Purpose

A traditional view of an ideal workplace is an organization with a justice climate and a supportive atmosphere. Over the past years, justice and support practices in the workplace have received significant scholarly, practical and even political attention. Unfortunately, theoretical underpinnings and literature associated with these themes vary across multiple disciplines, cultural and contextual settings. To fill the void from the Turkish contextual perspective, the present study aims to examine the association among perceived organizational support (POS), organizational justice and cynicism.

Design/methodology/approach

The sample was chosen from the public employees in the central organization of two ministries in Ankara Province. Data through questionnaires were collected by the conveniency method from a total of 326 public employees. The proposed model is analyzed withvariance-based structural equation modeling technique.

Findings

Results suggest that POS and organizational justice exert a negative impact on cynicism. In particular, as employees-POS and organizational justice increases, the tendency for organizational cynicism decreases.

Originality/value

In today’s dynamic environment, controlling and reducing the cynicism, which emerges as an important threat to the success of organizations, of employees has become essential in obtaining a sustainable competitive advantage. The originality of this research stems from its ability to put forward how to manage and control cynicism, with the help of organizational support and organizational justice and hence have a power that increases personal and organizational efficiency and performance from the Turkish contextual perspective. There is limited research examining the relationship among organizational POS, organizational justice and cynicism in the Turkish context.

中文翻译：

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组织支持，组织正义和犬儒主义之间的联系

目的

理想工作场所的传统观点是具有正义氛围和支持氛围的组织。在过去的几年中，工作场所的司法和支持实践受到了学术，实践甚至政治方面的极大关注。不幸的是，与这些主题相关的理论基础和文献在多个学科，文化和背景环境中各不相同。为了填补土耳其语境中的空白，本研究旨在研究感知的组织支持（POS），组织正义和犬儒主义之间的联系。

设计/方法/方法

样本是从安卡拉省两个部委中央组织的公共雇员中选出的。通过便利性方法通过问卷调查的方式从总共326名公共雇员中收集数据。利用基于方差的结构方程建模技术对提出的模型进行了分析。

发现

结果表明，POS和组织公正对玩世不恭产生消极影响。特别是，随着员工的POS和组织公正性的提高，组织玩世不恭的趋势减少。

创意/价值

在当今瞬息万变的环境中，控制和减少玩世不恭的行为，这已成为对组织成功的重要威胁，对于获取可持续的竞争优势至关重要。这项研究的独创性源于其在组织支持和组织正义的帮助下提出如何管理和控制犬儒主义的能力，因此具有从土耳其语境角度提高个人和组织效率及绩效的能力。在土耳其语环境下，研究组织POS，组织正义和犬儒主义之间关系的研究很少。