Educational Leadership Research

Abstract Organizational silence is a critical issue in educational environments, as it can hinder effective communication and impede institutional development. This study aimed to examine the impact of organizational cynicism on teachers’ organizational silence, with the mediating role of job plateauing. The research followed a descriptive-correlational design using structural equation modeling (SEM). The statistical population consisted of all middle and high school teachers in Salas Babajani County. Based on Krejcie and Morgan’s table, a sample of 200 teachers was selected through stratified random sampling. Data were collected using the Job Plateauing Questionnaire by Allen et al. (2004), the Organizational Cynicism Scale by Dean et al. (1998), and the Organizational Silence Questionnaire by Dyne et al. (2003). The content and face validity of the instruments were confirmed by experts, and their reliability was assessed using Cronbach’s alpha. The results showed that organizational cynicism has a direct effect on organizational silence. Additionally, job plateauing significantly affects both organizational silence and organizational cynicism. Moreover, organizational cynicism indirectly influences organizational silence through job plateauing. These findings suggest that teachers' organizational cynicism not only directly contributes to organizational silence but also intensifies it through the experience of job plateauing. In light of these results, it is recommended that educational administrators work to mitigate factors contributing to organizational cynicism and job plateauing in order to reduce organizational silence among teachers.

Abstract The purpose of present study was investigating psychometric properties of the Organizational Cynicism Questionnaire. The statistical population of this study included all staff of Universities affiliated with the Ministry of Science at four levels of international, national, regional and local levels of performance across the country. The research data were collected from 430 staff members who were selected by multi-stage cluster sampling method using Organizational Cynicism Questionnaire. The results of the validation of the method showed that the internal consistency and stability reliability of the Organizational Cynicism Questionnaire by using Cronbach's alpha was 0/93 and by test-retest method was 0/95. Evaluate the content validity, discriminant, and construct of Organizational Cynicism Questionnaire confirms the validity of the questionnaire. Exploratory and confirmatory factor analyses as the main form revealed three correlated but separable dimensions that were "emotional cynicism","cognitive cynicism", and "behavioural cynicism". The results of this study showed that the Organizational Cynicism Questionnaire (OCQ) is a reliable and valid tool for measuring and screening the Organizational Cynicism of academic staff.

Abstract The purpose of this study was to investigate the impact of organizational cynicism on deviant behaviors in the workplace through organizational silence and destructive leadership. The purpose of this study was applied and descriptive correlational in terms of data collection. The statistical population of this study consisted of 1000 employees of Islamic Azad University, Isfahan, Iran. The sample consisted of 287 individuals selected through Cochran sampling formula by proportional stratified sampling method. (And standard deviant behaviors questionnaire at workplace (Bennett & Robinson (2000)) and the Vakula & Brados Organizational Silence Questionnaire (2005) and Golparvar's malicious leadership standard questionnaire (2014). Experts, a formality based on the views of a number of statistical population and constructs were evaluated by factor analysis method and after validity of the necessary terms were confirmed. On the other hand, the reliability of the questionnaires with Cronbach's alpha method were (0.88), (0.85), (0.89), respectively were estimated. Data were analyzed at the inferential level including structural equation modeling. The results showed that organizational cynicism has a positive and significant effect on deviant behaviors in the workplace through organizational silence, which has a coefficient of 0.55, and through destructive leadership, it has a positive and significant effect on deviant behaviors in the workplace. It is 0.44 and also organizational cynicism has a positive and significant effect on deviant behaviors in the workplace which has a coefficient of 0.88.

Abstract The purpose of this study is to investigate the impact of organizational bullying on organizational cynicism through organizational silence and impression management. The purpose of the present study is to determine the purpose of the study and to collect the descriptive correlational data. The statistical population of this study consisted of 1000 employees of Islamic Azad University of Tehran South Branch. 287 individuals were selected through proportional stratified sampling method by Cochran sampling formula. (1998) and the standard questionnaire of organizational bullying (Illinois) (2001) and the organizational silence questionnaire of Vakula and Brados (2005) and Bolino & Tranley (1999) impression management questionnaire. Formal based on the view of a number of statistical societies and structures by analytical method Factor analysis was performed and validity was confirmed after the necessary terms. On the other hand, the reliability of the questionnaires by Cronbach's alpha method were (0.88), (0.89), (0.89) and (88.8), respectively. 0) Estimated. Data were analyzed at the inferential level including structural equation modeling. The results showed that organizational bullying through organizational silence had a positive and significant effect on organizational skepticism, which had a coefficient of 0.44 and a positive and significant effect on organizational cynicism through perception management, which had a coefficient of 0.33. Organizational bullying has a positive and significant effect on organizational cynicism with a coefficient of 0.50.

Abstract Organizations always expected that their employees and members execute duties and responsibilities correctly and stay away from harmful behavior for organizations which results in mar to employees and customers. Therefore, it is expected to reduce the employees’ political behaviors increasing citizenship behavior and organizational performance. The present study aims to investigate the organizational cynicism on workplace deviant behavior through citizenship behavior and perception of perception of perception of organizational politics. This study is an applied research in terms of its objectives, its causal-effect in terms of research nature and approach, its descriptive survey in terms of data collection and it's a quantitative in terms of data type. The study statistical population consists of all Lorestan university personnel in which the sample size was estimated 201 people. Four hypotheses in this research were testing by factor analysis and structural equation modeling techniques. Based on the results, it can be said that organizational cynicism has a positive and significant effect on deviant behavior; citizenship behavior cannot play a negative and significant mediating role in effecting of organizational cynicism on employees deviant behavior; perception of organizational politics has a positive and significant mediating role in effecting of organizational cynicism on deviant behavior; citizenship behavior has a negative and significant mediating role in effecting of organizational politics on deviant behavior.