Nihilism, the belief that nothing inherently matters, has gained prominence in popular culture. This study examines two subsets of nihilism: existential nihilism, which posits that life and the universe lack meaning, and individual nihilism, which suggests that one’s personal life holds no significance even if meaning exists elsewhere. The present study explored the relationship between these nihilistic beliefs and workplace variables, including job apathy and job satisfaction using a convenience sample of 58 adults in the work force. Four established scales were employed: the Existential Nihilism Scale (ENS), the Purpose in Life Scale (PILS, reverse-coded to measure individual nihilism), the Job Apathy Scale (JPS), and the Generic Job Satisfaction Scale (GJS). Point-Biserial correlations revealed significant negative relationships between age, income, and education with individual nihilism (PILS: r = -0.341, p = .009) and job apathy (JPS: r = -0.325, p = .013), while sex and hours worked showed no significant correlations. Participants aged 26–29 reported the highest levels of existential nihilism (M = 21.22, SD = 10.20) and individual nihilism (M = 29.48, SD = 10.76), whereas those in their 50s reported the lowest levels for both constructs. Pearson correlation analysis revealed a strong positive relationship between existential nihilism (ENS) and individual nihilism (PILS: r = 0.828, p = .001). Both forms of nihilism were positively correlated with job apathy (ENS: r = 0.509, p = .001; PILS: r = 0.629, p = .001). Regression analysis demonstrated that existential and individual nihilism together accounted for 37% of the variance in job apathy. When analyzed split, individual nihilism (PILS) explained 39% of the variance while existential nihilism (ENS) explained 25%. Notably, when both predictors were included in the model, individual nihilism remained significant, while existential nihilism did not, suggesting that individual nihilism is a stronger predictor of job apathy. These findings highlight the psychological impact of nihilistic beliefs on workplace attitudes, with individual nihilism emerging as a critical factor in predicting job apathy. Study findings may support retention efforts and hallmark the importance of intrapersonal factors in the workplace. A non-diverse sample of participants and lack of research support the inverted use of the PILS are the studies chief limitations. Future research may seek to examine the influence of media on nihilistic beliefs and the impact these values have on workplace culture and productivity.
Tokar et al. (Fri,) studied this question.