| Popis: |
The current study investigated supervisors’ and non-supervisors’ perceptions of cynicism about organizational change as well as whether organizational trust moderates the relationship between job level and cynicism. A total of 358 people participated in this study, but 146 surveys were discarded after data cleaning, resulting in a final sample size of 212. It was hypothesized that supervisors and non-supervisors would hold different views regarding pessimism toward organizational change, dispositional attributions made about those responsible for change, as well as situational attributions made about those responsible for change. However, results revealed no significant differences between the two groups regarding any of these variables. Given that no significant relations were found between job level and the three dimensions, it was not surprising that organizational trust did not moderate any of these relations. Although the main hypotheses were not supported, future research should examine if job level might predict cynicism by differentiating among managerial levels (as opposed to just having one supervisory group). Results also showed that organizational trust significantly and negatively predicted both pessimism toward organizational change and dispositional attributions (the main dimensions of cynicism about organizational change), but it did not significantly predict situational attributions. Therefore, companies should strive to enhance organizational trust and reduce cynicism among their employees. |
