Perceived Organizational Support and Organizational Cynicism: Evidence from Private Sector Employees in Kathmandu Valley

Abstract

Background: Perceived Organizational Support (POS) is an important determinant of employee attitudes, well-being, and behavior in organizations. When employees feel that their organization values their contributions and cares about their well-being, they are more likely to develop positive workplace attitudes and commitment. In contrast, a lack of organizational support may lead to job burnout and organizational cynicism, both of which negatively affect employee morale, engagement, and productivity.

Purpose: This study examines the relationship between perceived organizational support, job burnout, and organizational cynicism among employees in Kathmandu Valley. It also explores whether job burnout mediates the relationship between perceived organizational support and organizational cynicism.

Design/methodology/approach: The study adopted an explanatory research design and a quantitative approach. Data was collected through a structured questionnaire distributed via Google Forms using a non-probability convenience sampling technique. The responses were analyzed using Microsoft Excel and SmartPLS 4.0. Reliability and validity assessments were conducted to ensure the robustness of the measurement model, while Structural Equation Modeling (SEM) was used to test the proposed hypotheses and mediation effect.

Findings: The findings reveal that perceived organizational support has a significant negative effect on both job burnout and organizational cynicism, indicating that higher perceived support reduces employee burnout and cynical attitudes. In addition, job burnout has a significant positive effect on organizational cynicism, suggesting that employees experiencing burnout are more likely to develop negative perceptions toward their organization. However, the mediation analysis shows that job burnout does not significantly mediate the relationship between perceived organizational support and organizational cynicism.

Conclusion: The study concludes that organizational support is essential for reducing employee burnout and cynicism, thereby promoting a healthier and more productive work environment. These findings provide important theoretical and managerial implications for organizations aiming to enhance employee well-being and foster positive workplace attitudes.

Keywords: Perceived Organizational Support, Job Burnout, Organizational Cynicism, Employee Well-being, Kathmandu Valley.