ARTÍCULOS ORIGINALES
ISSN 2389-8186
E-ISSN 2389-8194
Vol. 8, No. 1
Enero-junio de 2021
doi: https://doi.org/10.16967/23898186.677
pp. 7-26
rpe.ceipa.edu.co
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

           

    


Analysis of the Eects of Time Pressure
and Supervisor Support on Organizational
Cynicism and Employee Surveillance in
Organization
ZAFER ADIGUZEL*
SEVGI NUR KARAALIOGLU**
CEMAL ZEHIR***
ISSN 2389-8186
E-ISSN 2389-8194
Vol. 8, No. 1
Enero-junio de 2021
doi: https://doi.org/10.16967/23898186.677
COMO CITAR ESTE ARTÍCULO
How to cite this article:
   
    
     
   
  
  
Revista Perspectiva
Empresarial, 8


ABSTRACT
Objective. Analyze the relationships between the variables of employee
surveillance, supervisor support, organizational cynicism, and time pressure. Methodology.
The sample group of the study consists of 417 white-collar employees in private and public
sector. Aer the analysis of the ndings were made with the SPSS 25 program, the results
were analyzed and evaluated. Analysis data were collected from both public and private
institutions operating in Istanbul. Results. As a result of the analysis, it is understood that
time pressure and supervisor support have signicant eects on organizational cynicism
and employee surveillance. Conclusions. With the analysis of the data received in the scope
of research model, it may be drawn a conclusion that employees expect support from their
supervisors, otherwise they start to move away from the institution.
KEY WORDS
Employee surveillance, supervisor support, organizational cynicism, time
pressure, Hayes Process.
Análisis de los efectos de la presión del tiempo y el apoyo del supervisor sobre
el cinismo organizativo y la vigilancia de los empleados en las organizaciones
RESUMEN
Objetivo. Analizar las relaciones entre las variables de vigilancia de los
empleados, apoyo del supervisor, cinismo organizacional y presión del tiempo. Metodología.
El grupo de muestra del estudio está formado por 417 empleados de cuello blanco del sector
privado y público. Los resultados se analizaron y evaluaron con el programa SPSS 25. Los
datos del análisis se recogieron en instituciones públicas y privadas que operan en Estambul.
Resultados. Como resultado del estudio se entiende que la presión del tiempo y el apoyo del
supervisor tienen efectos signicativos sobre el cinismo organizativo y la vigilancia de los
empleados. Conclusiones. Con el análisis de los datos recibidos en el ámbito del modelo de
investigación se puede concluir que los empleados esperan el apoyo de sus supervisores,
de lo contrario comienzan a alejarse de la institución.
PALABRAS CLAVE
vigilancia de los empleados, apoyo del supervisor, cinismo
organizacional, presión del tiempo, Proceso Hayes.
9
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Análise dos efeitos da pressão do tempo e do apoio do supervisor sobre o
cinismo organizacional e a vigilância dos funcionários nas organizações
RESUMO
Objetivo. Analise as relações entre as variáveis de vigilância do funcionário,
suporte do supervisor, cinismo organizacional e pressão de tempo. Metodologia. O
grupo de amostra do estudo é composto por 417 funcionários de colarinho branco
dos setores público e privado. Os resultados foram analisados e avaliados com o
programa SPSS 25. Os dados para análise foram coletados em instituições públicas e
privadas que operam em Istambul. Resultados. Como resultado do estudo, entende-
se que a pressão do tempo e o apoio do supervisor têm efeitos signicativos no
cinismo organizacional e na vigilância dos funcionários. Conclusões. Com a análise
dos dados recebidos no âmbito do modelo de pesquisa, pode-se concluir que os
funcionários esperam o apoio de seus supervisores, caso contrário, começam a se
afastar da instituição.
PALAVRAS CHAVE
vigilância do funcionário, suporte do supervisor, cinismo
organizacional, pressão do tempo, Processo Hayes.
10
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
Introduction
Employee surveillance and time pressure
have been acknowledged as concepts which cause
employees having negative thoughts towards
the organization by preventing employees from

of the support of supervisors on employees

to gain job control regarding their own tasks and



management and thereby starting to have negative
feelings towards the organization within a certain







support positively to the organization and there


Cynicism is expressed as the opposite and negative
thoughts of employees towards their organization
and the occurrence of their defense mechanism
against negative behaviors and attitudes that they

defense mechanism may occur when the duties
and responsibilities of the employees are too

when the speeches and actions of the supervisors


as negative feelings towards their organizations


result of disappointments and unfair organizational




right after the supervisors start to support their



        
organization which is trying to prevent unethical
behaviors of employees; including controlling and



importance of employee surveillance shows up
especially while preventing behaviors which






as an opportunity and this causes an increase in

surveillance has been made with the support of the



determined that in the circumstances where there




petty larceny had started to decrease (Hollinger


and supervisor support on organizational cynicism

Employee Surveillance
      
   
    

and the relations between them have been


been examining the effects of time pressure and

reaction of the employees to their surveillance while

reaction of the employees in a work environment
where there is supervisor support are important
       
policies and trainings applied to the employees

employees feeling who are responsible to do their




11
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194

necessary for management to understand how
and why employees react to surveillance both
   
solutions in order to prevent organizational


there are studies advocating that right of privacy



reactions of the employees against the surveillance
they live within the institution such as avoiding

being disturbed because of the surveillance
     
withstanding to the supervisors by arguing with






can be put forward regarding the surveillance
and autonomy of the employees: employers have
been seeing these privileges in themselves such






employee surveillance to prevent leakage of
   
  


been examining the effects of time pressure and

Organizational Cynicism



compared to the concept of cynicism (Johnson and

that employees experience in circumstances where
there is lack of honesty and fair behaviors within

      
Cynicism concept reminds of the meanings such







as disbelief of individuals to the actions towards
the attitudes and behaviors in the surrounding


has been characterized with hopelessness and


   


    



been used contemporaneously with the meanings

cynicism is not only the emotions which were
brought to the organization by the cynical


cynicism has been conceptualized as a future
oriented characteristic and it has been claimed

developed as a result of experiences (Johnson and

indicated as the disbelief of behaviors and attitudes


pressure and supervisor support on organizational

Time Pressure
    

of technological opportunities have created
     


settings of business manners have become more



      
employees have been reporting the time pressure

12
ARTÍCULOS ORIGINALES
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194
in other words they have been complaining about



pressure indicates to the psychological pressure
because of not having enough time to do the required

Time pressure pushes individuals for processing


decision to be made and the decrease of the quality



which will be given to the employees will work or
not may depend on the tendency of the employees
to the organization and also depends on the work

the relationship between job demands and burnout
decreases with high job autonomy and increases

depends on the ability of employees to cope actively





personal competencies related to the work (Daniels

believe that they can manage time and control the

organizations which were provided to them by the





Hypotheses:






Supervisor Support

on the occurrence of organizational support
   
employees often evaluate the problems with their
supervisors as temporary and think that these

support is the primary support which has shown
  
studies which have been made regarding perceived

employees of an organization who think that they




     
while at the same time positive outputs such as




when the perception of the employee regarding

decreases; while the commitment and the perceived


an impact on the relationship between education
and commitment to the organization and yet he

Perceived supervisor support includes activities
such as providing opportunity to employees to

career goals and supporting trainings towards their

supports such as solution of work problems and
such as balancing private life and business life


and needs of the employees and to create a more
appropriate work environment are important in
order to develop positive behavior of employees
towards the organization so that they would display
behaviors which will increase organizational
     
connection between the organization and the
 

supervisor support on organizational cynicism and


Hypotheses:


13
ARTÍCULOS
ZAFER ADIGUZEL, SEVGI NUR KARAALIOGLU, CEMAL ZEHIR
Revista Perspectiva Empresarial, Vol. 8, No. 1, enero-junio de 2021, 7-26
ISSN 2389-8186, E-ISSN 2389-8194



mediation variable impact on the relationship


mediation variable impact on the relationship

Methodology
      

with the supervisor support mediation variable

     
     
<