Does Organization Cynicism Predict The Effect Of Horizontal Violence On Organization Citizenship Behavior? An Evaluation Of Mediation Model

Abstract

This study examines the effect of horizontal violence on organizational citizenship behavior (OCB), while considering the linking role of organizational cynicism. The theoretical underpinning of the study is grounded in several prominent frameworks, including “Social Exchange Theory, Affective Events Theory, and Attitude Theory”. Employing a cross-sectional survey design, data were collected from female flight attendants working in the airline industry of Pakistan. A total of 400 questionnaires were distributed using a stratified sampling technique. The findings reveal that horizontal violence has a significant positive effect on organizational cynicism. Furthermore, organizational cynicism demonstrates a negative association with organizational citizenship behavior. The results also indicate that victims of horizontal violence are less likely to engage in organizational citizenship behavior when they experience heightened levels of organizational cynicism. Overall, the study identifies organizational cynicism as a critical mechanism underlying adverse employee behavioral outcomes. This research contributes to the organizational behavior literature by proposing a conceptual model that explains the behavioral consequences of cynicism and provides valuable practical implications for both academics and organizational practitioners.