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首页> 外文期刊>International Journal of Management Science >Organisational Cynicism and Employees’ Intention to Quit
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Organisational Cynicism and Employees’ Intention to Quit

机译：组织犬儒主义与员工退出意愿

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In this 21st century, the enormous impact of globalisation, competition, workforce diversity, and advancement in technology has really changed things. Life today is totally different from as it was yesterday, and today, people have more job opportunities compared to yesterday! This era’s Managers and Leaders have as a very big challenge, the task to retain the best employees. This paper sought to carry-out a critical and an unbiased theoretical study and examination into the relationship between organisational cynicism and employees’ intention to quit such an organisation. Descriptive Research Method was adopted for the study. And data was sourced from basically secondary sources. On the basis of the data sourced, studied, and examined, the researchers found that Cynicism among other things, can make employees become hopeless, less committed to their work, less satisfied, and at the end, the employees may decide to quit the organisation. And based on these findings, it was concluded among other things that, in most cases, there is a positive and direct relationship between both variables (Organisational Cynicism and Employees’ Intention to Quit) of the study. As a result, this study posited that, the higher the cynicism in an organisation, the higher the employees’ intention to quit such an organisation, and vice versa. And hence, it was recommended among others that, Cynicism can effectively be managed by the organisations by adopting fair practices like operating in an open and honest atmosphere, providing realistic goals, promoting cooperation among/between individuals and management, and honest and fair pay system. These, in the researchers’ opinion, can improve the confidence of the employees; and downplay any form of organisational Cynicism.
机译：在二十一世纪，全球化，竞争，劳动力多元化和技术进步的巨大影响确实改变了一切。今天的生活和昨天完全不同，今天的人们比昨天有更多的工作机会！这个时代的经理和领导者面临着很大的挑战，即留住最好的员工这一任务。本文试图对组织犬儒主义与员工退出该组织的意图之间的关系进行批判性和公正的理论研究和考察。研究采用描述性研究方法。数据基本上来自辅助来源。根据获得，研究和检查的数据，研究人员发现，犬儒主义除其他外，可以使员工变得绝望，对工作的投入更少，不满意，最终，员工可以决定退出该组织。 。根据这些发现，得出的结论是，在大多数情况下，研究的两个变量（组织犬儒主义和员工退出意愿）之间存在正向和直接的关系。结果，这项研究认为，一个组织的愤世嫉俗程度越高，员工退出该组织的意愿就越高，反之亦然。因此，建议除其他外，可以通过采取公正的做法，例如在开放和诚实的氛围中运作，提供切合实际的目标，促进个人与管理人员之间/之间的合作以及诚实和公平的薪酬制度等公平做法，由组织有效地管理犬儒主义。研究人员认为，这些可以提高员工的信心。轻描淡写任何形式的组织犬儒主义。

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