Pathways to trust and caution among South African university students

This study sought to characterise lifestyle factors of trust and caution among South African university students (n = 196; females = 78.06%; median age = 21 years). The students completed an online survey on trustworthiness in cultural context. The data were analysed using Structural Equation Modelling (SEM) to construct pathways among the trust and caution with social cynicism, and tolerance for ambiguity. Results indicate social cynicism to predict generalised caution, but not generalised trust. Tolerance for ambiguity was not a significant predictor of generalised trust, nor of generalised caution.     

Stripping the Political Cynic: A Psychological Exploration of the Concept of Political Cynicism

The high level of political cynicism in contemporary society is often considered a serious threat to democracy. The concept, however, has received only scant attention in psychology. The current work introduces political cynicism and extensively explores its psychological implications by investigating the concept's validity, predictive utility and status as a dispositional variable. Our results revealed that political cynicism is empirically distinguishable from the closely related constructs of social cynicism and political trust. Furthermore, political cynicism was found to strongly related to a wide range of political variables, such as voting intentions, political normlessness and political estrangement, as well as to broad social attitudes and racial prejudice. Finally, we show that political cynicism yields limited but meaningful relationships with Neuroticism and Agreeableness, although social cynicism is more clearly related to the Five‐Factor Model personality dimensions. It is therefore concluded that political cynicism can be reliably measured and distinguished from closely related concepts and that it yields meaningful relationships with other relevant psychological variables. Copyright © 2011 John Wiley & Sons, Ltd.     

Organizational Citizenship Behavior,Job Attitudes,and the Psychological Contract

Previous research has shown a positive relationship between job satisfaction and various dimensions of organizational citizenship behavior. These studies, however, have focused almost exclusively on civilian sector organizations. While insight gained from these studies is instructive, it remains to be seen if these relationships also exist in the context of military organizations. The relationships between job satisfaction as well as cynicism (as moderated by psychological contracts) with organizational citizenship behavior (OCB) are explored. Data were collected from military officers (n = 151) attending a 10-month professional military education school. As an improvement over other similar studies, control measures were incorporated to address potential confounds associated with self-reported attitudes. Results showed job satisfaction was a strong predictor of OCB, cynicism was negatively related to the altruism dimension of OCB, and the relationship between cynicism and the altruism dimension of organizational citizenship behavior was moderated such that the relationship was stronger when there were high levels of perceived psychological contract support than when there were low levels of support.     

Effects of work‐related norm violations and general beliefs about the world on feelings of shame and guilt: A comparison between Turkey and the Netherlands

This paper aimed at investigating the effects of work‐related norm violations (i.e., violations of interpersonal and work regulation norms) and individuals' general beliefs about the world (i.e., social axioms: reward for application, social cynicism) on feelings of shame and guilt in Turkey and in the Netherlands. An experimental study involving 103 Turkish and 111 Dutch participants showed that work norm violations elicited feelings of guilt and shame differently in Turkey and the Netherlands. Specifically, interpersonal norm violation in Turkey elicited feelings of shame and guilt more strongly than did violation of a work regulation norm, whereas no differential effects were found in the Netherlands. As expected, violation of a work regulation norm elicited feelings of shame and guilt more strongly in the Netherlands than in Turkey, whereas violation of an interpersonal norm elicited feelings of shame and guilt more strongly in Turkey than in the Netherlands. The findings provide further evidence for the moderating effects of social axioms: in both countries, participants high in social cynicism felt less ashamed when they violated a work regulation norm than did those low in social cynicism. Our findings are relevant for understanding the underlying mechanisms of norm violations at work, thereby offering a new avenue for investigating cultural differences in the workplace. The latter may be of particular relevance in times of globalization and diversity in the workplace.     

Employee Cynicism and Resistance to Organizational Change

We offer a reconceptualization of employee cynicism and present the results of two studies to test the hypotheses that (a) cynicism about an organizational change is distinguishable from skepticism about the change, more general forms of cynicism (disposition and management), and trust in management, (b) change-specific cynicism and skepticism relate differently to personal and situational antecedent variables, and (c) change-specific cynicism accounts for variance in employees intention to resist change not explained by skepticism, trust, and more general forms of cynicism. Study 1 was conducted with employees (N=65) from several organizations undergoing various changes, and Study 2 with employees (N=701) from a single organization undergoing restructuring and culture change. Results were generally consistent with prediction. Implications for future research and for the management of change are discussed.     

When more blame is better than less: The implications of internal vs. external attributions for the repair of trust after a competence- vs. integrity-based trust violation

This study examines the trust repair implications of apologizing with an internal vs. external attribution after a competence- vs. integrity-based trust violation. By considering theory regarding differences in the perceived diagnosticity of information about competence vs. integrity, we note that the conditions where external attributions would be more necessary for mitigating one’s blame are precisely the conditions where such external attributions are less likely to be believed. Moreover, empirical studies that have compared the relative benefits of external and internal attributions for repairing trust have reached conflicting conclusions regarding the response that should be used. We asked 189 college students to respond to videotaped scenarios in which they were asked to play the role of a manager and make decisions about hiring an accountant who had misfiled a tax return with a prior employer. Each participant was presented with one of four scenarios, which differed with respect to the type of violation (competence vs. integrity) and type of response (apology-internal vs. apology-external). The results revealed a significant interaction whereby trust was repaired more successfully when mistrusted parties apologized with an internal, rather than external, attribution when the trust violation concerned matters of competence, but apologized with an external, rather than internal, attribution when the trust violation concerned matters of integrity. These findings suggest that being guilty of an integrity-based violation can be so detrimental for trust that any mitigating response, even one that perceivers are likely to question, may prove worthwhile.     

The Effect of Interpersonal Trust And Participativeness on Union Member Commitment

Unionized employees have their commitment courted by both their employer and union. They can form a commitment to both, or only one, or neither. It is difficult to predict which commitment might form. It is hypothesized that interpersonal trust and participation attitudes will explain the levels of union commitment formed by union officials. Multiple regression equations and a structural equation model were used to test these hypotheses. Interpersonal trust had a positive yet non-significant effect on union commitment. Participation attitudes had a significant, negative effect on union commitment, opposite that of the hypothesized relationship. The hypotheses are only partially supported.     

Measuring religious attitudes: reliability and validity of the German version of the Systems of Belief Inventory (SBI-15R-D) in a representative sample

Forgiveness is a core value within Christianity and many other religions, but it is unclear whether valuing forgiveness results in individuals being more forgiving. This study examines the effect of Christian religious belief on forgiveness; tests the theoretical speculation that trust fosters forgiveness; explores the effect of cynicism, and examines age effects on forgiveness with a British sample. Christian clergy (N?=?209), general population samples of Christians (N?=?176), and a group with NRA (N?=?65) completed the Heartland Forgiveness Scale measuring forgiveness of self, others, and situations, and measures of trust, cynicism, and the importance of forgiveness. The clergy score higher on total forgiveness, forgiveness of self, others, and situations; rate forgiveness as being more important; are more trusting; and are less cynical than the Christian and no religious affiliation (NRA) samples in the general population. While the Christian sample value forgiveness more than the NRA group, they are not more forgiving on any of the measures tested. Age is a significant predictor only for situational forgiveness. Trust is not a positive mediator of forgiveness for any of the participant groups, and neither is cynicism a negative mediator of forgiveness.     

Workload and burnout in nurses

This paper examines the relationship between workload, burnout and somatization in nurses. The respondents consisted of 1363 nurses employed in hospitals, which were undergoing extensive restructuring. Results of structural equation analyses showed that workload was positively related to emotional exhaustion. Emotional exhaustion led to cynicism and somatization, and cynicism was negatively related to nurses' professional efficacy. Implications of the results for nursing practice are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

In Politics We Trust…or Not? Trusting and Distrusting Demonstrators Compared

This article sheds light on the debate regarding political trust and protest activity. The debate boils down to the question whether trust in politics is positively or negatively related to protest activity. We exploit a dataset encompassing data on about 9,000 demonstrators spread over seven European countries. These demonstrators' trust in their parliaments varies widely, ranging from trustworthy capable, to corrupt incapable. We examine the diverging sociodemographic profiles and motivational dynamics that turn distrusting and trusting citizens into demonstrators. We hypothesize and show that distrusting demonstrators turn their back to institutionalized politics; for them, demonstrating substitutes the party politics they distrust. For trusting demonstrators, demonstrating supplements party politics. Trusting and distrusting demonstrators also differ considerably in terms of motivation. Distrusting demonstrators are stronger motivated to demonstrate than trusting demonstrators. Moreover, while political cynicism amplifies the motivation of distrusting demonstrators, it suppresses the motivation of trusting demonstrators. We conclude that the question to be answered is not so much whether people who engage in protest activity trust or distrust their political elites, but rather who the trusting and distrusting protesters are and why they protest.     

Burnout in the information technology sector: Does leadership matter?

The aim of the study was to examine subordinates' level of burnout in relation to how they perceive the leadership style of their direct superior. Subordinates (n = 289) in an Information Technology firm completed Maslach Burnout Inventory – General Survey, and rated their superior on the Multifactor Leadership Questionnaire. High subordinate burnout was defined as high exhaustion, high cynicism, and low professional efficacy. A structural equation model revealed that transformational leadership was significantly related to cynicism and professional efficacy, while passive-avoidance was significantly related to exhaustion and cynicism. Transactional leadership was not linked to burnout. Neuroticism in subordinates was directly related to all burnout components. The link between passive-avoidant leadership and burnout's key component exhaustion indicates perception of negative leadership behaviours is more important for burnout than perception of positive leadership styles.     

大学生犬儒态度与生活满意度的关系:社会支持的调节作用

采用问卷法考察了454名大学生对学校抱有的犬儒态度与其生活满意度的关系,并探讨了社会支持对这一关系的调节作用.结果表明:(1)大学生犬儒态度与其生活满意度之间呈显著的负相关.(2)政策犬儒、学习犬儒和环境犬儒对学生的生活满意度有显著的负向影响,其中以政策犬儒的影响效果较为突出;学校犬儒对生活满意度的影响没有达到显著水平.(3)家庭支持、老师和同学的支持以及朋友支持对大学生犬儒态度与生活满意度的关系均有显著的调节作用.     

Perceived corporate ethical values and individual cynicism of working students

This study explored a proposed relationship between the corporate ethical values and cynicism of 195 working students. Analysis indicated students' perceived ethical values were negatively related to individual cynicism after accounting for several variables.     

The impact of dispositional cynicism on job‐specific affect and work intentions

Working from the Employee Work Passion Appraisal (EWPA) model, this article examines the relationship between employee dispositional cynicism, job‐specific affect (i.e. positive and negative) and work intentions including intent to use discretionary effort, intent to perform, intent to endorse, intent to stay and intent to be an organisational citizen. An online survey generated participation from 747 current and potential clients of an international consulting company. To evaluate the fit of the data in accordance with the EWPA framework, structural equation modeling was conducted to test the overall fit of the proposed model and to examine the hypothesised relationships between constructs. Analyses confirmed correlations between dispositional cynicism and job‐specific affect, supported notable relationships between positive job‐specific affect and all work intentions, provided evidence for job‐specific affect's mediation of cynicism and work intentions and uncovered a direct negative relationship between cynicism and intent to use organisational citizenship behaviour. Results suggest that state‐specific workplace emotions are important for understanding the degree to which employee dispositional cynicism will ultimately influence most performance‐related work intentions. However, independent of affect, employee cynicism may directly result in somewhat lower intentions to help others at work. Study limitations and practical implications for employee selection and training are considered.     

工具主义伦理气氛对员工沉默行为的影响——犬儒主义和传统性的作用

基于社会控制理论,运用问卷调查法,通过分析308组配对数据,探讨工具主义伦理气氛对员工沉默行为的影响机制。结果发现:工具主义伦理气氛对沉默行为有正向作用;工具主义伦理气氛对犬儒主义有正向作用;犬儒主义在工具主义伦理气氛与沉默行为之间起部分中介作用;传统性调节了犬儒主义与沉默行为的关系,也调节了犬儒主义在工具主义伦理气氛与沉默行为关系的中介作用。     

Generalized Dispositional Distrust as the Common Core of Populism and Conspiracy Mentality

Populism and beliefs in conspiracy theories fuel societal division as both rely on a Manichean us-versus-them, good-versus-evil narrative. However, whether both constructs have the same dispositional roots is essentially unknown. Across three studies conducted in two different countries and using diverse samples (total N = 1,888), we show that populism and conspiracy mentality have a strong common core as evidenced using bifactor modeling. This common core was uniquely linked to (aversive) personality, namely the Dark Factor of Personality (D), beyond basic personality traits from the HEXACO Model of Personality Structure. The association between D and the common core, in turn, was fully accounted for by distrust-related beliefs as captured in cynicism, dangerous and competitive social worldviews, sensitivity to befallen injustice, and (low) trust propensity. Taken together, the results show that populism and conspiracy mentality have a shared psychological basis that is well described as a sociopolitically flavored manifestation of generalized dispositional distrust. The findings thus underscore the value of generalized trust for societal functioning and suggest that increasing trust may simultaneously combat both populism and beliefs in conspiracy theories.     

A Test of Coworkers' Influence on Organizational Cynicism,Badmouthing, and Organizational Citizenship Behavior

Basing hypotheses on social information processing theory, we tested for evidence of coworkers' social influence on employees' organizational cynicism, badmouthing, and supervisor assessments of employees' organizational citizenship behavior (OCB). A significant positive relationship was found between (a) close coworkers' badmouthing behavior and focal employee organizational cynicism; and (b) focal employee organizational cynicism and focal employee badmouthing behavior. A hypothesized negative relationship between organizational cynicism and OCB was not supported. Future research directions are also considered.     

Psychological ownership in relation to workplace trust and turnover intent

The study investigated the relationship between workplace trust, psychological ownership and turnover intent within a South African professional services organisation. A cross-sectional quantitative survey design was used to collect data from a purposive sample (n = 302) of skilled, highly skilled and professional employees in a professional services industry. The participants completed the Psychological Ownership Questionnaire, Workplace Trust Survey, and Turnover Intentions Scale. The results from structural equation modelling (SEM) suggest psychological ownership to be significantly related to workplace trust (positively) and turnover intent (negatively). In addition, the findings indicate psychological ownership to fully mediate the relationship between workplace trust and turnover intent. By implication, work environments that fostered workplace trust would increase the level of psychological ownership that employees’ experienced, which, in turn, would reduce employees’ intent to leave their workplace.     

Unravelling the relationship between populism and belief in conspiracy theories: The role of cynicism,powerlessness and zero-sum thinking

In recent years, it has been argued that conspiracy beliefs and populist attitudes go hand in hand. Despite their theoretical and empirical similarities, it remains unclear why these constructs are so closely associated. Across three studies, we examined the processes underlying the relationship between belief in conspiracy theories and populist attitudes. Study 1 (Greece, N = 275) and Study 2 (United Kingdom, N = 300) revealed that the relationship between populist attitudes and conspiracy beliefs is mediated by political cynicism and zero-sum thinking. In Study 3 (USA, N = 300, pre-registered), we use a vignette of a fictitious country to experimentally show that having a newly elected populist party in power (as compared to a well-established party) reduced participants' tendency to believe conspiracy theories. Moreover, this was due to increased empowerment, decreased political cynicism and decreased zero-sum thinking. These findings reveal various complementary mediators of the link between populist attitudes and conspiracy thinking and suggest that electing a populist party in power may reduce conspiracy beliefs among the public.