A Model for Managing Consequences of Organizational Cynicism to Organizational Changes (Case Study: Iranian Ministry of Sports and Youth)

Organizational cynicism is a belief that an organization lacks integrity,   when coupled with a powerful negative emotional reaction, leads to disparaging and critical behavior. Based on this study, the main objective was design of factors affecting organizational cynicism and the consequences of it. The methodology is a combined method. At first, a qualitative meth and then a quantitative method were used. The population consisted of all research staff of the Ministry of youth and sports, and the sample was estimated   of 370 people. To collect the data, a questioner was made by researcher, including characteristics of individual and standard- based on questioners of James, Robinson & Maurice, chiaboro, mouse and holds.   Content validity of the questioner was done by experts, and for reliability, alpha Cronbach was used. To analyze the qualitative data, the software of MASQDA, SPSS and AMOS were used. The results of the qualitative section of research showed that there is an index with 16 components and sub components. The findings of the quantitative section showed that in the Ministry of sports and youth, positive work experiences, individual differences, perceived organizational support and negative work experiences, psychological pressure and psychological breach of contracts are of effects on organizational cynicism. Organizational cynicism is also effect on its own implications and dimensions, behavioral implications and job performance. Also, the findings showed that the model was fitted and appropriate to the research. Totally, the factors affecting organizational cynicism leads to significant attitudinal and behavioral implications on the organization.