Abstract:

Objective of the study: The purpose of this study is to examine the contribution of organizational justice on organizational cynicism and to investigate the mediating role of psychological capital and employee voice behavior. Design and Methodolgy: Data were collected at one point in time through a questionnaire-based survey. Based on a convenience sample, a total of 205 employees of distinct companies from distinct industries responded the questionnaire. Findings: Regression analysis results supported the negative and significant contribution of organizational justice on organizational cynicism. However, the mediating roles of psychological capital and employee voice behavior were not supported. Yet, both of those concepts were found to be positively correlated with organizational justice and negatively correlated with organizational cynicism. Analyses on sub-dimensions of variables also revealed that sub-dimensions of organizational justice differ in contributing to psychological capital, employee voice and organizational cynicism. Originality: The findings highlighted the negative contribution of fairness on cynicism. Organizational cynicism was found as being weakly effected by individual resources, is a more direct reaction to organizational practices. The suggestion of research findings is that ensuring justice with all types as distributive, procedural and interactional within the organization seems necessary for being able to keep employees having positive affect, cognition and behaviors toward the organization.

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