cynicism and turnover intention
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Rescooped by tahir manzoor from cynicism and turnover intention
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Via Nik Peachey, Alex, tahir manzoor
tahir manzoor's insight:
Cynicism and turnover intention both are positively related to each other (Wanous et al., 1994, Chiaburu et al., 2013, Kalağan and Aksu, 2010). Wanous et al. (1994) in their work “Initial study of cynicism” conceptualized and laid theoretical foundation of the positive relation between cynicism and turnover intention or intention to quit. Kalağan and Aksu (2010) empirically tested this relationship and found that cynicism relates to turnover intention. They found that Turkish university employees showed high turnover when they had high cognitive and affective cynicism, whereas, those which had low level of behavioral cynicism showed a relatively lower level of turnover intention. In their meta-analysis Chiaburu et al., supported relationship of the organization cynicism and turnover intention (Chiaburu et al., 2013). While conducting a burnout study in 2009, Leiter and Maslach empirically found that cynicism is the strongest predictor or turnover intention which is one if three dimensions of burnout. They also argued that further research should be conducted on this very relation (Leiter and Maslach, 2009). They had not investigated organizational cynicism rather they investigate general cynicism, both have different measuring scale.
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tahir manzoor's curator insight, March 24, 2014 10:52 AM
Cynicism and turnover intention both are positively related to each other (Wanous et al., 1994, Chiaburu et al., 2013, Kalağan and Aksu, 2010). Wanous et al. (1994) in their work “Initial study of cynicism” conceptualized and laid theoretical foundation of the positive relation between cynicism and turnover intention or intention to quit. Kalağan and Aksu (2010) empirically tested this relationship and found that cynicism relates to turnover intention. They found that Turkish university employees showed high turnover when they had high cognitive and affective cynicism, whereas, those which had low level of behavioral cynicism showed a relatively lower level of turnover intention. In their meta-analysis Chiaburu et al., supported relationship of the organization cynicism and turnover intention (Chiaburu et al., 2013). While conducting a burnout study in 2009, Leiter and Maslach empirically found that cynicism is the strongest predictor or turnover intention which is one if three dimensions of burnout. They also argued that further research should be conducted on this very relation (Leiter and Maslach, 2009). They had not investigated organizational cynicism rather they investigate general cynicism, both have different measuring scale.