Drawing on the social exchange theory, organizational cynicism has been suggested as a central consequence of psychological contract (PC) breach. In this study, we examine the extent to which social exchange relationships with the supervisor and coworkers have an impact on cynical reactions to broken employer promises. Based on two‐wave data with a time lag of three months from a sample of 781 employees, we investigated the influence of employees’ perceived PC breach on cynical thoughts, emotions, and behaviours, and the moderating effects of leader–member exchange (LMX) and coworker exchange (CWX). Using structural equation modelling, we found that PC breach was positively associated with cognitive, affective, and behavioural cynicism. Our analysis further revealed that LMX and CWX moderated different dimensions of organizational cynicism: When LMX was high, employees reacted more sensitively to a PC breach with cognitive and behavioural cynicism. In contrast, CWX attenuated employees’ affective cynical response to a PC breach. The differentiated perspective on cognitive, affective, and behavioural cynicism and the identified moderating effects help explain varying strengths of the PC breach–organizational cynicism association found in previous research and highlight contingencies related to social exchange relationships at work.

中文翻译：

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对组织犬儒主义及其在工作中的社会交流关系的影响的研究

借鉴社会交换理论，有人提出组织犬儒主义是心理契约（PC）违背的主要后果。在这项研究中，我们研究了与主管和同事的社交关系在多大程度上影响了对违背雇主承诺的愤世嫉俗的反应。基于来自781名员工的三个月时间间隔的两波数据，我们调查了员工察觉到的PC违规行为对愤世嫉俗的思想，情绪和行为的影响，以及领导者与成员交换（LMX）的调节作用）和同事交流（CWX）。使用结构方程模型，我们发现PC违规与认知，情感和行为玩世不恭正相关。我们的分析进一步表明，LMX和CWX调节了组织玩世不恭的不同维度：当LMX很高时，员工会对认知和行为玩世不恭的PC漏洞做出更敏感的反应。相比之下，CWX削弱了员工对违反PC的情感愤世嫉俗的反应。关于认知，情感和行为犬儒主义的不同观点以及已确定的缓和作用有助于解释先前研究中发现的PC违规-组织犬儒主义协会的不同优势，并突出了与工作中的社会交换关系有关的突发事件。