Organisational cynicism as mediator and self-efficacy as moderator in the relationship between workplace incivility. role stressor. psychological empowerment and turnover intention

Abstract

Organisational cynicism has been extensively studied under topics such as feelings of employees being disregarded by the organisation, and not being treated with respect and dignity. It has been observed that cynicism is a potential cause of nurses thinking of leaving their organisations. Therefore, shortage of nurses has adversely affected the profession globally. The current study investigated empirically the relationship of workplace incivility, role stressors and psychological empowerment with turnover intention and the mediating effect of organisational cynicism on these relationships. Moreover, this study investigated the moderating effect of self-efficacy on the relationship of role stressors and organisational cynicism. Data was collected from nurses of public and private sector hospitals located at Rawalpindi and Islamabad. Pakistan. 500 questionnaires were distributed to the nurses, of which 395 had participated in the study. The data were analyzed using AMOS and SPSS. Data were found to be normal and fulfilled all the requirements o f structure equation modeling (SEM). A significant positive association of workplace incivility with organisational cynicism and turnover intention was found in the study. Nevertheless, no significant relationship was found between workplace incivility and turnover intention. Role stressors were found to have significant relationship with organisational cynicism and turnover intention. However, psychological empowerment was not significantly related to organisational cynicism but was negatively related to turnover intention. Self-efficacy as a moderator has been proven to have a significant buffering impact on the relationship between role stressors and organisational cynicism. The findings of this study insightfully contribute in terms of theoretical, practical and conceptual implications for future researchers to better understand the antecedents and consequences of organisational cynicism. Moreover, this study provides several discernments and valuable guidelines for academicians, researchers and policy makers. Future recommendations in terms of considering cultural values, environmental and economic conditions relating the cynical attributions of staff nurses were offered with practical implementations. In short, this study provides a workable model for the health care sector of Pakistan on how organisational cynicism and turnover intention among the nurses can be reduced.