Work Factors and Teacher Satisfaction: The Mediating Effect of Cynicism toward Educational Change (original) (raw)
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This study investigates teachers" cynicism toward educational change and their job satisfaction on the implementation of the Malaysia Education Blueprint 2013-2025, a major education transformation effort in Malaysia. Data were collected from 628 practicing teachers, selected through cluster sampling from an education district in Malaysia. Two well established instruments were used, the Job In General (JIG) scale to measure satisfaction, and the Cynicism About Organisational Change (CAOC) scale to measure pessimism about change being successful and attribution of likely failure of change on people responsible for change. The prevalence of teachers" cynicism toward the blueprint is examined with descriptive analysis, and hierarchical regression is used to determine the relationships and contribution of cynicism toward teachers" satisfaction. Findings are discussed with implications that may contribute toward successful educational change.
Relationship between Organizational Change Cynicism and Some Variables in Turkish Public Schools
The present paper aims to determine the effects of the variable, the organizational change cynicism, on job satisfaction, intention of quitting and alienation variables. The research has been set up in correlational model. Via convenience sampling technique, 715 teachers selected from 15 schools in Kocaeli were the sample of the research. " Organizational Change Cynicism Scale " , " Job Satisfaction Scale " , " Quitting Scale " and " Alienation Scale " used as data collection tools. Correlation and regression analyses implemented to test the hypotheses and the method of the research. It was found out that the perception of organizational change cynicism is related to job satisfaction, intention of quitting job and alienation variables; and the study concluded that the variable of organizational change cynicism is a variable that predicts those other variables such as job satisfaction, the intention of quitting job and alienation.
Examining the organizational cynicism among teachers at schools: A mixed methods study
Educational Research and Reviews, 2016
The purpose of this study is to examine the organizational cynicism among teachers at schools. In this study, which was conducted by a mixed method, “the Organizational Cynicism Scale for Teachers” was used in the quantitative dimension, while a semi-structured interviewing technique was used in the qualitative dimension. The quantitative part of this research population consists of 348 teachers who worked in public schools on the Anatolian side of Istanbul in 2014 to 2015 academic year. In the qualitative part of this research, 30 teachers were interviewed concerning factors that affect teachers in terms of interaction, process and assignment of duties in the organizational sense. In the analysis of quantitative data, descriptive statistical techniques were used, while qualitative data was worked out by content analysis. According to the results obtained in the quantitative dimension of the research, it was seen that the organizational cynicism level of teachers was at low and medium level. It was determined that this result was also supported by the findings obtained by means of qualitative analysis.
Causes of Organizational Cynicism and its Consequence on Teaching Staff in Malaysia
Cynicism reveals itself as a new pattern in employer and employee relations. Now academicians are realising the effect that cynicism can have on organizations. This phenomenon has widespread in various kinds of organizations. This study considering a systematized view in which organizational cynicism measured as a negative behaviour, mainly in the educational sector. Current study aimed to endeavours to analyse the mediator role of organizational cynicism on the relationship among workplace incivility, psychological contract violation, with the outcome of organisational citizenship behaviour among teaching staff of the public secondary schools of Malaysia. The current study emphasises the value of working environment and personal characteristics of employees in determining organisational cynicism and will suggest the causes and consequences of cynicism.
Organizational Cynicism Levels of Teachers in Secondary Schools in Turkey
This study aimed to determine the organizational cynicism levels of teachers working in public and private secondary schools in Turkey in terms of various variables. In this descriptive study based general survey model, data were collected by the Organizational Cynicism Scale (OCS). The sample of this study was determined by using "cluster sampling" method and it included a total of 262 teachers; 182 teachers for public secondary schools and 80 teachers for private secondary schools in Diyarbakir. Data were analyzed using descriptive statistics, t-test, One-Way Variance Analysis (ANOVA) and Kruskal-Wallis test. The findings of the study revealed that the overall level of organizational cynicism for teachers was found at 'Somewhat Agree' level. In addition, school type, gender, seniority and level of education were found as sources of significant differences. Teachers in public secondary schools and male teachers have higher means than their counterparts. Cynicism levels increase as the years pass and tend to decrease especially after a seniority of 15 years. Based on these findings, in-service training sessions to reduce possible causes for organizational cynicism can be organized for school administrators and teachers in public and private schools.
This research accomplishes its aim to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach: This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in IBM SPSS Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression (MMR). The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees’ withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant. Practical implications: The Government of Pakistan (GOP), the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision-making and by building trust in change leaders. Employees’ participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, whilst job insecurity can decrease the job satisfaction levels of employees. This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.
International Journal of Academic Research in Progressive Education and Development, 2017
The purpose of the study was twofold: a) to examine the causal relationship of teacher change beliefs (TCB) and teacher attitudes toward change (TATC); b) to investigate the moderating effects of Principal Change Leadership Competencies (PCLC), gender, age, year of experience, and school location on the above relationship. A total of 936 teachers from 47 High Performing Secondary School in Malaysia completed the survey. Structural Equation Modelling (SEM) was applied to test the models whereas multi-group comparison method in SEM was conducted to examine the moderating effects. The result demonstrated that TCB was significantly related to TATC (.89). This implied that TCB shapes TATC and provides the foundation for adoptive or resistance behaviours in school change. The findings also showed that PCLC facilitated significantly the causal relationship between TCB and TATC. Hence, school principals need to equip themselves with PCLC so to enhance positive TCB and TATC to advance change goals. However, it was found that the moderating effects of demographic factors such as gender, age, year of experience and school location were not significant moderating variables. The study offers relevant parties a lens through which they could better understand, prepare for, or enhance teacher capacity for change.
Educational Process: International Journal, 2016
The purpose of this study is to explore the relationships between occupational professionalism and organizational cynicism levels of teachers. The sample of this study, designed as a survey research, consists of 436 teachers employed in schools in the city center of the province of Denizli, Turkey. The data of the study were collected through the administration of Teachers' Occupational Professionalism Scale and Organizational Cynicism Scale to the sample group. In data analysis, descriptive statistics, t-test, ANOVA and regression analyses were conducted. The results of the study indicate that occupational professionalism of teachers was high and their organizational cynicism was close to medium level. Low and negative relations were found between occupational professionalism of teachers and their cognitive and affective cynicism levels. According to regression analysis, only contribution to organization as one of the four sub-dimensions of occupational professionalism was a significant predictor of cognitive and affective cynicism of teachers. Occupational professionalism of teachers was not observed to be significantly influential on the behavioral cynicism of teachers. All four dimensions of occupational professionalism of teachers together explained 4.3% of cognitive cynicism of teachers and 5% of their affective cynicism.
Change-Specific Cynicism among Academia in Malaysian Polytechnics
Pendidikan Politeknik & Kolej Komuniti Journal of Social Sciences and Humanities, 2019
Workers' cynicism towards organizational change or known as change-specific cynicism refers to the tendency of workers to be cynical about any changes introduced by their respective organisations. Specific change in the organization of this study focuses on the changes of system in Malaysian Polytechnic regarding the corporatization of the organization. This survey-based quantitative study examines the level of informational, organizational and social support factors in association with the academia's change-specific cynicism towards their organisational change. 263 sets of questionnaires were analysed in this study. The descriptive analysis showed the moderate level for change-specific cynicism among academia and all three main factors associated with change-specific cynicism. Despite the moderate level for independent variables, the results showed that social support was the highest level, followed by organizational relation and information. This indicates that the formation of a framework based on a study of Social Information Processing Theory found the meaningful impact on the findings. Theoretical and practical implications of the study as well as suggestions for future research are discussed.