The Interaction between Organizational Cynicism and Psychological Contract Violation in terms of Strategic Human Resource Management

Abstract

Due to increasing competitive agility, changing customer preferences, transforming nature of workforce and anxieties associated with service quality in hotel enterprises, the relationship between organizational cynicism as a new paradigm of employee–employer relations and psychological contract violation should be examined in terms of various dimensions. The purpose of this study is to elaborate the interaction between organizational cynicism and psychological contract violation in terms of strategic human resource management. The findings of the research indicate that psychological contract violation increases organizational cynicism. The results prove that the managers when compared to non-managers exhibit less cynical behavior. In contrast to previous studies, it has been stated that the employees receiving training in tourism and hotel management have shown more cynical behavior than the ones not receiving training in the same field. Nevertheless, it has been determined that the employees at the level of elementary education have demonstrated more cynical behavior considering the ones who are educated at the level of vocational high school. Moreover, it is observed that when the age of the employee is low, there is an increase in cynical behavior. On the other hand, it is shown that organizational tenure increases, if there is a decrease of cynical behavior. Finally, the implications for middle managers and employees in hotels and the alternative fields for future research are discussed in the light of research findings.