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Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 8
August 2016
74
Fighting Cynicism In Organizations:The Role Of Job Autonomy
Sarah Shaharruddina, Dr FaisAhmadb,
aSchool of Business Management, University Utara Malaysia, Malaysia
b School of Business Management, University Utara Malaysia, Malaysia
Abstract
This research examined the role of job autonomy in influencing the level of organizational
cynicism. By using a survey method through the questionnaires distribution, 504 dataset was
utilised for the analysis.Several statistical techniques such as factor analysis, reliability test,
correlation analysis, and regression analysis were conducted in this research. Through the
data analysis, this research indicates a negative relationship between and organizational
cynicism. With based on the analysis result, this research suggests that job autonomy could
be favourabletowards decreasing the level of organizational cynicism.
1. Introduction
Some of the research on positive
workplace attitudes such as job
satisfaction and organizational
commitment have gained numerous
attention by scholars for decades. Recently
it is shown that researchers have increased
interest towards paying attention on a
negative workplace attitude such as
organizational cynicism (Bashir
et.al,2011). The issue relating to
organizational cynicism has become the
topic of interest for researchers more the
past several years ago.
Organizational cynicism is
believed as one of a big problem that
organizations have to deal with, which
should be taken into account and serious
Page 2 of 17
Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 8
August 2016
75
consideration by the organizations.
However, despite the existence of this
problem, it is important for the researchers
to investigate what factors that lead
towards the development of organizational
cynicism This issue is something that
cannot be ignored, as it could bring a
continuous negative effect on employees
and organizational efficiency. (Tekin,
&Bedük, 2015). With this regards, it is
important for every organizations to find
better solutions in reducing this
phenomenon which may hinder
organizational and employees success.
The lack of job autonomy given is
believed to be one of the major factors that
influencing organizational cynicism
among the employees. It is suggested that
more studies on organizational practices
need to be further investigated whether it
can reduce organizational cynicism among
employees (Chiaburu et.al, 2013). In
viewing the level of job autonomy and its
influence on organizational cynicism, it is
believed that low autonomy could
influence the level of organizational
cynicism. For example, as cited in Bashir
(2011), a lack of autonomy creates
melancholy (Stets, 1995) and frustration
which results towards misbehaviour and
felony (Agnew, 1984) creating serious
problems for the organization. Although
employees are hardworking and take
seriously on their work, but still they
seems to less satisfied and lack of passion
which cause them to be less committed to
the organization. These problems
happened as employees feel restricted
from working freely and be a part in
decision making regarding their own work
by themselves. (Naqvi, Ishtiaq,
Kanwal&Mohsin Ali, 2013). In handling
with the issue of organizational cynicism,
job autonomy is believed to be one of the
necessary weapons to reduce negative
attitude, as employees will not be strictly
controlled in their job (Meyer,1987).
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Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 8
August 2016
76
Furthermore, autonomy also will enable
employees to have more freedom in terms
of controlling their work and to form
procedures on work assessment
(Dee,Henkin& Chen,2000).
Although job autonomy has been
found to negatively related with
organizational cynicism (Avey, Hughes,
Norman and Luthans ,2008), there are
some inconsistencies found in the past
research which seems difficult to confirm
the association of these two variables. This
can be due to the understanding that job
autonomy sometimes is considered as a
risky option and this is why not every
employees are willing to be empowered
with autonomy (Bashir; 2011). For
example, job autonomy is somehow
becoming quite difficult to handle as it
requires a high level of trust and
accountability on the individuals. It was
found that if a high level of trust is
required, autonomy turns out to be risky
especially when there is least supervision
takes place (Langfred,2004). On the other
hand, job autonomy may cause employees
to be more vulnerable to emotional
exhaustion. This is happened if the
workload exceed employees’ capacities,
where employees will feel trapped and
emotionally distressed (Fernet, Austin,
Trépanier, &Dussault, 2013). Based on the
inconsistencies found, it is relevant for the
present study to continuously investigate
and discover the influence of job
autonomy on organizational cynicism.
2. Literature Review and
Hypothesis Development
Some of the research on positive
workplace attitudes such as job
satisfaction and organizational
commitment have gained numerous
attention by scholars for decades. Recently
it is shown that researchers have increased
interest towards paying attention on a
