Moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism

Organizational cynicism is viewed as a general or specific attitude that is characterized by frustration, anger and also a tendency to distrust individuals, groups and organizations. It is not only detrimental to employees but also to organizations. Hence, this study emphasized on the factors that i...

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Main Author:	Sarah, Shaharruddin
Format:	Thesis
Language:	eng eng
Published:	2017
Subjects:	HD58.7 Organizational Behavior.
Online Access:	https://etd.uum.edu.my/7314/1/s94257_01.pdf https://etd.uum.edu.my/7314/2/s94257_02.pdf
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id	my-uum-etd.7314
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Ahmad, Fais
topic	HD58.7 Organizational Behavior.
spellingShingle	HD58.7 Organizational Behavior. Sarah, Shaharruddin Moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism
description	Organizational cynicism is viewed as a general or specific attitude that is characterized by frustration, anger and also a tendency to distrust individuals, groups and organizations. It is not only detrimental to employees but also to organizations. Hence, this study emphasized on the factors that influence organizational cynicism. Specifically, the objectives of the study were to investigate the level of organizational cynicism among the respondents, to examine the relationship between organizational justice, job autonomy and organizational cynicism, and to analyse the moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism. This study utilized the survey method, through the distribution of questionnaires to a sample of 504 Immigration Officers from the Security and Defence Unit of the Immigration Department of Malaysia (IDM). Statistical techniques such as factor analysis, reliability test, correlation test, multiple regression and hierarchical regression analyses were employed in analysing the data. The multiple regression analysis indicated that organizational justice and job autonomy were significantly and negatively related to organizational cynicism. As for the moderating test of organizational culture, the study revealed that bureaucratic culture has a significant moderating effect on job autonomy and organizational cynicism. Meanwhile, innovative culture significantly moderated the relationship between interactional justice, job autonomy and organizational cynicism. This finding depicted that the interaction effects of bureaucratic culture and innovative culture are partially supported. On the other hand, the result showed no interaction effect on supportive culture. The implications, limitations and direction for the future study are also discussed.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Sarah, Shaharruddin
author_facet	Sarah, Shaharruddin
author_sort	Sarah, Shaharruddin
title	Moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism
title_short	Moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism
title_full	Moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism
title_fullStr	Moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism
title_full_unstemmed	Moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism
title_sort	moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2017
url	https://etd.uum.edu.my/7314/1/s94257_01.pdf https://etd.uum.edu.my/7314/2/s94257_02.pdf
_version_	1747828195157082112
spelling	my-uum-etd.73142021-08-18T06:49:46Z Moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism 2017 Sarah, Shaharruddin Ahmad, Fais School of Business Management School of Business Management HD58.7 Organizational Behavior. Organizational cynicism is viewed as a general or specific attitude that is characterized by frustration, anger and also a tendency to distrust individuals, groups and organizations. It is not only detrimental to employees but also to organizations. Hence, this study emphasized on the factors that influence organizational cynicism. Specifically, the objectives of the study were to investigate the level of organizational cynicism among the respondents, to examine the relationship between organizational justice, job autonomy and organizational cynicism, and to analyse the moderating effect of organizational culture on the relationship between organizational justice, job autonomy and organizational cynicism. This study utilized the survey method, through the distribution of questionnaires to a sample of 504 Immigration Officers from the Security and Defence Unit of the Immigration Department of Malaysia (IDM). Statistical techniques such as factor analysis, reliability test, correlation test, multiple regression and hierarchical regression analyses were employed in analysing the data. The multiple regression analysis indicated that organizational justice and job autonomy were significantly and negatively related to organizational cynicism. As for the moderating test of organizational culture, the study revealed that bureaucratic culture has a significant moderating effect on job autonomy and organizational cynicism. Meanwhile, innovative culture significantly moderated the relationship between interactional justice, job autonomy and organizational cynicism. This finding depicted that the interaction effects of bureaucratic culture and innovative culture are partially supported. On the other hand, the result showed no interaction effect on supportive culture. The implications, limitations and direction for the future study are also discussed. 2017 Thesis https://etd.uum.edu.my/7314/ https://etd.uum.edu.my/7314/1/s94257_01.pdf text eng public https://etd.uum.edu.my/7314/2/s94257_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Ababaneh, R. I. (2010). The role of organizational culture on practising quality improvement in Jordanian public hospitals. Leadership in Health Services, 23(3), 244-259. 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