This study investigates the effect of organizational cynicism on employee performance in tertiary health sector institutions in Nigeria. Specifically, it examines the influence of cognitive, affective, and behavioral dimensions of cynicism on employees' task performance. The research adopts a quantitative approach using a cross-sectional survey design, which enables the collection of primary data from employees at a single point in time. The study population comprises 1,200 employees across tertiary health institutions, including academic staff, administrative personnel, and healthcare professionals. A stratified random sampling technique was used to select 300 respondents, ensuring proportional representation across departments and job roles. Data were collected using a structured questionnaire adapted from validated scales in organizational behavior literature. The instrument measured organizational cynicism across its three dimensions cognitive, affective, and behavioral as well as employee task performance, including productivity, quality of work, and goal attainment. Responses were recorded on a five-point Likert scale, and reliability was confirmed through a pilot study with Cronbach's alpha values exceeding 0.80 for all constructs. The study employed multiple regression analysis to examine the relationships between organizational cynicism and employee performance. The results revealed that cognitive cynicism (β = -0.254, p < 0.05), affective cynicism (β = -0.198, p < 0.05), and behavioral cynicism (β = -0.211, p < 0.05) all negatively and significantly influence task performance. Collectively, these dimensions explained approximately 46.7% of the variance in employee performance (Adjusted R² = 0.455, F = 37.84, p < 0.05). The findings suggest that employees' negative beliefs, emotional detachment, and cynical behaviors toward their institutions substantially reduce task performance. The study concludes that organizational cynicism is a significant predictor of employee effectiveness, emphasizing the need for management interventions aimed at fostering trust, engagement, and positive organizational culture. The research contributes to the understanding of how cynicism impacts employee outcomes in the health sector and provides actionable insights for policy formulation and organizational development strategies in Nigerian tertiary health institutions.
Efenji et al. (Thu,) studied this question.