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Bu araştırmanın amacı çalışanların örgüt atmosferinde algıladığı dışlanma ile geliştirdikleri sinizm düzeyi arasında anlamlı bir ilişki olup olmadığını saptamak, eğer anlamlı bir ilişki var ise örgütsel dışlanmanın sinizm üzerinde etki düzeyini saptamak ve örgütsel dışlanma algısının demografik faktörlere göre farklılık gösterip göstermediğini incelemektir. Bu amaca bağlı olarak, Ankara ve Zonguldak illerinde özel sektörde ve kamu sektöründe çalışan toplam 272 kişiden anket yöntemiyle veri elde edilmiştir. Gerçekleştirilen analizler sonucunda örgüt atmosferinde algılanan dışlanma ile örgütsel sinizm arasında pozitif yönde anlamlı bir ilişki saptanmış, çalışanların sinizm düzeyindeki değişimin %32,7’sini örgütsel dışlanma algısındaki değişimin açıkladığı belirlenmiştir. Basit doğrusal regresyon analizi sonucuna göre örgütsel dışlanmadaki 1 birimlik artışın örgütsel sinizm üzerinde 0.762 birimlik bir artışa neden olduğu saptanmıştır.
The purpose of this study is to determine whether there is a meaningful relationship between the exclution that employees perceive in the organization atmosphere and the level of sinism they develop, and, if there is a meaningful relationship, to determine the level of influence of organizational exclution on sinism, and to study whether the perception of organizational exclution differs according to demographic factors. Depending on this purpose, data were obtained by survey method from a total of 272 people working in the private sector and the public sector in Ankara and Zonguldak. The results of the analyses found that there was a positive relationship between the exclution perceived in the organizational atmosphere and the organizational sinism, and that 32.7 per cent of the change in the sinism level of the workers revealed the change in the perception of the organizational exclution. According to the simple linear regression analysis, the 1 unit increase in organizational exclusion was found to lead to an increase of 0.762 units over organizational sinism.
The purpose of this study is to determine whether there is a meaningful relationship between the ostracism that the employees perceive in the organizational atmosphere and the level of cynicism they have developed and if there is a meaningful relationship, to determine the level of influence of organizational ostracism on cynicism and whether the perception of organizational ostracism differs according to the demographic factors. Based on this purpose, data was collected from a total of 272 individuals working in the public and private sector in Ankara and Zonguldak provinces by survey. As a result of the analyses, a significant and positive relationship was found between organizational cynicism and perceived ostracism in the organizational atmosphere and it was determined that 32.7% of the change in the cynicism level of employees was explained by the change the perception of organizational ostracism. According to simple linear regression analysis results, it was determined that the 1-unit increase in organizational ostracism caused an increase of 0.762 units on organizational cynicism.
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