The Effect of Cultural Diversity on Organizational Cynicism within the Framework of Social Identity Theory
DOI:
https://doi.org/10.63556/tisej.2026.1798Keywords:
Cultural Diversity, Organizational Cynicism, Social Identity Theory, Case StudyAbstract
This study is a qualitative research that aims to comparatively examine the effects of cultural diversity on organizational cynicism in the technology and automotive sectors within the framework of Social Identity Theory. Cultural diversity, which has increased due to globalization and technological advancements, contributes to innovation and competitive advantage; however, when it is not managed effectively, it may lead to higher levels of organizational cynicism. In this context, Social Identity Theory provides a theoretical foundation by suggesting that individuals shape their attitudes toward the organization based on their group membership. The study aims to reveal how cultural differences influence employees’ perceptions, emotions, and behaviors, and how this process is related to organizational commitment.
The research was conducted using a qualitative methodology in companies operating in two different sectors in Türkiye, and data were collected through semi-structured interviews and observation notes. The findings, analyzed using thematic analysis, indicate that cultural diversity reduces organizational cynicism in the flexible structure of the technology sector, whereas insufficient policies in the centralized automotive sector lead to feelings of exclusion and increased cynicism. The results demonstrate that sectoral structural characteristics and management approaches are determining factors in shaping the effects of cultural diversity. The findings emphasize the importance of effective management of cultural diversity in strengthening organizational commitment. In this respect, the study provides important implications for managers and human resources practitioners regarding the need to support cultural diversity through inclusive policies. The study is limited by the small number of participants and its focus on only two companies.
The research was conducted using a qualitative methodology in companies operating in two different sectors in Türkiye, and data were collected through semi-structured interviews and observation notes. The findings, analyzed using thematic analysis, indicate that cultural diversity reduces organizational cynicism in the flexible structure of the technology sector, whereas insufficient policies in the centralized automotive sector lead to feelings of exclusion and increased cynicism. The results demonstrate that sectoral structural characteristics and management approaches are determining factors in shaping the effects of cultural diversity. The findings emphasize the importance of effective management of cultural diversity in strengthening organizational commitment. In this respect, the study provides important implications for managers and human resources practitioners regarding the need to support cultural diversity through inclusive policies. The study is limited by the small number of participants and its focus on only two companies.
The research was conducted using a qualitative methodology in companies operating in two different sectors in Türkiye, and data were collected through semi-structured interviews and observation notes. The findings, analyzed using thematic analysis, indicate that cultural diversity reduces organizational cynicism in the flexible structure of the technology sector, whereas insufficient policies in the centralized automotive sector lead to feelings of exclusion and increased cynicism. The results demonstrate that sectoral structural characteristics and management approaches are determining factors in shaping the effects of cultural diversity. The findings emphasize the importance of effective management of cultural diversity in strengthening organizational commitment. In this respect, the study provides important implications for managers and human resources practitioners regarding the need to support cultural diversity through inclusive policies. The study is limited by the small number of participants and its focus on only two companies.
References
Arabacı, I. B. (2010). The Effects of Depersonalization and Organizational Cynicism Levels on The Job Satisfaction of Educational Inspectors. African Journal of Business Management, 4(13), 2802–2811.
Bedeian, A. G. (2007). Even If The Tower Is “Ivory,” It Isn't “White”: Understanding The Consequences of Faculty Cynicism. Academy of Management Learning & Education, 6(1), 9–32. doi:10.5465/AMLE.2007.24401700
Braun, V., & Clarke, V. (2006). Using Thematic Analysis in Psychology. Qualitative Research in Psychology, 3(2), 77–101. doi:10.1191/1478088706qp063oa
Chung, B. G., Ehrhart, K. H., Shore, L. M., Randel, A. E., Dean, M. A., & Kedharnath, U. (2020). Work Group Inclusion: Test of A Scale and Model. Group & Organization Management, 45(1), 75–102.
Cox, T. (1994). Cultural Diversity in Organizations: Theory, Research and Practice. San Francisco, CA: Berrett-Koehler.
Cox, T. H., & Blake, S. (1991). Managing Cultural Diversity: Implications for Organizational Competitiveness. Academy of Management Executive, 5(3), 45–56. doi:10.5465/AME.1991.4274465
Çiçek, B., Türkmenoğlu, M. A., & Özbilgin, M. (2021). Examining The Mediating Role of Organisational Support on The Relationship Between Organisational Cynicism and Turnover Intention in Technology Firms in Istanbul. Frontiers in Psychology, 12, 606215. doi:10.3389/fpsyg.2021.606215
Dean, J. W., Jr., Brandes, P., & Dharwadkar, R. (1998). Organizational Cynicism. Academy of Management Review, 23(2), 341–352. doi:10.5465/AMR.1998.533230
Ely, R. J., & Thomas, D. A. (2001). Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes. Administrative Science Quarterly, 46(2), 229–273. doi:10.2307/2667087
Hofhuis, J., van der Rijt, P. G. A., & Vlug, M. (2016). Diversity Climate Enhances Work Outcomes Through Trust and Openness in Workgroup Communication. SpringerPlus, 5, 714.
Hofhuis, J., van der Zee, K. I., & Otten, S. (2012). Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate. Journal of Applied Social Psychology, 42(4), 964–989. doi:10.1111/j.1559-1816.2011.00848.x
Holmes, O., Jiang, K., Avery, D. R., McKay, P. F., Oh, I.-S., & Tillman, C. J. (2020). A Meta-Analysis Integrating 25 Years of Diversity Climate Research. Journal of Management, 46, 1357–1382.
James, M. S. L. (2005). Antecedents and Consequences of Cynicism in Organizations: An Examination of The Potential Positive and Negative Effects on School Systems (Unpublished doctoral dissertation). Florida State University, Tallahassee, FL.
Johnson, J. L., & O'Leary-Kelly, A. M. (2003). The Effects of Psychological Contract Breach and Organizational Cynicism: Not All Social Exchange Violations Are Created Equal. Journal of Organizational Behavior, 24, 627–647. doi:10.1002/job.207
Kanter, D. L., & Mirvis, P. H. (1989). The cynical Americans: Living and Working in an Age of Discontent and Disillusion. San Francisco, CA: Jossey-Bass.
Leicht-Deobald, U., Busch, T., Schank, C., Weibel, A., Schafheitle, S., Wildhaber, I., & Kasper, G. (2021). Organizational Demographic Faultlines: Their Impact on Collective Organizational Identification, Firm Performance, And Firm Innovation. Journal of Management Studies.
Mousa, M. (2017). Diversity Challenges and Organizational Cynicism: A Study on Egyptian Physicians. Journal of Intercultural Management, 9(2), 41–74.
Mousa, M. (2018). The Effect of Cultural Diversity Challenges on Organizational Cynicism Dimensions: A Study From Egypt. Journal of Global Responsibility, 9(3), 280–300. doi:10.1108/JGR-06-2017-0037
Prenzel, P., Bosma, N., Schutjens, V., & Stam, E. (2024). Cultural Diversity and Innovative Entrepreneurship. Small Business Economics, 63(4), 1381–1414. doi:10.1007/s11187-024-00888-1
Roberson, Q. M. (2019). Diversity in The Workplace: A Review, Synthesis, and Future Research Agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69–88.
Roberts, L. M., & Caza, B. B. (2024). Positive Identity Construction in Diverse Organizations. Annual Review of Organizational Psychology and Organizational Behavior.
Scott, K. A., & Zweig, D. (2016). Understanding and Mitigating Cynicism in The Workplace. Journal of Managerial Psychology, 31(2), 552–569. doi:10.1108/JMP-01-2015-0023
Sığrı, Ü. (2018). Nitel Araştırma Yöntemleri. Ankara: Beta Basım Yayım Dağıtım.
Tajfel, H., & Turner, J. C. (1986). The Social Identity Theory of Intergroup Behavior. In S. Worchel & W. G. Austin (Eds.), Psychology of intergroup relations (2nd ed., pp. 7–24). Chicago, IL: Nelson-Hall.
Turan, Ş. (2011). Küreselleşme Sürecinde Örgütsel Değişimi Etkileyen Bir Unsur Olarak Örgütsel Sinizm ve Karaman İli Kamu Kurumlarında Bir Çalışma (Yayımlanmamış yüksek lisans tezi). Karamanoğlu Mehmetbey Üniversitesi, Karaman.
UNESCO. (2001). Universal Declaration on Cultural Diversity. Paris, France: UNESCO.
Yan, D., Li, L., & Jeon, H. (2024). Does Self-Sacrificial Leadership Reduce The Subordinate’s Organizational Cynicism? The Mediating Role of Distributive Justice And Ethical Corporate Social Responsibility. Leadership & Organization Development Journal, 45(8), 1401–1416. doi:10.1108/LODJ-03-2023-0112
Yıldız, K. (2013). Örgütsel Bağlılık ile Örgütsel Sinizm ve Örgütsel Muhalefet Arasındaki İlişki. Turkish Studies, 8(6), 853–879. doi:10.7827/TurkishStudies.4544
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Third Sector Social Economic Review
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
