Investigation of the Relationship between Organizational Cynicism and Job Burnout with the Mediating Role of Organizational Silence in Lifeguards of Tehran Municipal Pools

Zeinab MODNALIZADE; Sadaf NAGHSH JAVAHERI

doi:10.18502/ohhp.v6i1.9368

Zeinab MODNALIZADE Department of sport management, sport science faculty, Arak University, Arak, Iran.
Sadaf NAGHSH JAVAHERI Department of Adaptive Management and Development, Science and Research Branch, Islamic Azad University, Tehran, Iran

DOI: https://doi.org/10.18502/ohhp.v6i1.9368

Keywords: Aqueous Places, Cynicism, Human Capital, Organizational Silence, Job Burnout

Abstract

Introduction: The complexity of working conditions in organizations, including employees' distrust, and challenging working conditions combined with a negative feeling, has led to a sense of frustration in organizations, which can be due to the conditions regarding the community and the organizational climate. The purpose of this article is to investigate the relationship between organizational cynicism and job burnout with mediating role of organizational silence in lifeguards of Tehran municipal pools.

Methods: The research method was causal, and applied in terms of purpose.A survey approach was used to collect data. Tools of collecting data were Kalagan Organizational Skepticism Questionnaire (2009), Dain et al.'s Organizational Silence Questionnaire (2003) and Maslach Questionnaire (1985) for Job Burnout. The statistical population of this study included 436 active lifeguards in Tehran municipal swimming pools. Sampling method was simple random. Descriptive and inferential statistics were used to analyze data, and LISREL 8.8 software was used for modeling structural equations.

Results: Results demonstrated that organizational cynicism through organizational silence, affects job burnout among lifeguards in Tehran municipal pools. The effect was estimated to be 0.56 (z=4.96, ρ≤0.01). It seems that negative attitude of lifeguards, due to their fewer roles in decision-making and lack of information in the organization, causes them to react through silence, and the consequence of such silence, leads to job burnout

Conclusion: As a result, the attitude of lifeguards towards their workplace can be negatively accompanied by unpleasant feelings, helplessness and anger, which seriously affects their performance Therefore, it is suggested that management, along with the presence of lifeguards in organizational decision-making processes and transparency, reduce burnout regarding this vital profession.