings revealed that job-related gossip predicted employee cynicism and mediated the relationship between psychological contract violation and cynicism, and that non-job-related gossip showed a similar but weaker effect to employee cynicism. The contribution made by this paper is of value to both the academic subject domain and managers in Human Resources. First, we have identified two constructs of gossip, job-related and non-job-related gossip not previously reported and a validated scale has been created. Second, we have confirmed that these different constructs of gossip impact differently on employee behaviour and therefore HR managers should be cautious about gossip in the workplace, as it can cause cynical behaviour amongst employees.