Organizational support and the quality of subordinate-supervisor relationships play a critical role in shaping employees’ perceptions of their workplace. Positive interactions, characterized by mutual support, recognition, and fair rewards, can reduce negative feelings such as mistrust, anger, and cynicism among employees. Supervisors provide guidance, resources, and incentives, while subordinates contribute their expertise, loyalty, and effort, creating a reciprocal relationship that strengthens organizational functioning. This study examines the impact of cognitive cynicism on employee commitment within the food, beverage, and tobacco sector in Rivers State, Nigeria. Drawing on the distinction between affective, continuance, and normative commitment, the research highlights that employees with affective commitment—those who genuinely desire to belong—are less prone to cynicism and more likely to engage positively with organizational objectives. Conversely, employees whose commitment is primarily continuance-based—driven by necessity or lack of alternatives—exhibit higher levels of cynicism, which may undermine workplace engagement and reduce overall commitment. By analyzing the interplay between cognitive cynicism and commitment types, the study provides insights into how organizational support mechanisms and effective supervisor-subordinate relationships can mitigate negative attitudes, enhance employee dedication, and promote sustainable organizational performance. The findings emphasize the importance of fostering a supportive work environment, recognizing employee contributions, and aligning reward systems with intrinsic and extrinsic motivational factors to reduce cynicism and strengthen commitment.
Emenike et al. (2025) studied this question.