The Mediating Role of Organizational Cynicism in the Relationship between Workplace Incivility and Organizational Silence
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TEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102-11, May 2021.
The Mediating Role of Organizational
Cynicism in the Relationship between
Workplace Incivility and Organizational
Silence
Hasan Tutar 1, Ferruh Tuzcuoğlu 2, Teymur Sarkhanov 3,4
1
Bolu Abant Izzet Baysal University, Public Relations Department, Bolu, Turkey
2
Sakarya University, Department of Political Science and Public Administration, Sakarya, Turkey
3
Azerbaijan State University of Economics (UNEC), Department of Economics and Business Administration,
Baku, Azerbaijan
4
Sakarya University Graduate School of Business, Sakarya, Turkey
Abstract - In this study, the mediating role of 1. Introduction
"organizational cynicism" in the relationship between
"rudeness in the workplace" and "organizational Problems experienced in organizations are
silence" was examined. The research is a quantitative generally expressed as counterproductive work
research cross-sectional study. Research data were behaviors in the organization literature. In business
collected using a simple random sampling technique.
life, impolite, rude, and disrespectful behavior
Data analysis shows a significant and positive
relationship between the participants' perceptions of negatively affects the organization and employee’s
rudeness in the workplace and organizational silence. psychology. Nonchalant behaviors also cause the
It is understood that the perception of organizational organizational climate to be more stressful, and the
cynicism also mediates this relationship. It was organizational health deteriorates [1], [2]. Problems
understood that the high perception of the workplace experienced in organizations are generally expressed
laziness of the participants caused the perception of as counterproductive work behaviors in the
organizational silence to be high. organization literature. In business life, impolite,
Keywords - Organizational behavior, organizational rude, and disrespectful behavior negatively affects
psychology, workplace incivility, organizational silence, the organization and employee’s psychology.
organizational cynicism. Nonchalant behaviors also cause the organizational
climate to be more stressful and the organizational
health to deteriorate.
Workplace incivility is all kinds of attitudes and
behaviors that violate courtesy rules in the workplace
DOI: 10.18421/TEM102-11 and violate organizational norms. However, it should
https://doi.org/10.18421/TEM102-11 be noted that incivility is not aggression or conflict;
they are rude and disrespectful behavior that is not
Corresponding author: Hasan Tutar, expected from civilized people. Workplace incivility,
Bolu Abant Izzet Baysal University, Public Relations
one of the anti-productive work behaviors, is less
Department, Bolu, Turkey.
harmful than aggressive behavior [3]. Although the
Email: hasantutar@ibu.edu.tr
intensity of unkind organizational behavior is low, if
Received: 13 March 2021. it continues, it may cause loss of motivation, low
Revised: 23 April 2021. performance, strengthening of the intention to quit,
Accepted: 29 April 2021. and organizational cynicism. Various studies have
Published: 27 May 2021. been carried out regarding the fact that in
© 2021 Hasan Tutar, Ferruh Tuzcuoğlu & environments with instinctive incivility and
Teymur Sarkhanov; published by UIKTEN. This work is incivility, people react to the said impolite sometimes
licensed under the Creative Commons Attribution‐ with organizational cynicism and sometimes with
NonCommercial‐NoDerivs 4.0 License. organizational silence [4], [5].
Organizational silence is that employees avoid
The article is published with Open Access at making and expressing various contributions and
www.temjournal.com
thoughts in favor of the organization. Employees do
TEM Journal – Volume 10 / Number 2 / 2021. 563TEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102‐11, May 2021. not express their suggestions or opinions about the management of not acting by ethical codes. Also, organization because they are afraid of possible problems such as indifference towards the reactions, and they show indifference and organization and the job, strengthening intention to unresponsiveness in organizational matters. quit, resignation, despair, distrust of colleagues, However, the silence of the employees in disappointment, low performance, and burnout are organizational silence is not adapting or obeying, but attitudes and behaviors stemming from deliberately they are not showing the reaction they organizational cynicism. should show in favor of the organization [6], [7], [8]. This study is aimed to examine the concepts of Thus, organizational silence is not a "silent" "workplace incivility," "organizational silence," and personality trait but a state of inertia that is shown "organizational cynicism" as anti-productive consciously and deliberately. Employees can behaviors. It is thought that the research can make sometimes be silent because they do not have any significant contributions to those who work on thoughts; this kind of silence is not organizational organizational psychology, practitioners, researchers, silence. and organizational policymakers. The research Organizational silence has the negative side when results have an essential aim to draw attention to the it avoids employees' intellectual capital. Due to positive organizational behaviors that have an organizational silence, organizations lose the essential role in the high performance of the opportunity to benefit from their employees' employees and the counterproductive work behaviors psychological and mental powers. Also, that reduce their motivation and productivity. For this organizational silence harms not only organizations purpose, the central question of whether but also employees who remain silent. Because of organizational cynicism functions as a tool in the organizational silence, employees who feel stressed, relationship between organizational incivility and irritated, indifferent, and excluded may feel employee’s silence is tried to be answered. The resentment towards their managers and other theoretical basis of the research, workplace employees [9]. As the atmosphere of loudness indolence, is based on the frustration-aggression prevails in the organization, people start to increase theory developed by Dollar and Miller [12]. negative feelings, which causes them to show Organizational silence is based on the "Self- attitudes and behaviors towards the organization and Adaptation Theory" developed by Premeaux and its employees. Organizational cynicism is the Bedeian [13] and organizational cynicism is based on employees' general tendency to show opposing the emotional event theory developed by Weiss and attitudes and behaviors in all matters due to these Cropanzano [14]. negativities. Organizational cynicism is that employees take a 2. Theoretical Framework critical attitude towards organizational matters, thinking that their organizations do not act by 2.1. Workplace Incivility honesty, truthfulness, fairness, and general ethical codes or dissatisfaction. It is a constant opposition Workplace incivility is not a situation that happens attitude towards the organization and its employees. instantly, comes and goes, and appears infrequently, Organizational cynicism is a set of attitudes but rude behaviors which show continuity and cause symbolized by disappointment and distrust towards the employees to feel uncomfortable. Unlike other the organization. It is the employees' critical attitude negative behaviors such as bullying, harassment, towards the organization due to violations of the aggression, swearing, and intimidation in the psychological contract, injustice, unbalanced workplace, workplace incivility is rude behavior that distribution of power within the organization, violates business rules for mutual respect in a inability to participate in the decision-making workplace and psychologically batters a person. process, long working hours, and mobbing lousy Although there are different opinions about what management, organizational change, and lack of behaviors are unkind in a workplace, any uncivilized communication. Studies on organizational cynicism behavior, rude and free of respect, can be seen as show that cynicism causes many negative behaviors, workplace incivility. Examples of impolite behavior both organizational and individual [10], [11]. While include yelling at people at work, ignoring organizational cynicism causes emotions such as colleagues' thoughts, excluding colleagues, ignoring frustration, hopelessness, disappointment, and them, speaking threateningly and suggestively, and pessimism in the employee, on the other hand, it can snorting people [15], [16]. Also, it includes verbal lead to various criticisms such as the disdainful behaviors such as gossiping, spreading rumors, and attitude of the employees towards their organizations, being hurtful in the workplace; it includes actual not rationalizing the decisions taken by the behaviors such as ignoring coworkers and staring. organization, and accusing the organization 564 TEM Journal – Volume 10 / Number 2 / 2021.
TEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102‐11, May 2021.
Impolite behavior can be less harmful than deviant, they are forced to remain silent due to the
anti-social, aggressive, or anti-productive work organizational climate, culture, and management
behavior in the workplace but it can be devastating style.
when it persists. Violating respect rules and not There can be many reasons for organizational
silence. The silent situation may be mostly caused by
obeying the minimum courtesy rules have an psychological reasons such as the absence of a
essential role in the emergence of workplace psychological contract between the person and the
incivility. Workplace incivility between the parties organization, the employee's lack of organizational
can be experienced in two different ways. First, low- commitment, and the lack of organizational
level rude behaviors are mutually perpetuated, and citizenship. Lack of a democratic management
over time, incivility can lead to conflicts. The person approach in organizations feeds organizational
perceives impudence as a threat to himself. insecurity. In an unsafe environment, employees may
Depending on this perception's severity, the turn to silence for protection and protection. The
individual may turn to various destructive behaviors dislike of some managers to express the problems in
the organization may also cause organizational
such as aggression, violence, and variety [17], [18]. silence. Also, seeing the conversation as risky is an
If superiors behave unkindly towards subordinates, important reason for organizational silence.
workplace incivility may turn into organizational Employees may not express their opinions openly
conflict. Thus, workplace incivility is one of the main due to fear of isolation, inability to be promoted, and
reasons for the emergence of a hostile climate in exclusion. When employees talk about a negative
organizations. Many studies have shown that situation with their colleagues, they may think that
workplace indolence is associated with burnout their relationships will deteriorate. In such cases,
syndrome, low organizational commitment, employees may prefer silence because they believe
absenteeism, and intention to quit [4], [5]. Workplace that a solution will not be produced even if they
express their problems [23], [24], especially
indolence also increases the disagreement between employees who cannot afford to confront the other
organizational employees and organizational norms. side may inadvertently remain silent. Employees can
remain silent in order to protect themselves against
2.2. Organizational Silence possible damages. In cases where they do not feel
safe enough, they may prefer silence for protection.
Organizational silence is the fear of employees
expressing their opinions on organizational problems. 2.3. Organizational Cynicism
Employees who can provide organizational benefits
do not express their opinions and do not take any Based on ancient Greek philosophy, the concept of
initiative in favor of the organization. Organizational cynicism means a general opposing attitude to events
silence is divided into two parts: "acquiescent by activating negative feelings such as humiliation,
silence" and "quiescent silence". Submissive silence anger, and shame. Generally, cynicism means
is when the individual keeps his thoughts to himself
based on the acceptance of something unpleasant. On skepticism, distrust, disbelief, and pessimism. It is
the other hand, calm silence is the individual's silence an attitude that continually seeks fault, criticizes,
to protect himself, based on fear of the harmful does not like others, and does not trust.
consequences he may face in the event of his speech Organizational cynicism is a general opposition and
[19], [20]. Although there are things that the negative attitude of the employee towards his/her
employee can do about organizational problems, they organization. Organizational cynicism means that the
refrain from doing them and do not say their thoughts individual has a negative and oppositional attitude
deliberately. Being passive, ineffective, and and behavior towards everything in the organization.
unresponsive is the basis of silence. Organizational People who show cynicism think that people are
silence is purposeful, active, and conscious action.
Organizational silence can be considered in two insecure and insincere [25], [26]. These people are
basic dimensions. The first is that employees remain people who are frequently critical, hardy and
silent, and the second is that employees are forced pursuing faults. It is an expected situation that the
into silence. Organizational silence is that employees cynicism tendencies will increase when the
do not react, do not speak, express an opinion and act employees think that their organizations are far from
intentionally, although they have the words to say honesty and justice.
and their contributions to offer. In organizations According to cynicisms, nothing is going well in
where organizational silence is experienced, the organization, a general state of corruption and
organizations lose the opportunity to benefit from decay is experienced. It is controversial whether
their mental labor and intellectual capital. On the
other hand, employees cannot find the opportunity to organizational cynicism is a personality trait or an
realize themselves because they are below their attitude stemming from its situation because of his
potential, and their intention to quit is strengthened experiences. Some argue that cynicism is a judgment
by losing job satisfaction and motivation [21], [22]. acquired because of a person's experience and that it
In the case of being left silent, employees are forced is a learned attitude rather than a personality trait.
into silence not because they want to, but because Organizational cynicism for them can be person-
TEM Journal – Volume 10 / Number 2 / 2021. 565TEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102‐11, May 2021.
oriented, professional-oriented, organization oriented chosen because each unit of the target population
and managerial-oriented. Unlike feature-based trends could be represented in the sample with equal
such as personal cynicism, organizational cynicism is probability. The remaining 455 questionnaires were
often a situation factor. They argue that people do not evaluated after eliminating the erroneous and
decide to be cynical and that organizational cynicism deficient data among the collected data. Expressions
stems from bad experiences [27], [28]. In in the scales are in 5-point Likert format, and the
organizational cynicism, there is a strong sense of grading is "strongly disagree" (1) and "strongly
insecurity towards the organization. According to agree" (5).
them, the organization is the place where all kinds of
injustice are institutionalized. 3.3. Process and Analysis
Organizational cynicism, which is described as a
negative attitude towards the organization, has three IBM SPSS 22 and IBM AMOS 25 package
dimensions: cognitive, affective, and behavioral. programs were used to analyze the collected data.
Cognitive dimension comprises a cognitive Cronbach's Alpha values were calculated to
judgment that the organization lacks honesty, which determine the scales' reliability and validity, and
emerges with negative emotions such as anger, confirmatory factor analysis was applied. Structural
contempt, and condemnation. In this respect, equation modeling (SEM) was used to test the
cynicism tends to rise disbelief about the goodness hypotheses. Analyzes have been made with the
and sincerity of actions and human motives. maximum likelihood method in SEM. The theoretical
According to cynicism, they believe that their model suggested by SEM was tested.
organizations are doing them wrong due to the lack
of principles such as justice, honesty, and sincerity in 3.4. Data Collection Instruments
organizations. The emotional dimension of
organizational cynicism includes strong emotional In order to collect research data; Dyne et al. [30] 7-
responses such as disrespect, anger, distress, and item "Workplace Indolence Scale" developed by Gök
shame. In addition to negative thoughts and beliefs, et al. [31] and the "Organizational Silence Scale"
this type of cynicism also has strong emotional consisting of 15 items and the "Organizational
responses such as contempt and anger. Individuals Cynicism Scale" with 14 items developed by Brandes
with high organizational cynicism levels may feel [32] were used.
boredom and shame when they think about their
organization [29]. The behavioral dimension includes 3.5. Measurement Model and Hypotheses
the behaviors of making robust, disparaging, and
disparaging criticisms of the organization. In the study, the following theoretical model and
hypotheses were developed to assume that workplace
3. Methodology and Procedures indolence will strengthen organizational silence
perception and that there will be a positive
3.1. Research Design relationship between these two variables. The model
assumes that workplace incivility will positively
The research is a cross-sectional study conducted affect organizational silence, and organizational
according to the relational survey design, one of the cynicism will function as a mediator. In the model,
quantitative research designs. Research data were "workplace indolence" is considered as the
collected according to the simple random sampling independent variable, "organizational silence" as the
technique, and the collected data were analyzed dependent variable, and "organizational cynicism" as
according to descriptive and statistical techniques. the mediating variable (Figure 1).
IBM SPSS 22 and IBM AMOS 25 package programs H1: Workplace incivility positively affects
were used in the analysis of the data. In the study, the organizational silence.
mediating effect of "organizational cynicism" in the H2: Organizational silence affects organizational
relationship between "workplace incivility" and cynicism positively.
"organizational silence" was examined. H3: Workplace incivility positively affects
organizational cynicism.
3.2. Participants and Sampling H4: Organizational cynicism plays a mediating
The data used within the study's scope were role in the effect of workplace indolence on
obtained from full-time employees operating in organizational silence.
service enterprises in Ankara. The research sample
was determined according to the random sampling
technique. The random sampling technique was
566 TEM Journal – Volume 10 / Number 2 / 2021.TEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102‐11, May 2021.
Organizational
Cynicism
H1 (+)
H2 (+)
H4
Organizational
Workplace Silences
Incivility H3 (+)
Figure 1. Research Model
3.6. Validity and Reliability of Research Confirmatory factor analysis (CFA) was applied to
the measurement model to determine the reliability
Within the scope of the research, firstly, reliability and validity of the scales of workplace incivility,
analyzes of the scales were made. The values of α = organizational silence, and organizational cynicism.
0.958 for the workplace indolence scale, α = 0.842 According to the CFA result, the fit indices χ2/DF,
for the organizational silence scale, and α = 0.947 for GFI, NFI, CFI, TLI, RMSEA values, good fit
the organizational cynicism scale were obtained. indices, and validity values are shown in Table 1.
These values show that the scales are reliable.
Table 1. Model-Data Fit Values
Data-Model Fit Indices Acceptable Indices Single Factor Model Indices
Chi-Square (χ2) = 748,64 Chi-Square (χ2) = 4246,49
DF= 452, p0.90 GFI= 0.384
NFI= 0.901 NFI>0.90 NFI= 0.475
CFI= 0.952 CFI>0.90 CFI= 0.510
TLI= 0.948 TLI>0.90 TLI= 0.480
RMSEA= 0.052 RMSEATEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102‐11, May 2021.
Table 2. Average, Standard Deviation, Reliability and Correlation Values of the Variables
Variables Mean SD CR AVE 1 2 3
1. Workplace incivility 2.08 .829 .946 .717 -
2. Organizational
2.01 .687 .933 .584 .719** -
cynicism
3. Organizational
2.95 .991 .956 .597 .359** 25* -
silences
Note: SD, Standard Deviation; *Significant at 0.05 level (bi-directional), ** Significant at 0.01 level (bi-directional)
In Table 2, the convergence validity of the data between 7.23 and 10.48 show that the research model
obtained in the research scales according to the AVE is compatible.
(Average explained variance) values is indicated. For Table 2 shows a positive correlation between
a research model to provide convergent validity, the organizational cynicism and workplace indolence
correlation level between scales has to be found according to Pearson Correlation analysis (r = .719
[37]. The fact that the AVE values of the research pTEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102‐11, May 2021.
Table 4. Direct Impact
Variables ß t SE P
Workplace Incivility – Organizational Cynicism 0,719 16,033 0,037 ***
Organizational Cynicism – Organizational Silences 0,139 2,610 0,124 .002
Workplace Incivility – Organizational Cynicism 0,259 3,005 0,103 .003
Note: SE, standard error; * 0.05 ** 0.01 *** Significant at 0.001 level (bi-directional)
According to Table 4, workplace incivility These values show that the H2 hypothesis that
positively affects organizational cynicism (β = .719, t organizational silence positively affects
= 16.033, pTEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102‐11, May 2021.
5. Discussion and Conclusion organization. A study conducted in Jordan concluded
that workplace incivility reinforces organizational
This study aims to examine some variables that are cynicism [40]. Another study on nurses in Canada
considered anti-productive work behaviors in a found a strong relationship between workplace
different sample. The research, it is tried to answer incivility and organizational cynicism. In another
the question of whether organizational cynicism study conducted in Jordan, it was found that
functions as a tool in the relationship between workplace incivility increased perceptions of
organizational incivility and employee’s silence. The organizational cynicism [41]. These findings could
research results show that there is a direct and be a consensus between this study's results and the
mediating effect among the variables in question. literature, increasing its external validity. The study's
According to the analysis findings, workplace second hypothesis determined that organizational
incivility affects organizational cynicism positively cynicism positively affected organizational silence
(pTEM Journal. Volume 10, Issue 2, Pages 563‐572, ISSN 2217‐8309, DOI: 10.18421/TEM102‐11, May 2021.
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