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The purpose of this study is to describe and explain the relationship between organizational justice, as an environment and as a buffer and suppressant for influencing cynicism about organizational change (CAOC), thereby influencing change-supportive behavior (CSB) and its impact on higher education performance (OP). The social cognitive theory was applied to test the moderating role of perceived organizational justice in the relationship between CAOC, CSB, and OP.

The research found support for the proposed model using data collected from 91 faculties at 10 autonomous higher education institutions in Indonesia and a multisource research design with a non-academic staff sample.

This finding confirms that distributive and interactional justice only influences organizational performance when perceived as moderate or high. The moderated mediation analysis findings were supported by the moderating variable of procedural justice but were supported by the moderating variables of distributive and interactional justice.

As a determinant of CAOC on non-academic staff in Indonesia, a country with a high-power distance, cynicism towards change is difficult to detect due to the prevalence of silent cynicism.

Although self-sacrificial leadership and ethical leadership exhibit similarities in their moral dimensions, recent research suggests that self-sacrificial leadership may be linked to an increase in unethical behavior for the collective benefit of one’s group. Existing studies have demonstrated that ethical leadership can mitigate organizational cynicism. However, the potential misalignment between group interests and ethics associated with self-sacrificial leadership raises concerns about its potential to foster cynicism. This study investigates the mechanisms by which self-sacrificial leadership influences organizational cynicism.

Survey data from 493 organizational members across 9 Chinese companies were analyzed using multiple regression analysis, and bootstrapping was employed to confirm the mediating effects.

Self-sacrificial leadership was found to have an overall reducing effect on organizational cynicism, with distributive justice and ethical CSR perceptions as significant mediating factors.

This study sheds light on the unique characteristics of self-sacrificial leadership, highlighting the elements of sacrifice and loyalty that may result in unethical, self-centered behaviors, and explores its influence on organizational cynicism. By revealing that the recognition of augmented group interests can diminish cynicism among organizational members regardless of morality, this study contributes to broadening the theoretical perspective.

The purpose of this study is to investigate the influence of organizational cynicism on prosocial voice and defensive silence and to verify the mediating role of workplace bullying in these relationships.

A cross-sectional survey design with a sample of 205 individuals was used in this study.

The hypotheses were confirmed as organizational cynicism plays a significant and negative influence on prosocial voice and a significant and positive influence on defensive silence. In addition, workplace bullying partially mediates both relationships.

This study contributes to a deeper understanding of organizational cynicism and workplace bullying influences on prosocial voice and defensive silence. It investigates a relationship that, to the best of the authors’ knowledge, has not been studied yet. It also contributes to the discussion regarding the close relationship between prosocial voice and defensive silence.

This study aims to ascertain the role of servant leadership in affecting the knowledge hiding behavior of employees. This study also unfurled the mediating role of prosocial motivation and moderating role of cynicism.

The data were collected from 324 employees working in the IT sector, a subsector of the service sector of Pakistan in two phases. The data was analyzed through hierarchal regression.

This study found servant leadership to be negatively related to knowledge hiding behavior. This study also confirmed the mediating role of prosocial motivation linking servant leadership to knowledge hiding. Finally, cynicism was found to moderate the relationship between servant leadership and knowledge hiding behavior.

This academic endeavor has confirmed the previously unexplored relationship between servant leadership and knowledge hiding behavior. Additionally, the study has explicated the mediating role of prosocial motivation in the said relationship. This study has also found that the relationship between servant leadership and knowledge hiding is moderated by organizational cynicism.

The modern high-choice news environment has changed the way people consume news. We examined the structure of news repertories, the role of news trust (and cynicism) in shaping news repertoires, and the effects of different news repertoires on political participation in the South Korean news environment, where news portals function as major news sources.

We conducted a two-wave national survey of adults in January and February 2022 with a three-week time interval. Latent profile analyses and latent profile regression were employed.

Four major news repertoires were identified: news portal-concentrated, portal and TV combination, all except print and SNS, and platform omnivores. Trust in mainstream news media was found to be high in the following order: platform omnivores, all except print and SNS, portal and TV combination, and portal-concentrated repertoires. Cynicism about mainstream media was found to be higher among the users of portal-concentrated repertoire than those using the other three repertoires. Those who rely mainly on news portals for news (i.e. portal-concentrated) were less likely to participate in politics.

This study provides comprehensive insights into how audience perceptions of trust and cynicism toward mainstream news media shape news consumption patterns in today’s high-choice media environment. In particular, the findings of this study illuminate the function of news portals as a substitute platform for those who exhibit lower trust and higher cynicism toward mainstream news media.

Based on the job demands-resources theory, the objective of the current research is to investigate the influence of contextual (i.e. change information), as well as, personal (i.e. meaning-making) change resources on the perceived change uncertainty (PCU) and employee burnout (i.e. emotional exhaustion, cynicism, professional efficacy) relationship.

The paper examines (1) whether PCU is related to burnout, (2) the extent to which change information and meaning-making are directly associated with burnout and (3) whether change information and meaning-making moderate the relationship between PCU and employee burnout. The research data were collected (in three sequential phases) from 293 employees of a group of Luxury Hotels and Resorts located in Southern Greece that has undergone a major cultural change.

The research findings suggest that change information is related to exhaustion and cynicism, as well as, that meaning-making is directly related to all of the burnout components. Change information buffered the negative relationship between PCU and exhaustion and between PCU and cynicism. Meaning-making moderated the negative relationship between PCU and exhaustion.

The results support that leaders and managers will benefit significantly if they realize how important is to ensure that these change resources (i.e. change information and meaning-making) are in place during organizational changes and constantly evaluate the factors that can increase their employees’ well-being.

The originality of this study lies in the finding that change information moderated the negative relationship between PCU and exhaustion, as well as, PCU and cynicism; and that meaning-making moderated the negative relationship between PCU and exhaustion. Further, the study refers to the Greek tourism industry (9th in the word in terms of international tourist arrivals) which plays a pivotal role to the Greek economy. Finally, the research findings contribute to the uncertainty reduction theory, as well as, other related notions.

Drawing on mindfulness theory, this study attempts to gain insights into whether leader-mindfulness (LM) influences workplace cynicism (WPC) among non-family employees (NFEs) working in small and medium-sized private family firms. Furthermore, the study leverages the self-determination theory to examine if the above relationship is mediated by the belongingness of the NFEs to the organization and leader–member exchange quality (LMXQ).

A conceptual framework with a set of hypotheses is developed. Using cross-sectional survey data collected from 376 NFEs working in small and medium-sized private family firms in Oman, the hypotheses are tested using structural equation modeling that was analyzed through PLS-SEM.

The results indicate that LM influences WPC both directly and through the mediating effect of LMXQ. The findings also suggest that, while LM influences belongingness, and that belongingness also mediates the relationship between LM and LMXQ. However, belongingness does not mediate the relationship between LM and WPC, either by itself or serially.

The prevalence of WPC among NFEs in family firms hinders the ability of such organizations to retain talented employees that are outside the family circle. Hence, this study presents nuanced insights to those who manage such organizations, as it reveals that leading the family business mindfully can markedly reduce WPC among NFEs, particularly when LM enhances LMXQ.

The study makes four novel contributions. First, this appears to be the first study at the crossroads of the family business and organizational behavior literature to investigate the under-researched topic of WPC among NFEs in family firms. Second, the study provides insights into the relationship between LM and WPC by developing a conceptual framework that draws on mindfulness theory and self-determination theory. Third, it identifies the mediating role of LMXQ in the link between LM and WPC. Finally, it reveals that, although the belongingness of NFEs to their organization is influenced by LM, it does not automatically influence WPC.

To explore the Fundamental Attribution Error (FAE) bias as a potential impediment to organizational learning and to develop a conceptual model for practitioners and scholars to consider.

Our methodology includes a review and adoption of concepts from social cognition, organizational psychology, and learning theory to examine the role of FAE bias in organizational learning.

FAE bias is characterized by providing implicit support for fostering employee cynicism and resistance behaviors and facilitates ongoing cognitive cycles that hinder collaborative learning and knowledge sharing.

By understanding the role of FAE bias in organizational learning, leaders can develop strategies to mitigate the negative impact of FAE bias on organizational learning dynamics and enhance a social cycle that can improve the organization's learning culture.

This viewpoint highlights that FAE bias in the workplace can lead to a breakdown in how individuals process emotions (affect), actions (behavior) and thoughts (cognition) in social scenarios, exacerbating employee cynicism and resistance, which in turn undermines effective collaboration, communication and the overall social fabric essential for organizational learning.

This viewpoint presents a novel perspective by linking FAE bias directly to cognitive cycles that can impede organizational learning processes through cynicism and resistance behavior, which we propose should be proactively considered by organizations leveraging learning as a key management strategy.

Leaders’ capacity to execute innovative and inspiring activities significantly impacts whether educational institutions succeed or fail. This paper aims to explore the gap in how digital leadership (DL) affects employee cynicism (EMPC) and emotional intelligence (EI). In addition, the moderating impact of EI on the association between DL and EMPC is examined in this study.

The researchers have used a quantitative approach based on cross-sectional data technique. This study examines the effects of DL at Pakistani private universities. All the teaching faculty of Pakistan’s private higher educational institutes like universities were the population of the study. While using random sampling, data were gathered from teaching faculty members of such universities. Hence, 366 usable cases were found usable for final data analysis. This study performed the path analysis through the Analysis of Moment Structures in structural equation modeling (SEM).

Results confirmed that the positive impact of DL among teaching faculty in private universities in Pakistan depends on the EMPC and EI. Overall, the findings are according to the estimates. SEM evaluates that DL significantly correlates with EMPC and EI. On the contrary, EI also significantly impacts EMPC. Furthermore, findings describe that EI significantly mediates the relationship between DL and EMPC.

Based on the research findings, the current issues about how DL can enhance the EMPC and EI in the private educational sector are addressed. It has been explored that academic leaders must demonstrate the techniques that build up strong EI among the teaching faculty to maintain a positive EMPC. The study results offer policymakers and academic authorities significant guidance who embrace technology and will effectively lead their educational institute to acquire educational resources to enhance student engagement and learning. It has also been found that the institutes are significantly impacted by DL, by the behavior and attitude of employees, managers and representatives, eventually. The employees’ attitude is majorly known as one reason that affects their productivity. Hence, this study can be found beneficial in establishing a supportive environment and identifying the leaders’ EI, which can reduce the issues of EMPC.

The findings of the study indicate that private educational institutes need to focus on enhancing the EI of their teaching faculty and give importance to faculty members’ abilities to deal with the new digital techniques to improve their effectiveness in terms of teaching methodology and maintaining the teacher-student relationship. According to the researchers’ knowledge, very few studies have examined the connection between DL, EMPC and EI. However, the association between DL and EMPC is examined for the first time in a specific Asian context, namely in Pakistan, with the mediating effect of EI. Therefore, understanding the effects of cynicisms will be a valuable addition to existing literature.

Despite the extent of working from home (WFH) during the coronavirus disease 2019 (COVID-19) pandemic, research exploring its positive or negative effects is exceptionally scarce. Unlike the traditional positive view of WFH, the authors hypothesize that WFH during the COVID-19 pandemic has triggered work–life imbalance and work–family conflict (WFC) for employees. Furthermore, the authors suggest that work–life imbalance and WFC elicit burnout in employees.

Using a time-lagged design, the authors collected data in three waves during the peak of the first wave of the COVID-19 pandemic to test the authors' hypotheses.

Overall, the authors found good support for the proposed hypotheses. WFH had a significant positive relationship with burnout. WFH was negatively related to work–life balance (WLB) and positively related to WFC. Both WLB and WFC mediated the effects of WFH on burnout.

This is one of the earliest studies to explore the harmful effects of involuntary WFH and identify the channels through which these effects are transmitted. The practical implications can help managers deal with the adverse effects of WFH during and after the COVID-19 crisis.

The authors' results significantly contribute to the research on WFH and burnout and present important implications for practice and future research.