Interactive Effect of Organizational Cynicism and Interpersonal Mistreatment on Turnover Intentions

Samia Ayyub, Asif Awan, M. Bilal


Replacing workers can impact an organization’s efficiency, costs and overall performance. It creates monetary and structural pressures for the organization. If organizations can measure their employees’ turnover intentions, they can figure out the likelihood of their employees leaving the organization. This helps them figure out where they can find possibilities to reduce their overall turnover. Prior studies have identified many factors and reasons which augment the turnover intentions and by controlling which turnover intentions can be reduced. This study attempts to explore the interactive effect of organizational cynicism and interpersonal mistreatment on turnover intentions in banking sector in Pakistan. The two dimensions of interpersonal mistreatment, i.e. workplace incivility and interpersonal conflict have been considered in this study. This Study proposes that organizational cynicism may interact with the interpersonal mistreatment and this interaction may result in higher probability of turnover intentions. Banking professionals were required to respond to questionnire items that relate to their opinions concerning organizational cynicism, workplace incivility, interpersonal conflict and turnover intentions. The research variables were measured using validated instruments from the prior studies. The data gathered from questionnaires were analyzed by using SPSS and descriptive and inferential, both tecniques were applied. Correlation was used to identify the relationship between research variables. All the relationships between dependent variable, independent variable and variables having interactive effect are significant.i.e, p<0.05. Overall findings suggest that there is sigificant relationship between organizational cynicism and turnover intentions through interactive effect of interpersonal mistreatment (workplace incivility and interpersonal conflict). Multiple regression was used which indicates that model is good fit as the F value is significant (p<0.05). The findings of this research have implications for managers of the organizations that they control organizational cynicism as well as interpersonal mistreatment to decrease turnover intentions and ultimately turnover rate of the

Keywords: Organizational cynicism, Turnover intentions, Turnover rate, Correlation analysis

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