The impact of perceived work overload on organizational cynicism and its relationship with demographic variables in sports enterprises

This study examined the impact of perceived work overload on organizational cynicism of employees that are employed by sports enterprises. In addition to the exploration of the relationship between perceived work overload and organizational cynicism, the impacts on cognitive, affective, as well as behavioral cynicism was also assessed. The correlational analysis was performed for examining the relationships between the perceived work overload and both organizational cynicism as well as its subdimensions. To analyze the differences in terms of demographic variables with regard to organizational cynicism, we applied the methods of independent samples t-test and one-way ANOVA. Organizational cynicism and all its sub-dimensions were significantly and positively predicted by perceived work overload. Among the sub-dimensions, behavioral cynicism showed the strongest association, followed by affective and cognitive cynicism. No significant differences were found in perceived work overload or organizational cynicism by gender or marital status. However, significant differences in organizational cynicism were identified across age, education level, organizational tenure, and professional experience groups. Therefore, the study recommends considering perceived work overload as an important factor in managing organizational cynicism in sports enterprises and in future academic research.