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The purpose of this paper is to examine the impact of trust, cynicism and efficacy on young peoples' (non)voting behaviour during the 2005 British general election.

Survey data were gathered from 1,134 interviewer‐administered questionnaires with young first‐time voters during the three‐week period following the British general election in May 2005. Validated attitudes statements were used to measure their levels of trust, cynicism and efficacy.

The research shows that young people are generally distrusting of and very cynical about politicians and the Prime Minister (Tony Blair) Thus, in part, the data support the existing evidence that cynicism contributes to feelings of political alienation. However, the paper's findings also indicate that while young people can be highly distrusting and cynical, they can also be interested in the election and vote.

Current, negative evaluations of young people and electoral politics need to be reviewed. While, it cannot be denied that this age group are highly cynical, and their electoral participation is in decline, for some, this cynicism, when combined with personal efficacy, can act as a positive force to stimulate “monitorial” interaction with election offerings. Consequently, further research is needed to understand young peoples' perceptions of democracy and electoral politics, how their personal efficacy can be increased and what feeds their cynicism.

This paper offers a contemporary understanding of young people as an interested and critical citizenry and raises a number of important questions that set a new agenda for political marketers researching youth electoral engagement in the future.

The purpose of the paper is to examine the impact of Machiavellian leadership and organisational cynicism on the emotional exhaustion of employees.

Survey data were collected from 463 employees of Slovenian municipalities. Surveys were used to collect Machiavellianism, organisational cynicism and emotional exhaustion data. Hypotheses were verified by means of three methods: the contingency table, χ² test and Pearson coefficient.

Machiavellian leadership has an impact both on the presence of emotional exhaustion and organisational cynicism. According to the results, both Machiavellianism and organisational cynicism have a direct linear impact on the increase of emotional exhaustion.

The findings of the research were formulated on the basis of a survey conducted according to a self-assessment online survey.

Even though the concept of Machiavellianism was developed 500 years ago, the existing literature suggests that it continues to be relevant in modern times, most frequently in terms of examining the way leaders establish their power and adopt (un)ethical leadership practices and the implications their behaviour has on their direct working environment. Only select authors have examined Machiavellianism in correlation with organisational cynicism and emotional exhaustion, with an emphasis on the public sector. Due to a lack of research conducted on the subject, the main research challenge was to establish actual correlations between the three factors above.

The purpose of this paper is to use Klinger's theory of negotiated order to examine whether district crime and deviance levels exert influence on levels of police cynicism towards district residents. A secondary purpose is to discuss the policy implications for the proposed relationship between district crime and police cynicism.

Interviews from the Project on Policing Neighborhood (POPN) and patrol district crime data were used to study whether crime and deviance levels exert influence on police cynicism of district residents (n=574). It was hypothesized that officers would be more cynical of citizens in districts with higher rates of violent crime compared with their colleagues assigned to districts with lower rates of violent crime.

The results of OLS regression analyses indicate that district violent crime rate was related to police cynicism and in the direction hypothesized, controlling for both individual and occupational covariates. Officers with more experience were also found to have lower levels of cynicism.

Items used to construct the measure of police cynicism were adapted from the POPN survey data set which asked general questions about officer perceptions of district residents. Further research and better measures are necessary in order to examine the determinants of police cynicism with implications for explaining behavior. Findings from the study might be used by policymakers in terms of police assignment and deployment to high crime areas.

This is the first empirical attempt at examining Klinger's theory of social ecology. The study incorporates a policy argument based on the theoretical precepts and the results from the data analysis.

This study examines the effect of personality traits on organizational cynicism (OC). It explores, also, OC's predictive power on Employee Performance (EP) in Pakistan.

This is a quantitative study in which the authors employed a survey questionnaire to collect cross-sectional data from the academic leaders of Pakistan's Higher Education Institutes (HEIs). The authors utilized 325 usable cases to arrive at this study's findings.

The Structural Equation Model (SEM) analysis shows a positive and significant effect of agreeableness, extraversion, Emotional Stability (ES), conscientiousness and openness to experience on Cognitive Cynicism (CC), Affective Cynicism (AC) and Behavioural Cynicism (BC). Moreover, CC, AC and BC have proven to be negative and insignificant predictors of EP.

This study's findings offer additional insights to understanding the direct connection between personality traits, OC and EP. Therefore, the findings support the development of effective policies and organizational setups to manage OC through personality traits. The findings assist, also, in understanding OC and its adverse effects on EP. Finally, the findings further add to the depth of the literature through empirical confirmation by academic leaders.

This study's findings offer the original contribution of personality traits, OC and EP among HEIs' academic leaders in a developing country.

With the spread of COVID-19, governments have initiated lockdown procedures and forced organizations to switch to remote working. Employees working remotely in isolated and confined situations are experiencing great stress and uncertainty. This study aims to investigate how remote workers perform during lockdowns.

Drawing on social information processing theory, this study developed and tested hypotheses linking professional isolation, cynicism and task performance. This study was comprised of 497 remote workers in the financial industry in China.

The findings revealed that professional isolation is positively related to cynicism, and cynicism is negatively related to task performance. Cynicism mediates the relationship between professional isolation and task performance. The results indicated that psychological hardiness moderated the mediation effect of professional isolation on task performance through cynicism.

This research offers implications for managers and practitioners on reducing employees' feeling of isolation through effective communication, collaboration and support via online platforms and preventing and reducing cynicism by introducing clear organizational policy and practice to balance job demands and job resources. Meanwhile, managers can develop commitment, control and challenge components of employees' psychological hardiness to enhance job performance.

This study extends the remote working literature in a crisis situation and fills the gap in the cynicism literature by understanding the role played by cynicism for remote workers. The current study also adds to the literature by highlighting the importance of psychological hardiness for remote workers during the pandemic.

The purpose of this paper is to present the results of the first research on prevalence, nature and correlates of the police cynicism in Serbia, with particular attention to the associations of cynicism with job satisfaction.

Data were collected using a paper-based survey, and obtained from 472 police officers from five police departments across the country. For the purpose of measuring of organizational and work aspects of police cynicism a new developed 24 five-level Likert-type items scale was used.

The results show that cynicism is normally distributed. No statistically significant gender, education or police rank differences were identified, and the length of service does not appear to influence cynical attitudes significantly. Cynicism scores statistically significantly varied across police departments and predicted job dissatisfaction. The underlying four-factor structure of police cynicism was identified. The factors include: general organizational cynicism; cynicism toward police hierarchy/superiors; cynicism toward public/citizen cooperation; and cynicism toward modernization of policing in the crime control field.

The generalizability of the sample is limited, giving that participants come from only five out of a total of 27 police departments in the country, while the female police officers and officers with education higher than high school were somewhat overrepresented.

This research provides some more evidence on the nature and determinants of police cynicism that might inspire future research in this important but under-researched area. It implies that the need to explore more deeply relations between police cynicism and stress, burnout and particularly contextual and departmental factors that might be influential to police cynicism. It might also incite future research on the internal structure of police cynicism.

The current work explores the relationship between workplace ostracism, emotional intelligence (EI) and organizational change cynicism. This paper also aims to examine how dimensions of EI moderate the relationship between workplace ostracism and organizational change cynicism.

This study intends to examine the contribution of independent variable as well as moderating variable towards the outcome. Therefore, Pearson product–moment correlation and moderated regression analyses have been carried out to verify the hypotheses. To validate the tools upon the employees of India, authors have carried out measurement model analyses through AMOS and checked their composite reliability, convergent validity (average variance extraction [AVE]) and discriminant validity (square root of AVE). This study followed a simple random sampling technique with 276 employees (Male: N = 150, Mage = 34.34, female: N = 126, Mage = 31.57) from three manufacturing units of Odisha, an Eastern part of India.

Results showed that workplace ostracism was positively related to organizational change cynicism. However, only two dimensions of EI, namely, appraisal and regulation of self-emotion (ARSE) and other’s emotional appraisal were negatively related to organizational change cynicism. Moderated regression analysis indicates that positive relationship between workplace ostracism and organizational change cynicism is stronger for employees with low ARSE and other emotional appraisals than those with higher scores.

The researchers conclude this paper with inputs for developing a suitable training module on EI, specifically focusing on various emotional management skills.

To the best of the authors’ knowledge, this study is first of its kind on workplace ostracism and organizational change cynicism among Indian employees in the manufacturing sector. This study also examines the moderating role of EI on workplace ostracism and organizational change cynicism, which has been somehow inadequate in the present epoch.

Drawing on the social exchange theory and the stressor-strain framework, the purpose of this paper is to examine the relationship between leaders’ narcissism and employee’s organizational cynicism. Specifically, the authors take a relational approach by introducing employee’s psychological strain as the mediator. The moderating role of psychological capital in the relationship between leaders’ narcissism and employee’s cynicism is also considered.

The data of this study encompass 1,215 certified nurses from 15 university hospitals in Turkey. Hierarchical multiple regression analysis was conducted to test the proposed model.

The statistical results of this study supported the positive effect of leaders’ narcissism on employee’s cynicism as well as the mediating effect of employee’s psychological strain. Moreover, when the level of psychological capital is high, the relationship between leaders’ narcissism and organizational cynicism is weak, whereas the effect is strong when the level of psychological capital is low.

The findings of this study suggest that managers in the healthcare industry should be sensitive in treating their subordinates, as it will lead to positive interpersonal relationship, which, in turn, will reduce employee cynicism. Moreover, managers should pay more attention to the buffering role of psychological capital for those employees with high psychological strain and showing organizational cynicism.

As the healthcare sector continues to go through a transformational change, it is important to identify organizational factors that affect employee attitudes. There is limited empirical evidence about the determinants of cynicism, particularly in the healthcare sector environment. This study contributes to the literature on organizational cynicism by revealing the relational mechanism between leaders’ narcissism and employee cynicism. The paper also offers a practical assistance to employees in the healthcare management and their leaders interested in building trust, increasing leader-employee relationship and reducing organizational cynicism.

The purpose of this paper is to offer a new perspective on resistance and anti‐consumption literature by relating it to consumer cynicism.

The paper proceeds to a conceptual deconstruction of consumer cynicism by comparing the contemporary meaning of the term with the original signification of cynicism, contrasting the psychological approach with the philosophical one. This perspective sheds light on disparate forms of consumer cynicism found in previous research.

Four different figures of consumption related to cynicism were distinguished in this paper. Defensive cynicism and offensive cynicism are psychological tools used to neutralize persuasion attempts or divert marketing techniques. Subversive cynicism and ethical cynicism, which are reminiscences of cynicism in Ancient Greece, challenge the consumerist ideology and even propose an alternative ethics.

Prior research on consumer cynicism has focused on the defensive psychological dimension of the concept, limiting it to a coping device for deceived consumers. Three other facets have been explored in this paper and provide a broader framework that can account for the disparate manifestations observed in the resistance and anti‐consumption literature. This new conceptualization of consumer cynicism could also explain why consumers' disappointment with private consumption does not always lead to public involvement.

Previous studies support the notion that corporate social responsibility (CSR) initiatives can have a positive effect on customers in the hospitality and tourism industry. However, most of these studies have ignored response biases and none have incorporated them into their analyses numerically. This study aims at closing this research gap.

The authors utilized a hybrid choice model to test for the hypothesized effects of social desirability (SD) and cynicism biases on reported purchase intention. The authors further compared the results with those of analyses that ignore these biases to demonstrate their distorting influence.

The results indicate that SD and cynicism biases have a moderating effect on reported purchase intention. Older generations and frequent travelers seem particularly prone to bias, and the biases have a distorting effect on the overall survey results.

Traditional analyses that exclude biases, incorrectly, suggest several aspects of CSR that are significant (or insignificant) to purchase intention, provide unreliable results. The authors did not generalize bias-prone respondent segments but urge future research to investigate this.

Hotel managers aspiring to gain competitive advantage through CSR investment must consider biases in their market research. Otherwise, they risk developing CSR initiatives that do not instigate positive customer behaviors, leading to the failure of the investment.

The authors quantified SD and cynicism as significant causes of response bias, which distorts survey results. Previous studies have conceptualized SD without quantifying its impact, while cynicism has been identified as a novel source of bias in the industry. This study further introduces hybrid choice modeling as a novel approach to address response bias that could extend itself beyond the industry studied here.