Abstract:

The purpose of this research is to test the mediating role of organizational ostracism in the effect of organizational silence on organizational cynicism. In this context, organizational silence was examined in two sub-dimensions as "silence for the benefit of the individual" and "silence for the benefit of the organization", while organizational cynicism was examined in three sub-dimensions as "cognitive cynicism", "emotional cynicism" and "behavioral cynicism". The study was carried out with the data collected from 422 white-collar employees in organizations operating in the private sector by survey technique. The main relationship hypotheses of the research were tested with path analysis, and mediation hypotheses were tested with process analysis. The hypothesis test findings have showed that organizational ostracism has a partial mediating role in the effect of silence on emotional and behavioral cynicism for the benefit of the individual, but there is no mediation role in the interaction of silence for the benefit of the individual and cognitive cynicism. The study findings also have showed that organizational ostracism has a full mediation effect on cognitive cynicism and partial mediation effect on the effect of silence on cognitive cynicism for the benefit of the organization. Finally, it has been revealed that there is no statistically significant relationship between organizational silence and behavioral cynicism.

Keywords: