Personality Traits and Organizational Cynicism in Relation to Employee Performance: A Mathematical Modelling

This study examines the relationship between employee attitudes, cynicism, and performance in an academic setting. Utilizing a quantitative approach, the study assessed five personality dimensions—agreeableness, extraversion, emotional stability, conscientiousness, and openness—alongside three types of cynicism: cognitive, affective, and behavioral. Findings indicate that employees exhibit high levels of agreeableness, emotional stability, and openness, suggesting a generally positive workplace attitude. However, regression and correlation analyses revealed no significant relationship between attitude or cynicism and employee performance (IPCR ratings). Despite the presence of cognitive cynicism, which reflects skepticism toward organizational policies, employees maintained satisfactory performance levels. The study concludes that personality traits and cynicism alone do not substantially influence job performance, implying that external factors such as leadership, motivation, and workplace culture may have a more significant impact. Recommendations include enhancing organizational support, fostering transparency, refining performance evaluation methods, and developing employee well-being programs. Future research should explore additional workplace factors affecting performance to develop a more comprehensive understanding of employee productivity.